EDF Global Framework Agreement renews with stronger worker protections

The agreement, originally signed in 2005 and renewed in 2018, has been updated to reflect new challenges and priorities, particularly in the areas of digital transformation, environmental sustainability, and workplace rights. The negotiations, which took place throughout 2024, resulted in significant advancements for EDF’s workforce worldwide.

Key improvements in the 2025-2030 agreement:

As part of the renewed agreement, EDF’s Global Dialogue Committee on Social and Environmental Responsibility (CMDRSE) will meet in February 2025 to develop an implementation strategy and ensure the commitments are effectively integrated into company policies and practices worldwide.

Atle Høie, IndustriALL general secretary, welcomed the renewed agreement, stating:

“This agreement marks a significant step forward for workers at EDF and across the energy sector. It strengthens our collective commitment to a Just Transition, ensuring that workers' rights are protected amid the shift to sustainable energy. The inclusion of digital transformation and AI policies ensures that workers are not left behind as new technologies reshape the industry. We will continue to closely monitor the implementation of these commitments through our ongoing social dialogue with EDF.”

Photo credit: EDF energy van on a residential street – Shutterstock photo ID: 2291763809

Improving the H&M Global Framework Agreement together

The meeting brought together trade union representatives and H&M staff from six key production countries: India, Bangladesh, Türkiye, Cambodia, Pakistan, and Indonesia. Australian and Japanese affiliates, representing IndustriALL’s textile, garment, shoes, leather (TGSL) global steering committee also participated. 
 
The meeting aimed to review and update the GFA, improve case handling and access to remedies, enhance the quality of collective bargaining agreements (CBAs) in H&M supplier factories, and address gender-based violence and harassment in the workplace (GBVH). The collaborative atmosphere enabled a thorough examination of the GFA's impact and effectiveness across various regions and contexts.
 
Trade union representatives shared valuable insights and experiences from their countries, highlighting successes and areas for improvement. Indian trade unions stressed importance of raising supplier awarness about the GFA’s components and requirements through proactive engagement. This initiative aims to ensure all parties understand their roles and responsibilities, fostering better compliance and cooperation.

Pinar Ozcan, president of Öz Iplik-Is an IndustriALL affiliate, provided an overview of the pilot implementation of the GBVH guideline in six supplier factories in Türkiye. 

“During the pilot of the GBVH guideline, the key takeway was the importance of clear communication and consistent implementation to address gender-based issues effectively. The experience of working with H&M was collaborative and dedicated, leading to meaningful progress in creating a safe and respectful workplace environment,”

 stated Pinar Ozcan.

The meeting in Phnom Penh showcased the commitment of all parties involved in the GFA. By sharing experiences and lessons learned, trade unions and H&M staff are now better equipped to tackle ongoing challenges and enhance working conditions across the supply chain. The continuous dialogue and cooperation during these sessions will be vital for maintaining the momentum of positive change. 
 
Julia Bakutis, labour rights and industrial relations lead, H&M Group said:  

“Our Global Framework Agreement with IndustriALL and IF Metall is a cornerstone of our supply chain social impact strategy. It is more than just a piece of paper: The National Monitoring Committees, where H&M colleagues and IndustriALL affiliates work together in different manufacturing countries, enable us to implement our agreement in a way that ultimately benefits the workers who make our products. It has been many years since we have met in person, and I can see that the great results of this meeting will lead us to even greater impact in the future.”

The updates and insights from this meeting will play a crucial role in refining the GFA, ensuring that it continues to be a strong and effective tool for promoting fair labour practices and safe workplaces globally. 

“Collective engagement and action are necessary for progress and development. Being together in the same space allows us to obtain a clear understanding of situations in different countries and to jointly develop a strategic way forward to benefit workers in the H&M supply chain,”

said Christina Hajagos-Clausen, IndustriALL textile director.  
 
The NMC consists of H&M Group representatives working on the ground alongside national-level trade union representatives affiliated to IndustriALL. They oversee the implementation of the GFA within the specific country context and part of their role is to facilitate conflict resolution for employees and employers at factories.
 

