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Forced Labour in the Mushroom Industry

Forced Labour in the Mushroom Industry. Dr Jennifer Hamilton. What is Forced Labour?. UN legal instruments and ILO Conventions Number 29 and 105 on forced labour Convention No. 29 (1930) states that forced or compulsory labour shall mean:

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Forced Labour in the Mushroom Industry

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  1. Forced Labour in the Mushroom Industry Dr Jennifer Hamilton

  2. What is Forced Labour? • UN legal instruments and ILO Conventions Number 29 and 105 on forced labour Convention No. 29 (1930) states that forced or compulsory labour shall mean: All work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered himself voluntarily [Article 1 (1))]

  3. Belser (2005:2) outlined that forced labour represents: • a restriction in human freedom; • a violation of human rights; and • the exact opposite of ‘decent work’ or ‘human development’ as defined by the ILO.

  4. Indicators of Forced Labour • The International Labour Organisation (ILO) indicators: • Threats or actual physical harm to the worker; • Restriction of movement and confinement, to the workplace or to a limited area; • Debt bondage; • Withholding of wages or excessive wage reductions that violate previously made agreements; • Retention of passports and identity documents so that the worker cannot leave or prove his/her identity and status; and • Threat of denunciation to the authorities, where the worker is in an irregular immigration status.

  5. Elements of Forced Labour • Deception • Coercion • Retention/withholding of identification documents • Debt bondage • Threats • Coercion and deception are used to control and exploit victims. Victims may experience debt-bondage, the withholding of identity documents, threats and abuse, reduced/no pay, excessive working hours, dangerous conditions, poor accommodation and discrimination (Dowling et al. 2007: iii).

  6. Who is at risk? • Migrant Workers • Restrictive and complex nature of migration regimes in Europe thought to contribute to their vulnerability and exploitation (Van den Anker 2009). • Why? • No viable alternative (Anderson and Rogaly, 2005) • Vulnerable (Dowling et al. 2007: 10):

  7. International Policy • 1950 European Convention on Human Rights • International Covenant on Civil and Political Rights • 1990 UN Convention on Migrant Workers • 1998 ILO declaration on Fundamental Principles and Rights at Work

  8. UK Policy • 2004 Asylum and Immigration Act • 2004 Gang masters (Licensing) Act • 1998 Human Rights Act (Article 54) • 2009 Coroners and Justice Act Section 71 (Slavery, Servitude and Forced or Compulsory Labour) • NI Policy • Governed by UK

  9. Issues • Victims’ experiences of forced labour can include: • Reduced/no pay; • Long/Excessive hours; • Lack of holiday/sick pay/breaks; • Poor health and safety provision and dangerous working conditions; • Poor accommodation; • Discrimination; • Abuse – physical and psychological; and • Threats, intimidation and isolation • (Dowling et al. 2007: 8).

  10. Migrant Labour • Increase in migrant labour within the agricultural sector • Low wage • High turnover and demand • Seasonal • Mushroom Industry • Labour intensive • “Dehumanising” – Scott et al (2012)

  11. Mushroom Industry • Exploitation • Republic of Ireland • Equality Commission • Research in NI • Qualitative interviews

  12. Research Findings • Working below skill level • Qualifications, skills and experience • Documentation • More than half initially undocumented • Unaware of implications • Accommodation • Provided by employer • Living conditions

  13. Research Findings • Working Conditions • Hours • Pay • Time Off • Treatment • Health and Safety • Fear • Discipline and Dismissal • Redress

  14. Conclusion • Continuum • Exploitation and forced labour • Borderline forced labour • Deception • False promises

  15. Conclusion • Threats • Exploitation • Excessive working hours • Health and safety issues • Vulnerability

  16. Recommendations • Partnership approach • Reduce worker vulnerability • “We want everything to be so that employers treat workers according to the law, with full employment rights” • (interviewee)

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