Since the early 1990s, Germany has concluded bilateral agreements with Central and Eastern European countries for the seasonal employment of their nationals. The agreements aim to protect the rights of seasonal foreign workers in Germany and to fill labour market gaps.
In 2007, New Zealand introduced the Recognised Seasonal Employers (RSE) Scheme to fill seasonal labour shortages in the horticulture and viticulture industries. Under this scheme, employers can apply for RSE status and then apply to fill vacant seasonal positions for which there are no New Zealand applicants.
In August 2003, the German Trade Union for Building, Forestry, Agriculture and the Environment (IG BAU) and a Polish trade union representing employees in agriculture (ZZPR) collaborated on a bilingual information booklet for Polish seasonal workers in Germany.
The Government of Honduras has created the programme Honduras 2020 Scholarship Programme linking young temporary migrants to the country's growth in order to promote temporary migration as a contribution to the sustainable development.
Consular representations of Honduras carry out various outreach activities with migrants and diaspora communities to promote Honduras' cultural tradition abroad.
The joint cooperation between Egypt and Jordan in the field of labor management aims at creating a safe, fair and stable work environment for Egyptian workers in Jordan and their employers. The Egyptian Ministry of Manpower and Immigration and the Jordanian Ministry of Labour are the main stakeholders. They are jointly responsible for the implementation of the 2007 Memorandum of Understating (MoU) and the 2016 Labor Agreement and managing the jointly-established channels of communication, as well as consultation mechanism.
Main aim:
Mauritius has the opportunity to capitalise on migration as a tool for social development and economic growth.
Mauritius became a member of the International Organization for Migration (IOM) in 2006 with a view to getting the assistance of the organization for Labour Migration. Consequently, as from 2007, IOM has been assisting the Ministry of Labour, Industrial Relations, Employment and Training (MLIRET) in facilitating the placement of Mauritian jobseekers in Canada.
This report is based on a one-day consultation with private sector employers held in Dubai, United Arab Emirates, on 20 November 2017. The consultation was organised by the Federation of UAE Chambers of Commerce and Industry, in partnership with the UAE Ministry of Human Resources and Emiratisation (MOHRE) and the International Organization for Migrations (IOM), and in cooperation with the International Organisation of Employers (IOE) and the Global Forum for Migration and Development – Business Mechanism (GFMD – BM).
Budapest Process is a good example of cooperation between countries of two regions; Europe and Asia. A successful process, it gathers over 50 countries and more than ten international organisations. It aims to foster dialogue and share best practices in managing migration flows in order to achieve concrete and results-oriented outcomes.
Although domestic workers are explicitly excluded from protections under the Labour Law in GCC (Gulf Cooperation Council) countries, in June 2015 a separate law regulating the domestic work sector was adopted by Kuwait’s national assembly, providing some labour rights to this vulnerable group of workers – including a minimum wage. The lack of a credible mechanism to enforce this law remains a shortcoming however.
As part of Canada's Seasonal Agricultural Workers Program (SAWP), Canada ensures that seasonal migrant agricultural workers are paid at the level of, or above, local minimum wage and provides other guarantees.
The employer must pay a wage equal to the highest provincial minimum wage, or the rate that Human Resources and Skills Development Canada (HRSDC) determines to be the prevailing wage for the type of agricultural work being performed, or the rate being paid by the employer to Canadian workers performing the same type of agricultural work.