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| C173 | |
|---|---|
| ILO Convention | |
| Date in force | June 8, 1995 |
| Classification | Protection of Wages |
| Subject | Wages |
| Previous | Working Conditions (Hotels and Restaurants) Convention, 1991 |
| Next | Prevention of Major Industrial Accidents Convention, 1993 |
Protection of Workers' Claims (Employer's Insolvency) Convention, 1992 is an International Labour Organization Convention.
It was established in 1992, with the preamble stating:
Stressing the importance of the protection of workers' claims in the event of the insolvency of their employer and recalling the provisions on this subject in Article 11 of the Protection of Wages Convention, 1949, and Article 11 of the Workmen's Compensation (Accidents) Convention, 1925,...
The convention revised the principles contained in ILO Convention C95, Protection of Wages Convention, 1949.
As of 2023, the convention has been ratified by 21 states.
| Countries | Date | Status |
|---|---|---|
| Albania | 03 Feb 2005 | In Force |
| Armenia | 18 May 2005 | In Force |
| Australia | 08 Jun 1994 | In Force |
| Austria | 20 Dec 1996 | In Force |
| Botswana | 05 Jun 1997 | In Force |
| Bulgaria | 28 Sep 2004 | In Force |
| Burkina Faso | 11 Feb 1999 | In Force |
| Chad | 15 Dec 2000 | In Force |
| Finland | 20 Jun 1994 | In Force |
| Latvia | 22 Feb 2002 | In Force |
| Lithuania | 26 Sep 1994 | In Force |
| Madagascar | 03 Jun 1998 | In Force |
| Mexico | 24 Sep 1993 | In Force |
| Portugal | 08 Nov 2012 | In Force |
| Russian Federation | 20 Aug 2012 | In Force |
| Slovakia | 24 Sep 1998 | In Force |
| Slovenia | 8 May 2001 | In Force |
| Spain | 16 May 1995 | In Force |
| Switzerland | 16 Jun 1995 | In Force |
| Ukraine | 01 Mar 2006 | In Force |
| Zambia | 25 May 1998 | In Force |
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Labour laws are those that mediate the relationship between workers, employing entities, trade unions, and the government. Collective labour law relates to the tripartite relationship between employee, employer, and union.
United Kingdom labour law regulates the relations between workers, employers and trade unions. People at work in the UK can rely upon a minimum set of employment rights, which are found in Acts of Parliament, Regulations, common law and equity. This includes the right to a minimum wage of £9.50 for over-23-year-olds from April 2022 under the National Minimum Wage Act 1998. The Working Time Regulations 1998 give the right to 28 days paid holidays, breaks from work, and attempt to limit long working hours. The Employment Rights Act 1996 gives the right to leave for child care, and the right to request flexible working patterns. The Pensions Act 2008 gives the right to be automatically enrolled in a basic occupational pension, whose funds must be protected according to the Pensions Act 1995.
Labor rights or workers' rights are both legal rights and human rights relating to labor relations between workers and employers. These rights are codified in national and international labor and employment law. In general, these rights influence working conditions in the relations of employment. One of the most prominent is the right to freedom of association, otherwise known as the right to organize. Workers organized in trade unions exercise the right to collective bargaining to improve working conditions.
This article gives detailed information on the employment situation in Hong Kong.
The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is a United Nations multilateral treaty governing the protection of migrant workers and families. Signed on 18 December 1990, it entered into force on 1 July 2003 after the threshold of 20 ratifying States was reached in March 2003. The Committee on Migrant Workers (CMW) monitors implementation of the convention, and is one of the seven UN-linked human rights treaty bodies. The convention applies as of October 2022 in 58 countries.
The Freedom of Association and Protection of the Right to Organise Convention (1948) No 87 is an International Labour Organization Convention, and one of eight conventions that form the core of international labour law, as interpreted by the Declaration on Fundamental Principles and Rights at Work.
The Right to Organise and Collective Bargaining Convention (1949) No 98 is an International Labour Organization Convention. It is one of eight ILO fundamental conventions.