IndustriALL and Aker renew global framework agreement

The ambitious global framework agreement (GFA) contains provisions on fundamental human and trade union rights and references international standards for health and safety, living wages, a just transition, equality and diversity, environmental issues, working hours and employment conditions.

The renewed agreement was approved at a global works council (GWC) meeting on 25 May 2023, after consultation with IndustriALL affiliates. The GFA includes stronger language on the requirements of companies in the Aker supply chain, and builds on previous agreements, with the first GFA signed in 2008 and renewed in 2010 and 2013.

Says IndustriALL general secretary Atle Høie:

“This is an ambitious and forward-looking agreement addressing key areas for a decent and sustainable workplace. The new agreement sets a standard for GFAs and social dialogue and the genuine approach from management is exemplary.”

After its meeting in May, the global works council visited the Rose Castle installation in Oslo that commemorates the Nazi occupation of Norway. In a moving speech to announce his retirement, outgoing convenor Atle Tranøy spoke of the requirement of every generation to defend democracy, especially in the context of the war in Ukraine and the rise of authoritarian politics. He said that social dialogue, and agreements like the Aker GFA, are the building blocks that create a good society.

Tranøy presided over the GFA from its first days and was instrumental in the renegotiation.

A mechanism for conflict resolution clearly establishes Aker’s responsibility to use its influence to ensure respect for trade union rights along the supply chain. The agreement is monitored by the GWC, and any worker within the Aker ecosystem can directly contact the union convenor if they believe it is being breeched.

Stressing the importance of social dialogue, Aker CEO Øyvind Eriksen says:

“The agreement is an important part of Aker’s work on sustainability and responsible corporate governance and provides all employees with an important tool to ensure that Aker-owned companies live up to their commitments and our ambitions.”

IndustriALL Norwegian affiliates Fellesforbundet, NITO and Tekna are co-signatures to the GFA.

Ståle Johansen, union representative on Aker’s management board, says:

“I am pleased that with this updated and strengthened agreement, Aker recognizes and commits to fundamental trade union rights and good working conditions across its global operations."

The renewal brings the agreement into line with industrial relations best practice by updating the number of ILO instruments referenced after health and safety become core Conventions, updating policy around gender equity and the need to eliminate gender-based violence through ILO C 190, and a new commitment to just transition.

Aker has a diverse portfolio, including shipbuilding and marine equipment, software and renewable energy. Aker has recently moved into renewal energy after acquiring Irish company Mainstream, and the GWC will focus on improving union representation at Mainstream’s global operations.

Photo: Elisabeth Haugsbø, TEKNA president, Atle Høie, IndustriALL general secretary, Øyvind Eriksen, Aker CEO, Christian Justnes, Fellesforbundet union secretary, Audun Bøhn, NITO deputy general secretary.

Human rights due diligence is key to protecting workers

Trade unions have an important role to play in due diligence, as workers are often vulnerable to exploitation and abuse in various industries and regions.

For global brands and suppliers to practice due diligence there needs to be meaningful mutual engagement and it needs to be conducted in good faith. 

In early June, the European Parliament adopted its position on a future EU Directive on human rights and environmental due diligence. The vote of the Parliament’s report on the proposal for a Corporate Sustainability Due Diligence Directive is an important step in putting people and planet before the profits and making all businesses accountable. 

Global Framework Agreements (GFAs) are another way to protect the interests of workers across a multinational company’s operations. GFAs are negotiated on a global level between trade unions and a multinational company. They put in place the very best standards of trade union rights, health, safety and environmental practices, and quality of work principles across a company's global operations, regardless of whether those standards exist in an individual country. 

By signing a GFA, a multinational company accepts the responsibility to protect and respect fundamental workers’ rights, in particular the right to organize and bargain collectively, and to exercise due diligence concerning the impact of its operations on human rights in its production facilities and along its supply chain. IndustriALL has several existing GFAs with many multinational corporations. 

