The International Labour Organization (ILO) is a specialized agency of the United Nations (UN) dedicated to promoting social justice and internationally recognized labor rights. Established in 1919 as part of the Treaty of Versailles, the ILO aims to improve working conditions, advance social protection, and foster opportunities for decent employment worldwide.

Headquartered in Geneva, Switzerland, the ILO operates through a unique tripartite structure, bringing together governments, employers, and workers to formulate policies and labor standards. It has developed over 190 conventions addressing issues like forced labor, child labor, workplace safety, and fair wages. The Declaration on Fundamental Principles and Rights at Work (1998) underscores the ILO's commitment to core labor rights, including freedom of association and the elimination of discrimination.

The ILO provides technical assistance, conducts research, and monitors global labor trends. It played a key role in setting labor standards during the COVID-19 pandemic and advancing the Decent Work Agenda. In 1969, the ILO received the Nobel Peace Prize for promoting peace through social justice.

By advocating fair labor policies, the ILO continues to influence employment laws and practices worldwide, striving for a future where all workers enjoy dignity, equality, and decent work conditions.

History:
The international labour organization (ILO) has a rich history that spans over a century, shaped by global events, economic shifts, and the evolving needs of the working world.

Origins(1919): The ILO was established in 1919 as part of the Treaty of Versailles, which ended World War I. The idea emerged from a growing recognition that lasting peace required social justice, particularly for workers enduring exploitation during the Industrial Revolution. Labor movements and social reformers pushed for an international body to address poor working conditions, low wages, and long hours.

The ILO's founding constitution was drafted by the Labour Commission, chaired by Samuel Gompers of the American Federation of Labor, and its tripartite structure representing governments, employers, and workers was a groundbreaking innovation.

Initially part of the League of Nations, the ILO's early mission was to standardize labor laws and prevent countries from gaining competitive advantages through worker exploitation. Its first International Labour Conference, held in Washington, D.C. in 1919, adopted six conventions, including limits on working hours and protections for women and children.

• Interwar Years (1920s–1930s):
  • During the 1920s, the ILO focused on building its framework, producing conventions on unemployment, maternity protection, and minimum age for employment.
  • The Great Depression in the 1930s tested its relevance, as mass unemployment swept the globe.
  • The ILO responded by promoting public works programs and studying economic policies, cementing its role as a hub for labor research and solutions.
     
• World War II And Transition (1940s):
  • With the outbreak of World War II, the ILO faced a crisis as the League of Nations collapsed.
  • It temporarily relocated its headquarters from Geneva to Montreal, Canada, in 1940.
  • Emphasized the link between labor rights and human dignity.
  • In 1944, adopted the Declaration of Philadelphia, reaffirming its commitment to social justice, economic security, and universal human rights.
  • Redefined its mandate for the postwar era and paved the way for its integration into the United Nations in 1946.
     
• Postwar Expansion (1950s–1970s):
  • The postwar decades saw rapid growth as decolonization increased ILO's membership with newly independent nations.
  • Addressed forced labor (Convention No. 29, 1930, and No. 105, 1957) and discrimination (Convention No. 111, 1958).
  • The Cold War influenced its work, with tensions between capitalist and socialist blocs shaping debates.
  • In 1969, marking its 50th anniversary, the ILO was awarded the Nobel Peace Prize for its efforts to promote fair labor standards globally.
     
• Modern Era (1980s–Present):
  • The ILO adapted to globalization, addressing challenges like trade liberalization, informal economies, and migrant labor.
  • In 1998, launched the Declaration on Fundamental Principles and Rights at Work, emphasizing:
    • Freedom of association
    • Elimination of forced labor
    • Abolition of child labor
    • Non-discrimination
  • The Decent Work Agenda, introduced in 1999, became a cornerstone: job creation, rights at work, social protection, and social dialogue.

