Forced Labor: A Type of Modern Slavery No person should be forced to perform work against his or her will. Businesses are called upon to eliminate forced labor within their operations and business relationships.

No worker should pay for a job. Employers must not hold the Employers may not force employees Employers may not withhold Payment of recruitment fees and personal documents of their to work to work beyond the working an employees' earned wages, associated costs can place workers in employees. This may limit their hours set by national law. Overtime delay payments, or pay wages

Issues situations of debt bondage. freedom of movement. must be voluntary and paid. with cash-alternatives. common

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forcedlabor Example of Example ✓ Hire workers directly and locally where ✓ Ensure that all workers possess and ✓ Ensure workers do not work more ✓ Pay wages on a timely basis and possible. retain control of their identifying and/ than the maximum working hours set directly (at least monthly, e.g. via a or working documents during the by law, including overtime. bank account), to all workers. do ✓ When using recruitment recruitment process as well as during ✓ Ensure workers are compensated for ✓ For each pay period, provide workers agencies, communicate your employment (e.g. passports, work overtime worked. with an understandable statement business’s expectations that they should permits, residency permits, identity not charge fees to job applicants, unless explaining payment for work performed cards and birth certifications) ✓ Ensure all overtime labor is voluntary legally required. Any fees charged must be and overtime worked. and workers are not penalized for disclosed to the business. ✓ If a worker’s personal information or refusing to work overtime. ✓ Any wage deductions permitted under identity documents are needed, ✓ Pay for all costs and fees associated with national law should be clearly obtain consent to make photocopies ✓ Provide workers with regular breaks. communicated to workers before recruitment and travel of migrant workers of the documents and promptly return employment commences. from their home to the workplace, as well the originals to the worker. ✓ Provide workers at least one day off as costs associated with their return home, for every seven days worked. ✓ Do not substitute wages with cash- if their relocation is not permanent. ✓ Ensure workers have unrestricted alternatives such as coupons or gift and immediate access to their certificates ✓ Pay for all fees associated with personal possessions and identity employment (e.g. visa, work documents. ✓ Compensate workers for overtime at Whatbusinesses should permit, transportation, medical, etc.) of greater than regular hourly rates, and migrant workers, and fully reimburse them according to national law. for any fees previously charged as soon as Share the above good practices with your key business possible. partners to make sure they are not placing their own ✓ Do not use wage deductions as a workers in situations which can lead to exploitation. disciplinary measure.