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Preamble
The General Conference of the International Labour Organization,
Having been convened at Geneva by the Governing Body of the
International Labour Office, and having met in its 108th
(Centenary) Session on 10 June 2019, and
Recalling that the Declaration of Philadelphia affirms that all human
beings, irrespective of race, creed or sex, have the right to pursue
both their material well-being and their spiritual development
in conditions of freedom and dignity, of economic security and
equal opportunity, and
Reaffirming the relevance of the fundamental Conventions of the
International Labour Organization, and
Recalling other relevant international instruments such as the Universal
Declaration of Human Rights, the International Covenant on Civil
and Political Rights, the International Covenant on Economic,
Social and Cultural Rights, the International Convention on
the Elimination of All Forms of Racial Discrimination, the
Convention on the Elimination of All Forms of Discrimination
against Women, the International Convention on the Protection
of the Rights of All Migrant Workers and Members of Their
Families, and the Convention on the Rights of Persons with
Disabilities, and
Recognizing the right of everyone to a world of work free from violence
and harassment, including gender-based violence and harassment,
and
Recognizing that violence and harassment in the world of work can
constitute a human rights violation or abuse, and that violence
and harassment is a threat to equal opportunities, is unacceptable
and incompatible with decent work, and
Recognizing the importance of a work culture based on mutual
respect and dignity of the human being to prevent violence and
harassment, and
Recalling that Members have an important responsibility to promote a
general environment of zero tolerance to violence and harassment
in order to facilitate the prevention of such behaviours and
practices, and that all actors in the world of work must refrain
from, prevent and address violence and harassment, and
Acknowledging that violence and harassment in the world of work
affects a person’s psychological, physical and sexual health,
dignity, and family and social environment, and
Recognizing that violence and harassment also affects the quality of
public and private services, and may prevent persons, particularly
women, from accessing, and remaining and advancing in the
labour market, and
Noting that violence and harassment is incompatible with the
promotion of sustainable enterprises and impacts negatively on
the organization of work, workplace relations, worker engagement,
enterprise reputation, and productivity, and
Acknowledging that gender-based violence and harassment
disproportionately affects women and girls, and recognizing that
an inclusive, integrated and gender-responsive approach, which
tackles underlying causes and risk factors, including gender
stereotypes, multiple and intersecting forms of discrimination,
and unequal gender-based power relations, is essential to ending
violence and harassment in the world of work, and
Noting that domestic violence can affect employment, productivity and
health and safety, and that governments, employers’ and workers’
organizations and labour market institutions can help, as part of
other measures, to recognize, respond to and address the impacts
of domestic violence, and
Having decided upon the adoption of certain proposals concerning
violence and harassment in the world of work, which is the fifth
item on the agenda of the session, and
Having determined that these proposals shall take the form of an
international Convention,
adopts this twenty-first day of June of the year two thousand and nineteen the
following Convention, which may be cited as the Violence and Harassment
Convention, 2019:
I. DEFINITIONS
Article 1
- 1. For the purpose of this Convention:
- (a) the term “violence and harassment” in the world of work refers to
a range of unacceptable behaviours and practices, or threats thereof,
whether a single occurrence or repeated, that aim at, result in, or are
likely to result in physical, psychological, sexual or economic harm,
and includes gender-based violence and harassment;
- (b) the term “gender-based violence and harassment” means violence
and harassment directed at persons because of their sex or gender, or
affecting persons of a particular sex or gender disproportionately, and
includes sexual harassment.
- 2. Without prejudice to subparagraphs (a) and (b) of paragraph 1 of
this Article, definitions in national laws and regulations may provide for a
single concept or separate concepts.
II. SCOPE
Article 2
- 1. This Convention protects workers and other persons in the world
of work, including employees as defined by national law and practice, as
well as persons working irrespective of their contractual status, persons in
training, including interns and apprentices, workers whose employment has
been terminated, volunteers, jobseekers and job applicants, and individuals
exercising the authority, duties or responsibilities of an employer.
- 2. This Convention applies to all sectors, whether private or public,
both in the formal and informal economy, and whether in urban or rural
areas.
Article 3
- This Convention applies to violence and harassment in the world of
work occurring in the course of, linked with or arising out of work:
- (a) in the workplace, including public and private spaces where they are a
place of work;
- (b) in places where the worker is paid, takes a rest break or a meal, or uses
sanitary, washing and changing facilities;
- (c) during work-related trips, travel, training, events or social activities;
- (d) through work-related communications, including those enabled by
information and communication technologies;
- (e) in employer-provided accommodation; and
- (f) when commuting to and from work.