The 21st century brought new issues automation, climate change, and the gig economy. The ILO responded with initiatives like the 2019 Centenary Declaration for the Future of Work, focusing on human-centered approaches to technological and environmental shifts. During the COVID- 19 pandemic (2020–2022), it provided critical guidance on protecting workers and economies.

From its inception amid post-World War I chaos to its current role in a digital, interconnected world, the ILO's history reflects a consistent mission: improving lives through labor justice. Today, headquartered in Geneva, it remains a vital force with 187 member states.

Structure of ILO

The ILO's unique tripartite structure sets it apart from other international organizations. Its key governing bodies are:

• International Labour Conference (ILC): Held annually in Geneva, the ILC is the ILO's highest decision-making body. It brings together representatives from member states' governments, employers, and workers to adopt conventions, recommendations, and resolutions. Each member state has four delegates: two from the government, one from employers, and one from workers.
• Governing Body: The executive arm of the ILO, the Governing Body meets three times a year to set policies, approve budgets, and oversee the organization's programs. It consists of 56 titular members (28 government, 14 employer, and 14 worker representatives) and 66 deputy members.
• International Labour Office: The ILO's secretariat, based in Geneva, is responsible for implementing the organization's programs, conducting research, and providing technical assistance. It is headed by the Director-General, elected for a five-year term. As of 2025, Gilbert F. Houngbo, from Togo, serves as the Director-General, having assumed office in 2022.

The ILO operates through regional offices, field offices, and technical teams worldwide, ensuring its programs are tailored to local contexts. Its funding comes from member state contributions and voluntary donations from governments, international organizations, and private entities.
 

Objectives of ILO

The objectives of the International Labour Organization are:

• Workers who are satisfied with their jobs are more likely to be employed, encouraging full employment and raising their quality of life.
• To ensure that this goal is met and that all parties are protected, it is necessary to provide enough training and labour transfer facilities and reasonable assurances for everyone involved to achieve this goal.
• To guarantee that all workers get a fair share of development benefits, including a living wage, by implementing wage and benefit laws that consider this.
• An effective acknowledgement of collective bargaining, management and labour's cooperation in improving productivity, and workers and employers are working together on social or economic initiatives.
• To extend social security measures so that everyone in need of such protection and adequate medical care receives a basic monthly income.
• To ensure that all employees' lives and health are adequately safeguarded.
   

Functions of the ILO

The ILO performs several critical functions to achieve its objectives:

Setting International Labor Standards

The ILO develops conventions and recommendations that set minimum standards for labor rights and working conditions. Conventions are legally binding treaties that member states can ratify, while recommendations provide non-binding guidance. As of 2025, the ILO has adopted 190 conventions and 206 recommendations, covering issues such as:

• Freedom of association and collective bargaining (Conventions No. 87 and 98).
• Elimination of forced labor (Conventions No. 29 and 105).
• Abolition of child labor (Conventions No. 138 and 182).
• Non-discrimination in employment (Conventions No. 100 and 111).

The ILO's eight fundamental conventions, identified in the 1998 Declaration on Fundamental Principles and Rights at Work, are considered universal human rights and apply to all member states, regardless of ratification.

Technical Assistance and Capacity Building

The ILO provides technical assistance to member states to implement labor standards, reform labor laws, and improve working conditions. This includes training programs, policy advice, and support for labor inspections. For example, the ILO's Better Work program collaborates with governments and companies in the garment industry to improve working conditions in countries like Bangladesh, Cambodia, and Vietnam.

Research and Data Collection

The ILO is a leading source of labor market data and research. Its publications, such as the World Employment and Social Outlook and Global Wage Report, provide insights into global labor trends, including unemployment, wage inequality, and informal employment. The ILO's statistical database, ILOSTAT, is widely used by policymakers, researchers, and organizations.

Promoting Social Dialogue

The ILO facilitates dialogue between governments, employers, and workers to resolve disputes, negotiate collective agreements, and develop inclusive labor policies. Its tripartite approach ensures that all stakeholders have a voice in shaping labor governance.