The Japan Council of Metalworkers (JCM) published a guide called Trade unions’ role and responses to human rights due diligence for its affiliates. The union submitted its comment on the guideline to the parliamentary vice-minister of economy, trade and industry (METI), Kazuchika Iwata in June 2022. In a meeting with IndustriALL assistant general secretary Kemal Özkan in September 2022, IndustriALL vice president and JLC president Akira Takakura, said that Japanese unions play a vital role in ensuring that multinational companies respect human rights in its supply chains. 

IndustriALL general secretary Atle Høie said:

“human rights due diligence must always be an integral part of our work. We need to hold companies accountable for violations, but we also need to put measures in place to make sure that there are no violations. The time when companies could make profit out of the exploitation of the environment and on the back of their and their suppliers’ workers’ fundamental rights all over the world, has to come to an end.” 

Global Framework Agreements

Global Framework Agreements (GFAs) serve to protect the interests of workers across a multinational company’s operations.

GFAs are negotiated on a global level between trade unions and a multinational company. They put in place the very best standards of trade union rights, health, safety and environmental practices, and quality of work principles across a company's global operations, regardless of whether those standards exist in an individual country.

Combatting violence and harassment at ENI

By signing a GFA, a multinational company accepts responsibility to protect and respect fundamental workers’ rights, in particular the right to organize and bargain collectively, and to exercise due diligence concerning the impact of its operations on human rights in its production facilities and along its supply chain. GFAs are largely used to resolve problems, especially along the supply chains. In case of a conflict, for instance on organizing, GFAs can help provide remedy.

Trade union rights violations in GFA-companies and their supply chains can be raised with the company directly quoting the GFA in question and its implementation mechanisms, or through unions in the home country of the company or with IndustriALL.

Union wins reinstatement of 1,257 workers in India

Current agreements

IndustriALL has existing GFAs with the following multinational corporations. Click on each company to view more information and the agreement text.

AkerASOSBMWBoschDaimler Truck
EADSEDFElectroluxEnelEngie (GDF Suez)
EniEspritEssityEquinorFord
Siemens GamesaGEAH&MInditexLeoni
 MANMann + HummelMercedes-BenzMizuno
Norsk HydroNorske SkogPetrobrasPrymPSA Peugeot Citroën
RenaultRheinmetallRöchlingSaabSafran
SCASiemensSolvaySKFStora Enso
TchiboTotalThyssenKruppTK ElevatorUmicore
VallourecVolkswagenZF  

IndustriALL also has global agreements with multinational corporations covering specific key topics across these corporations’ operations. These include our global health and safety agreement with ArcelorMittal and our global agreement on sexual harassment with Unilever.

Checklists for Global Framework Agreements

IndustriALL Global Union’s Checklist for Affiliated Organizations for Implementation and Monitoring of GFAs

IndustriALL Global Union’s Checklist for the Secretariat for Implementation and Monitoring of GFAs

Global Framework Agreement guidelines

IndustriALL GFA Guidelines – English

IndustriALL GFA Guidelines – French

IndustriALL GFA Guidelines – Spanish

IndustriALL GFA Guidelines – German

IndustriALL GFA Guidelines – Russian

IndustriALL GFA Guidelines – Japanese

More on how to seek remedy through international mechanisms

IndustriALL’s Executive Committee strategizes for global challenges

Jörg Hoffman, president of IndustriALL and German union IG Metall, opened the meeting saying that the victory for Lula in Brazil, is a victory for us all. 

“Faced with several crises around the world, our strength as unions will lie in how we can increase our power on the international level. We need to organize more workers; with that strength we will be a counterforce to capital attacking workers’ interests.”

COP27 is in its second week in Egypt, and IndustriALL is present, working hard to ensure Just Transition standards at all levels of the negotiations. 

"In Egypt, the International Labour Organization pavilion is called the Just Transition Pavilion, a token of the work we have put in and the success we have had in making sure it is on the agenda,"

said Atle Høie, IndustriALL general secretary.

“There is a need for a clear roadmap on Loss and Damage and an institutional financial framework that creates a fairer cost distribution between rich and poor countries.” 

Hashmeya Alsadawe from Iraq reported from the Womens’ Committee, which met earlier in the month, focusing on the establishment of a gender task force, advancing gender equality and due diligence in global supply chains.