III. CORE PRINCIPLES
Article 4
- 1. Each Member which ratifies this Convention shall respect, promote
and realize the right of everyone to a world of work free from violence and
harassment.
- 2. Each Member shall adopt, in accordance with national law and
circumstances and in consultation with representative employers’ and
workers’ organizations, an inclusive, integrated and gender-responsive
approach for the prevention and elimination of violence and harassment in
the world of work. Such an approach should take into account violence and
harassment involving third parties, where applicable, and includes:
- (a) prohibiting in law violence and harassment;
- (b) ensuring that relevant policies address violence and harassment;
- (c) adopting a comprehensive strategy in order to implement measures to
prevent and combat violence and harassment;
- (d) establishing or strengthening enforcement and monitoring mechanisms;
- (e) ensuring access to remedies and support for victims;
- (f) providing for sanctions;
- (g) developing tools, guidance, education and training, and raising
awareness, in accessible formats as appropriate; and
- (h) ensuring effective means of inspection and investigation of cases of
violence and harassment, including through labour inspectorates or
other competent bodies.
- 3. In adopting and implementing the approach referred to in
paragraph 2 of this Article, each Member shall recognize the different and
complementary roles and functions of governments, and employers and
workers and their respective organizations, taking into account the varying
nature and extent of their respective responsibilities.
Article 5
With a view to preventing and eliminating violence and harassment
in the world of work, each Member shall respect, promote and realize the
fundamental principles and rights at work, namely freedom of association
and the effective recognition of the right to collective bargaining, the
elimination of all forms of forced or compulsory labour, the effective
abolition of child labour and the elimination of discrimination in respect
of employment and occupation, as well as promote decent work.
Article 6
Each Member shall adopt laws, regulations and policies ensuring the
right to equality and non-discrimination in employment and occupation,
including for women workers, as well as for workers and other persons
belonging to one or more vulnerable groups or groups in situations of
vulnerability that are disproportionately affected by violence and harassment
in the world of work.
IV. PROTECTION AND PREVENTION
Article 7
Without prejudice to and consistent with Article 1, each Member shall
adopt laws and regulations to define and prohibit violence and harassment
in the world of work, including gender-based violence and harassment.
Article 8
- Each Member shall take appropriate measures to prevent violence and
harassment in the world of work, including:
- (a) recognizing the important role of public authorities in the case of
informal economy workers;
- (b) identifying, in consultation with the employers’ and workers’
organizations concerned and through other means, the sectors or
occupations and work arrangements in which workers and other
persons concerned are more exposed to violence and harassment; and
- (c) taking measures to effectively protect such persons.
Article 9
- Each Member shall adopt laws and regulations requiring employers
to take appropriate steps commensurate with their degree of control to
prevent violence and harassment in the world of work, including gender-based
violence and harassment, and in particular, so far as is reasonably
practicable, to:
- (a) adopt and implement, in consultation with workers and their
representatives, a workplace policy on violence and harassment;
- (b) take into account violence and harassment and associated psychosocial
risks in the management of occupational safety and health;
- (c) identify hazards and assess the risks of violence and harassment,
with the participation of workers and their representatives, and take
measures to prevent and control them; and
- (d) provide to workers and other persons concerned information and
training, in accessible formats as appropriate, on the identified hazards
and risks of violence and harassment and the associated prevention
and protection measures, including on the rights and responsibilities of
workers and other persons concerned in relation to the policy referred
to in subparagraph (a) of this Article.