Advocacy and Partnerships

The ILO advocates for decent work through global campaigns and partnerships. It collaborates with UN agencies, international financial institutions (e.g., World Bank, IMF), and civil society organizations to integrate labor rights into broader development agendas. The ILO also plays a key role in the UN's 2030 Agenda for Sustainable Development, particularly in achieving Sustainable Development Goal 8 (Decent Work and Economic Growth).

International Labour Standards (ILS)

International Labour Standards (ILS) are legal instruments developed by the International Labour Organization (ILO) to establish global benchmarks for workers' rights, working conditions, and social justice. They are designed to promote decent work, protect vulnerable groups, and ensure equitable economic development across member states. Adopted through a tripartite process involving governments, employers, and workers, ILS encompass conventions, recommendations, and protocols.

What Are International Labour Standards?

ILS are rules and principles set by the ILO to regulate labor practices and protect workers globally. They cover a wide range of issues, including wages, working hours, safety, equality, and freedom of association.

Forms of ILS:

• Conventions: Legally binding treaties that member states can ratify and must implement once ratified (e.g., Convention No. 87 on Freedom of Association).
• Recommendations: Non-binding guidelines that provide detailed advice on implementing conventions or addressing labor issues (e.g., Recommendation No. 204 on the Transition from the Informal to the Formal Economy).
• Protocols: Supplementary agreements that update or strengthen existing conventions (e.g., Protocol of 2014 to the Forced Labour Convention).

Objective:

• Ensure minimum standards of dignity and fairness in the workplace.
• Address global challenges like exploitation, inequality, and unsafe working conditions.
• Support sustainable economic growth by balancing workers' rights with employers' needs.
   

Fundamental Conventions of ILO

The eight fundamental conventions form an integral part of the United Nations Human Rights Framework, and their ratification is an important sign of member states' commitment to human rights. The conventions are:

• Forced Labour Convention (No. 29)
• Abolition of Forced Labour Convention (No. 105)
• Equal Remuneration Convention (No. 100)
• Discrimination (Employment Occupation) Convention (No. 111)
• Minimum Age Convention (No. 138)
• Worst Forms of Child Labour Convention (No. 182)
• Freedom of Association and Protection of Right to Organised Convention (No. 87)
• Right to Organise and Collective Bargaining Convention (No. 98)
   

Major Achievements

The ILO has made significant contributions to global labor governance over its century-long history. Some of its key achievements include:

Establishing Global Labor Standards

The ILO's conventions and recommendations have shaped labor laws in countries worldwide. For example, Convention No. 182 on the Worst Forms of Child Labour (1999) has been ratified by 187 member states, leading to significant reductions in hazardous child labor.

Reducing Child Labor

Through its International Programme on the Elimination of Child Labour (IPEC), the ILO has helped reduce the number of child laborers from 246 million in 2000 to approximately 160 million in 2020, according to ILO estimates. Programs targeting education, poverty reduction, and enforcement of labor laws have been instrumental in this progress.

Promoting Gender Equality

The ILO has been a pioneer in advocating for equal pay and non-discrimination in employment. Convention No. 100 (Equal Remuneration, 1951) and Convention No. 111 (Discrimination, 1958) have influenced national policies to close gender wage gaps and promote workplace equality.

Improving Working Conditions

Initiatives like the Better Work program have improved working conditions for millions of workers in global supply chains, particularly in the garment and footwear industries. The program has led to higher wages, safer workplaces, and stronger labor rights in countries like Indonesia and Jordan.

Responding to Crises

The ILO has played a critical role in addressing labor challenges during global crises, such as the 2008 financial crisis and the COVID-19 pandemic. During the pandemic, the ILO provided guidance on protecting workers' health, preserving jobs, and supporting economic recovery. Its Global Call to Action for a Human-Centred Recovery (2021) emphasized the need for inclusive and sustainable labor policies.