On global framework agreements (GFAs), IndustriALL assistant GS Christine Olivier presented the discussions from the working group. IndustriALL has over the past ten years signed numerous GFAs and has developed tools to monitor and evaluate the implementation of GFAs.

“Our biggest challenge in implementing GFAs are along the supply chain, and we need to increase awareness in understanding GFAs and building union power to counter pushbacks from employers,”

said Christine Olivier. 

As the war continues, around 18 million people in Ukraine need humanitarian assistance, IndustriALL assistant general secretary Kemal Özkan told the Executive Committee.  

After nine months of war where the people of Ukraine have been subjected to looting, violence and rape, and missiles are again raining over Kyiv, Valeriy Matov, president of Nuclear Power and Industry Workers of Ukraine, voiced concerns over Russian troops reaching Ukraine's largest nuclear plant. 

Mykhailo Volynets, chairperson of Confederation of Free Trade Unions of Ukraine, described the urgency as energy infrastructure in the country is destroyed.

IndustriALL president Jörg Hoffman urged all affiliates to continue to provide concrete support to Ukraine, as nine months into the war, the needs are still great. 

IndustriALL affiliates in Belarus have been disbanded by the Supreme Court. The Executive Committee adopted a resolution, condemning the dissolution of the independent trade unions, demanding the immediate release of all trade unionists in Belarus. 

Unions in Korea are trying to change the country’s trade union act. On 12 November, 90,000 workers rallied on the streets of Seoul, demanding labour law. IndustriALL Executive Committee adopted a resolution urging Korea’s national assembly to pass a bill implementing ILO Conventions 87 and 98. 

With human rights violations, including abuse of labour rights, on the rise, there is a need for strong regulation to address and prevent violations along the supply chains. Voluntary codes of conduct and other unilateral approaches are simply not credible. 

The Executive Committee discussed trade union strategies on supply chains and due diligence, with Kemal Özkan stressing the need for transparent supply chains and trade union involvement. 

“Full involvement of workers and unions to safeguard freedom of association, collective bargaining, and health and safety is needed.  Due diligence is an important tool for unions to achieve their main objectives, that is to defend and promote workers’ rights and interests.”

IndustriALL will hold a mid-term policy conference in South Africa next year in June. The conference will look at achievements since IndustriALL’s 3rd Congress in September 2022, and key issues to further advance the fight for workers’ rights. ExCo participants engaged in a lively discussion on the proposed programme.

IndustriALL assistant general secretary Kan Matsuzaki presented action taken by affiliates in September and October as part of the joint work of IndustriALL and industriAll Europe on fighting inequality and the cost-of-living crisis. Unions from the Philippines and Bangladesh to Tanzania and Peru took action to demand a better future.

“Working people everywhere are facing a cost-of-living crisis, with wage increases not meeting soaring inflation and rising energy costs, combined with attacks on unions and workers’ rights,”

said Kan Matsuzaki.

“We are continuing our call that is time to pay up with more action throughout the year.”  

IndustriALL forms gender equality task force

Addressing the delegates, IndustriALL general secretary Alte Høie said:

"Discussions within the women’s committee prioritizes due diligence and a Just transition as it is critical to ensure that IndustriALL develops gender receptive actions and policies. Women are always most affected by calamities. We strongly condemn the war in Ukraine and hope to find solutions to help rebuild.”

IndustriALL assistant general secretary, Christine Olivier, said:

“The Ukraine war is continuing and accelerates our struggles. Inflation is increasing and there is little protection for women. We must applaud ourselves for our completed work and the progress that we continue to make so that women have safe spaces to speak.”

Gender expert Jane Pillinger presented IndustriALL’s future pay equity toolkit. This resource focuses on why pay equity is an important trade union and workplace issue, bringing the issue into collective bargaining, and protection for workers in the informal sector. 
 
Business and human rights expert, Liz Umlas, addressed delegates about gender-transformative human rights due diligence (HRDD). She emphasized the need for due diligence. However, existing instruments are partially failing to develop a gender responsive approach. Trade unions have an important role to play to promote gender equality in supply chains. Investors have shown an increased interest in gender equality.
 