Medical Care and Sickness Benefits Convention, 1969 is an International Labour Organization Convention. It was established in 1969 revised Convention C24 Sickness Insurance (Industry) Convention, 1927 and Convention C25 Sickness Insurance (Agriculture) Convention, 1927.
The Protection of Wages Convention, 1949 is an International Labour Organization (ILO) Convention.
Radiation Protection Convention, 1960 is an International Labour Organization Convention to restrict workers from exposure of ionising radiation and to prohibit persons under 16 engaging in work that causes such exposure.
Chemicals Convention, 1990 is an International Labour Organization Convention.
European labour law regulates basic transnational standards of employment and partnership at work in the European Union and countries adhering to the European Convention on Human Rights. In setting regulatory floors to competition for job-creating investment within the Union, and in promoting a degree of employee consultation in the workplace, European labour law is viewed as a pillar of the "European social model". Despite wide variation in employment protection and related welfare provision between member states, a contrast is typically drawn with conditions in the United States.
Demir and Baykara v Turkey [2008] ECHR 1345 is a landmark European Court of Human Rights case concerning Article 11 ECHR and the right to engage in collective bargaining. It affirmed the fundamental right of workers to engage in collective bargaining and take collective action to achieve that end.
The Maritime Labour Convention (MLC) is an International Labour Organization (ILO) convention, number 186, established in 2006 as the fourth pillar of international maritime law and embodies "all up-to-date standards of existing international maritime labour Conventions and Recommendations, as well as the fundamental principles to be found in other international labour Conventions". The other pillars are the SOLAS, STCW and MARPOL. The treaties applies to all ships entering the harbours of parties to the treaty (port states), as well as to all ships flying the flag of state party (flag states, as of 2021: over 91 per cent).
Regeling v Bestuur van de Bedrijfsvereniging voor de Metaalnijverheid (1999) C-125/97 is a European insolvency law and labour law case, concerning the protection of employees' salaries on their employer's insolvency.
McMeechan v Secretary of State for Employment[1996] EWCA Civ 1166 is a UK labour law case concerning the scope of protection for people to employment rights. It took the view that an agency worker did have an employment contract for the purpose of claiming for unpaid wages on an employer's insolvency.
The Wage Earner Protection Program Act, is an act of the Parliament of Canada. It was part of a package of reforms to the insolvency law of Canada that were brought into force in 2008 and 2009 to compensate employees of companies made bankrupt or placed into receivership under the Bankruptcy and Insolvency Act. It was subsequently expanded in 2011 to cover employees who lose their jobs when their employer's attempt at restructuring subsequently ends in bankruptcy or receivership.
The Insolvency Protection Directive2008/94/EC is an EU Directive concerning the protection of employees in the event of insolvency of an employer. It replaced Directive 80/987/EC and 2002/74/EC in turn.
The right to sit refers to laws or policies granting workers the right to be granted suitable seating at the workplace. Jurisdictions that have enshrined "right to sit" laws or policies include the United Kingdom, Jamaica, South Africa, Eswatini, Tanzania, Uganda, Lesotho, Malaysia, Brazil, Israel, Ireland, the Indian states of Tamil Nadu and Kerala, the Canadian province of Newfoundland and Labrador, and the British overseas territory of Gibraltar and Montserrat. Almost all states of the United States and Australia, as well as the majority of Canadian provinces passed right to sit legislation for women workers between 1881 and 1917. US states with current right to sit legislation include California, Florida, Massachusetts, Montana, New Jersey, New Mexico, New York, Oregon, Pennsylvania, West Virginia, and Wisconsin. A right to sit provision is included in the International Labour Organization's Hygiene Convention, 1964; the convention being ratified by 51 countries as of 2014. Local jurisdictions with right to sit laws include Portland, Oregon, St. Louis, Missouri and London's Royal Borough of Kensington and Chelsea. Some jurisdictions, such as Alabama, Arkansas, Connecticut, Idaho, Kentucky, Maine, Michigan, Missouri, Nevada, New Hampshire, Quebec, and Washington, D.C. have revoked their right to sit laws. Many right to sit laws originally contained gendered language specifying women workers only. Some jurisdictions maintain gendered laws, but many jurisdictions have amended their right to sit laws to be gender neutral.