ILO Declaration on Fundamental Principles and Rights at Work

The Declaration outlines four principles, each linked to two core conventions, recognized as universal human rights:

• Freedom of Association and Collective Bargaining:
  • Conventions: No. 87 (1948) and No. 98 (1949).
  • Ensures workers and employers can form organizations and negotiate collectively without interference.
  • Significance: Empowers workplace democracy and social dialogue.
• Elimination of Forced or Compulsory Labour:
  • Conventions: No. 29 (1930) and No. 105 (1957).
  • Prohibits slavery, human trafficking, and coerced work.
  • Significance: Upholds human dignity and voluntary employment.
• Effective Abolition of Child Labour:
  • Conventions: No. 138 (1973) and No. 182 (1999).
  • Bans hazardous and exploitative child labor, prioritizing education.
  • Significance: Protects children's rights and development.
• Elimination of Discrimination in Employment:
  • Conventions: No. 100 (1951) and No. 111 (1958).
  • Prohibits discrimination based on gender, race, or other factors, ensuring equal pay and opportunities.
  • Significance: Promotes inclusive and equitable workplaces.

These principles form the cornerstone of the ILO's decent work agenda.
 

Role of Trade Unions in ILO

Trade unions contribute to the ILO's mission through several critical functions:

Shaping International Labor Standards

Trade unions actively participate in drafting and adopting ILO conventions and recommendations, which set global labor standards. They advocate for robust protections in areas such as:

• Freedom of Association: Conventions No. 87 and 98, championed by trade unions, protect workers' rights to form unions and engage in collective bargaining.
• Elimination of Child and Forced Labor: Unions push for Conventions No. 138, 182, 29, and 105 to eradicate exploitative labor practices.
• Non-Discrimination: Conventions No. 100 and 111, supported by unions, promote equal pay and workplace equality.

During ILC sessions, trade union delegates propose amendments, negotiate texts, and ensure standards reflect workers' needs. For example, unions were instrumental in the adoption of Convention No. 190 (2019) on eliminating violence and harassment at work.

Advocacy and Representation

Trade unions represent workers' interests across ILO platforms, advocating for policies that promote decent work, fair wages, and safe conditions. They:

• Raise issues like wage inequality, informal employment, and gig work.
• Campaign for the ratification and implementation of ILO conventions by member states.
• Highlight violations of labor rights, such as anti-union laws or forced labor, through ILO supervisory mechanisms.

Unions also amplify marginalized workers' voices, including those of women, youth, and informal sector workers, ensuring inclusive policies.

Monitoring and Accountability

Trade unions play a key role in the ILO's supervisory system, ensuring compliance with labor standards. They:

• Submit complaints under Article 26 of the ILO Constitution or representations under Article 24 when governments or employers violate conventions.
• Provide evidence to the Committee of Experts on the Application of Conventions and Recommendations, which reviews state compliance.
• Monitor implementation of the 1998 Declaration on Fundamental Principles and Rights at Work, particularly freedom of association.

For instance, unions have filed complaints against countries like Myanmar and Qatar for forced labor and anti-union practices, leading to ILO investigations and reforms.

Technical Cooperation and Capacity Building

Trade unions collaborate with the ILO's International Labour Office to implement programs that strengthen workers' rights. They:

• Participate in ILO technical assistance projects, such as training on collective bargaining or occupational safety.
• Support initiatives like the Better Work program, improving conditions in global supply chains (e.g., garment industries in Bangladesh).
• Build union capacity in developing countries, empowering local workers to advocate for their rights.

Unions also contribute to ILO research, providing data on labor market trends and workers' experiences for reports like the World Employment and Social Outlook.

Promoting Social Dialogue

As tripartite partners, trade unions foster social dialogue by negotiating with governments and employers on labor policies. They:

• Facilitate collective bargaining frameworks at national and international levels.
• Mediate disputes to prevent strikes or lockouts, promoting workplace stability.
• Advocate for inclusive dialogue that addresses emerging issues like digitalization and climate change.