A panel discussion focused on three sectors and their work on gender mainstreaming. Speakers from FO Metal France, USW Canada and IndustriALL regional office in South Asia stressed how women should be enticed to entering technical or engineering STEM jobs in ICT Electronics, the beneficial outcomes of the GFA with H&M in advancing the fight against GBVH and the development of codes of conduct on sexual harassment for the suppliers of the brand, and how trade unions, including the mining sector, should integrate gender equality into Just Transition debates. 
 
IndustriALL’s sector directors, from mining, garment and textiles and ICT Electronics, discussed women’s challenges including discrimination and gender pay gap, GBVH, job segregation and under-representation in union structures and leadership. Directors also voiced the strategies that were being established to protect and grow women, including industry bargaining to set living wages for garment female workers, negotiation of similar agreements like the Bangladesh accords Accord securing the safety of thousands of women in this sector, establishment of women sectoral structures and development of tools for affiliates to develop gender responses to OHS.
 
An IndustriALL 2023 action plan to advance gender equality was presented. Campaigns for the ratification and implementation of ILO Convention 190 will continue. Everyone will closely monitor the outcomes of these campaigns. Further discussion and work around mainstreaming gender in IndustriALL action on HRDD and Just transition will be organized. Affiliates expressed a need for a mentoring programme for young women to grow women in all sectors. The Secretariat is working on putting together a project that will address this need.
 

Improving social dialogue at TK Elevator

The delegates represented over 50,000 men and women from 16 countries, covering the major geographical areas where the company operates. Strengthening social dialogue was the and discussions were lively, sometimes passionate, but always to the point.

During the second day of the virtual meeting, company management, represented by Phillip Voet van Vormizeele, member of TKE Group management board and chief human resources officer, participated.

Opening the meeting, IndustriALL Global Union assistant general secretary, Christine Olivier, stated:

“It’s important that we have clear guidelines when we discuss social dialogue. And here you must help us to develop guidelines, taking into account we have different experiences and situations globally.
Your assistance is important, as one of the things we don’t want to do, is to come with ready-made processing, avoiding a top-down approach.

The first day consisted of internal preparation for the workforce delegation, input from Christine Olivier, representatives from the Group Works Council, as well as the international committee. Armelle Seby, IndustriALL gender director, discussed gender-based violence and anti-harassment policies, also related to ILO convention 190.

The second day saw an intense discussion on the company’s future in the market and management views on social dialogue in the countries, regions and worldwide.

Wolfgang Krause, spokesperson of the international committee, said:

"Global social dialogue requires trust and solidarity among all participants and partners. These preconditions are paramount and will be the basis for a future agreement."

The over 60 delegates discussed pathways and what a social dialogue body within TKE could look like.

Susanne Herberger, chairwoman of the group works council, said:

"With this meeting, we got one step further. Our global network has grown bigger and we receive even more information from the countries and can support each other better. From now on, we will work on drafting a joint agreement."

TK Elevator employs more than 50,000 men and women, with major operations in over 50 countries. In late 2020, the company signed a global framework agreement (GFA) with IndustriALL. Now, with support from German FES foundation, IndustriALL and affiliates are creating a global social dialogue body to improve workers’ participation in this group. 

“After our experience with the strong GFA at TK Elevator, we want to take it a step further and add proper instruments for a social dialogue on the global level. We have seen that some issues, in Brazil, France and India for example, require intense discussions beyond a conflict resolution model. We want to develop a progressive and inclusive social dialogue body where workers and their unions can raise issues and enter into proper dialogue with corporate management,”

said IndustriALL director for mechanical engineering, Matthias Hartwich.

Organizing Madagascar’s textile and garment industries

The strategies and tactics discussed at the workshop included having an active trade union membership, shop steward training that improves negotiation skills, how to engage effectively in collective bargaining, representing workers’ interests in social dialogue, defending workers’ rights through enterprise committees, fighting gender-based violence and harassment in factories, and electing effective and democratic trade union leadership.