V. ENFORCEMENT AND REMEDIES
Article 10
- Each Member shall take appropriate measures to:
- (a) monitor and enforce national laws and regulations regarding violence
and harassment in the world of work;
- (b) ensure easy access to appropriate and effective remedies and safe,
fair and effective reporting and dispute resolution mechanisms and
procedures in cases of violence and harassment in the world of work,
such as:
- (i) complaint and investigation procedures, as well as, where
appropriate, dispute resolution mechanisms at the workplace
level;
- (ii) dispute resolution mechanisms external to the workplace;
- (iii) courts or tribunals;
- (iv) protection against victimization of or retaliation against
complainants, victims, witnesses and whistle-blowers; and
- (v) legal, social, medical and administrative support measures for
complainants and victims;
- (c) protect the privacy of those individuals involved and confidentiality, to
the extent possible and as appropriate, and ensure that requirements
for privacy and confidentiality are not misused;
- (d) provide for sanctions, where appropriate, in cases of violence and
harassment in the world of work;
- (e) provide that victims of gender-based violence and harassment in the
world of work have effective access to gender-responsive, safe and
effective complaint and dispute resolution mechanisms, support,
services and remedies;
- (f) recognize the effects of domestic violence and, so far as is reasonably
practicable, mitigate its impact in the world of work;
- (g) ensure that workers have the right to remove themselves from a work
situation which they have reasonable justification to believe presents
an imminent and serious danger to life, health or safety due to
violence and harassment, without suffering retaliation or other undue
consequences, and the duty to inform management; and
- (h) ensure that labour inspectorates and other relevant authorities, as
appropriate, are empowered to deal with violence and harassment in
the world of work, including by issuing orders requiring measures with
immediate executory force, and orders to stop work in cases of an
imminent danger to life, health or safety, subject to any right of appeal
to a judicial or administrative authority which may be provided by law.
VI. GUIDANCE, TRAINING AND AWARENESS-RAISING
Article 11
- Each Member, in consultation with representative employers’ and
workers’ organizations, shall seek to ensure that:
- (a) violence and harassment in the world of work is addressed in relevant
national policies, such as those concerning occupational safety and
health, equality and non-discrimination, and migration;
- (b) employers and workers and their organizations, and relevant authorities,
are provided with guidance, resources, training or other tools, in accessible formats as appropriate, on violence and harassment in the
world of work, including on gender-based violence and harassment;
and
- (c) initiatives, including awareness-raising campaigns, are undertaken.
VII. METHODS OF APPLICATION
Article 12
The provisions of this Convention shall be applied by means of
national laws and regulations, as well as through collective agreements or
other measures consistent with national practice, including by extending or
adapting existing occupational safety and health measures to cover violence
and harassment and developing specific measures where necessary.
VIII. FINAL PROVISIONS
Article 13
The formal ratifications of this Convention shall be communicated to
the Director-General of the International Labour Office for registration.
Article 14
- 1. This Convention shall be binding only upon those Members of the
International Labour Organization whose ratifications have been registered
with the Director-General of the International Labour Office.
- 2. It shall come into force twelve months after the date on which
the ratifications of two Members have been registered with the Director-
General.
- 3. Thereafter, this Convention shall come into force for any Member
twelve months after the date on which its ratification is registered.
Article 15
- 1. A Member which has ratified this Convention may denounce it after
the expiration of ten years from the date on which the Convention first
comes into force, by an act communicated to the Director-General of the
International Labour Office for registration. Such denunciation shall not
take effect until one year after the date on which it is registered.
- 2. Each Member which has ratified this Convention and which does
not, within the year following the expiration of the period of ten years
mentioned in the preceding paragraph, exercise the right of denunciation
provided for in this Article, will be bound for another period of ten years
and, thereafter, may denounce this Convention within the first year of each
new period of ten years under the terms provided for in this Article.
Article 16
- 1. The Director-General of the International Labour Office shall
notify all Members of the International Labour Organization of the
registration of all ratifications and denunciations that have been
communicated by the Members of the Organization.
- 2. When notifying the Members of the Organization of the
registration of the second ratification that has been communicated,
the Director-General shall draw the attention of the Members of the
Organization to the date upon which the Convention will come into force.
Article 17
The Director-General of the International Labour Office shall
communicate to the Secretary-General of the United Nations for registration
in accordance with Article 102 of the Charter of the United Nations full
particulars of all ratifications and denunciations that have been registered
in accordance with the provisions of the preceding Articles.
Article 18
At such times as it may consider necessary, the Governing Body of
the International Labour Office shall present to the General Conference a
report on the working of this Convention and shall examine the desirability
of placing on the agenda of the Conference the question of its revision in
whole or in part.
Article 19
- 1. Should the Conference adopt a new Convention revising this
Convention, then, unless the new Convention otherwise provides:
- (a) the ratification by a Member of the new revising Convention shall
ipso jure involve the immediate denunciation of this Convention,
notwithstanding the provisions of Article 15 above, if and when the
new revising Convention shall have come into force;
- (b) as from the date when the new revising Convention comes into force,
this Convention shall cease to be open to ratification by the Members.
- 2. This Convention shall in any case remain in force in its actual form
and content for those Members which have ratified it but have not ratified
the revising Convention.
Article 20
The English and French versions of the text of this Convention are
equally authoritative.