The International Labour Organization And India

India has a long and significant relationship with the International Labour Organization (ILO), reflecting its commitment to improving labor standards and workers' rights.India is a founding member of the ILO and it has been a permanent member of the ILO Governing Body since 1922.In India, the first ILO Office was started in 1928. The decades of productive partnership between the ILO and its constituents has mutual trust and respect as underlying principles and is grounded in building sustained institutional capacities and strengthening capacities of partners.
 

Ratified Conventions

India has ratified six out of the eight-core/fundamental ILO conventions. These conventions are:

• Forced Labour Convention (No. 29)
• Abolition of Forced Labour Convention (No.105)
• Equal Remuneration Convention (No.100)
• Discrimination (Employment Occupation) Convention (No.111)
• Minimum Age Convention (No.138)
• Worst forms of Child Labour Convention (No.182)
   

The Labour Movement in India

The growth of the trade union movement in India was an organic process that began in the late 19th century and has evolved alongside India's industrial development. The struggles of workers began to gain attention during the 1850s. The labour movement in India can be divided into two phases: the first phase from the 1850s to 1918, and the second from 1918 until Independence.

• The origins of the labour movements in India can be traced back to the 1860s, but the first significant agitation did not occur until 1875.
• The actions of the working class in the earliest stage were sporadic and disorganized, and therefore largely ineffective.
• It was not until the second decade of the 20th century in Bombay that serious attempts were made to form associations capable of leading organized protests.
• The second phase saw the sporadic protests become more organized. During this phase, modern Trade Unions were formed.
• The first labour unrest took place in Bombay in 1875 under the leadership of S.S Bengalee. The agitation focused on the plight of workers, particularly women and children.
• This agitation led to the appointment of the first Factory Commission in 1875.
• As a result, the first Factories Act was passed in 1881.
• In 1890, M.N Lokhande established the Bombay Mill Hands Association, the first organized labour union in India.
• The 1920s were a significant period in this regard. Both the Congress and the Communists made serious attempts to mobilize and connect with the working class.
• The first attempt to form an all-India organization was also made in the 1920s.
   

ILO's Work in India

• Preventing unacceptable forms of work such as bonded labour, labour trafficking, and ensuring the rights and protection of domestic workers.
• Promoting gender equality at the workplace, preventing sexual harassment, gender-based violence and wage discrimination.
• Conducting evidence-based policy research on areas of national importance including mapping trends in India relating to the future of work.
• Introducing tools to integrate employment goals in national policies and programmes and promoting Decent Work elements in select governmental programmes.
• Supporting the creation of a national Social Protection Floor through advisory services and identifying challenges in implementing select government schemes.
• Strengthen tripartite institutions' ability to carry out social dialogue at both national and state levels and promote capacities of employers' and workers' organizations.

Conclusion
The International Labour Organization (ILO) stands as a cornerstone of global efforts to promote decent work, social justice, and labor rights. Since its founding in 1919, the ILO has maintained a unique tripartite structure that brings together governments, employers, and workers to develop international labor standards and foster dialogue on key issues affecting the world of work. This collaborative approach has allowed the organization to address a wide range of challenges, from child labor and forced labor to gender equality, workplace safety, and fair wages.

One of the ILO's most significant contributions is the development of conventions and recommendations that serve as global benchmarks for labor practices. These instruments provide guidance to countries in shaping policies that uphold dignity, equality, and fairness in the workplace. Additionally, the ILO offers technical assistance and capacity-building programs to help member states implement these standards effectively.

In today's rapidly changing labor landscape—driven by globalization, climate change, and technological advancements—the ILO's role is more important than ever. It helps navigate emerging issues such as remote work, platform economies, and the green transition, ensuring that workers' rights remain protected amidst transformation.

Ultimately, the ILO's work contributes to inclusive and sustainable economic growth, poverty reduction, and peace. Its continued commitment to decent work for all reinforces the belief that labor rights are human rights. As we look to the future, strengthening the ILO's influence and expanding cooperation among its members will be essential for building a just and resilient global workforce.