Further, shop stewards were urged to study and understand the labour code and important provisions including on labour inspectors, and international labour standards, and how to leverage on existing global framework agreements. Currently, there are global framework agreements with ASOS and Inditex.
 
The workshop also discussed the importance of learning about the textile and garment industry global supply chains, and how they were affected by the Covid-19 pandemic. Knowledge about the supply chains is important to collective bargaining.

On living wages, the workshop agreed to demand living wages of at least 600 000 Malagasy Ariary (US$150). The government’s proposed 260 000 Ariary (US$65) is seen by workers as a poverty wage. The workshop stated that some of the negotiating strategies and tactics that were useful in wage negotiations involved having valid arguments that are backed by statistics and data on wages. This bolstered the living wage demands.
 
Lovasoa Fetra Harinoro, the women’s chairperson for IndustriALL Madagascar which is made up of IndustriALL affiliates from island and one of the facilitators said:

“One of the goals of this workshop is to build dynamic unions in Madagascar. When unions are dynamic, they can quickly embrace change and are always learning new ways of organizing and developing new union cultures. Being dynamic allows unions to adapt to change and deal with challenges.”

Barson Rakotomanga also from IndustriALL Madagascar was the co-facilitator.
 
Paule France Ndessomin, IndustriALL regional secretary for Sub Saharan Africa said:

“This is a valuable shop stewards’ workshop as it builds on the skills acquired through previous training. These skills are key to unions’ capability to demand improved working conditions and living wages in the textile and garment sector. We commend IndustriALL Madagascar for facilitating this crucial workshop, and for their active participation by the shop stewards and trade union representatives. Unions are living in a changing world and must keep adapting their skills set to meet the needs of the changing factories and the future of work.”

The workshop, which was held with support from the Sub-Saharan Africa regional office and FES Madagascar, was attended by 39 participants from factories in Antananarivo and Antsirabe who are members of IndustriALL affiliates FISEMA-SEMPIZOF and SEKRIMA. Other participants joined the meeting online.
 

ENGIE renews agreement with three global unions

The agreement was signed virtually this morning

The agreement commits the company to a just energy transition, to sustainable employment and social protection for workers.

The renewed agreement represents a decade of international social dialogue, which is embodied in several agreements and conventions, both at European and global level. It lays out the company’s commitment to social responsibility and fundamental rights, and provides a standard set of guarantees for all 170,000 ENGIE employees around the world.

Crucially, the concepts of sustainable development and Just Transition are integrated into the agreement, as is French legislation on due diligence, which the company commits to apply globally.

The company also commits to comply with fundamental international labour standards wherever it operates, including ILO Convention 190 on violence and harassment in the world of work. To facilitate equal pay analysis, there will be a transparent and gender-disaggregated remuneration system, and enhanced fiscal transparency with country-level tax reporting.

There is a commitment to sustainable employment and social protection for workers, with 14 weeks of fully paid maternity leave, and four weeks of fully paid paternity leave. There is a minimum coverage of one year of incapacity benefit, a health benefit covering hospital costs at a minimum of 75 per cent, and death coverage for all workers, which includes the payment of a minimum of 12 months of gross salary.

There is also a commitment to digital transformation and lifelong learning for employees.

The monitoring and implementation plan for the GFA includes appropriate training and is backed by a world forum, held at least once a year, and bringing together employee representatives from all regions, with the signatory unions and company management.

The forum will hear reports on benefits coverage, the gender pay gap and plans to eliminate it, global risk mapping, minimum wages and social benefits, training, and the implementation of the agreement itself.

This will be supported by social dialogue at local level, at least once per year.

IndustriALL Global Union general secretary Atle Høie said:

“At IndustriALL, we are pleased to sign the renewed global framework agreement with ENGIE. As a multinational utility company which operates in the energy sector, it is key that ENGIE commits to sustainable industrial development and a Just Transition with the global union federations that represent its workers worldwide. Likewise, the commitment to comply with French due diligence law globally is very important.

"We hope that the world forum, which will meet at least once a year, can effectively move forward to implement the points in the agreement.”

Photo: ENGIE