Inhalt: Adopted on 21 June 2019, the Violence and Harassment Convention (No. 190) and Recommendation (No. 206), 2019, are the most recent additions to the realm of international labour law. With their adoption, the right of everyone to a world of work free from violence and harassment has been clearly spelled out in international law, along with States’ obligation to respect, promote and realize this right. These instruments represent a piece of paramount importance towards the achievement of the 2030 Agenda for Sustainable Development, particularly Sustainable Development Goals 5 (gender equality) and 8 (decent work and economic growth).
Convention No. 190 brings together equality and non-discrimination with safety and health at work
in one instrument, and places human dignity and respect at its core. The Convention recognizes that
violence and harassment can constitute a human rights violation or abuse, and provides, for the first
time, a single composite concept of violence and harassment (Art. 1) 5. The Convention requires
Member States to adopt an inclusive, integrated and gender-responsive approach to prevent and
address such behaviours in the world of work (Art. 4(2)). This approach envisages action on prevention,
protection, enforcement, remedies, guidance, training and awareness raising (Arts 4, 7–11), and takes into
account third parties as both victims and perpetrators. In adopting this approach, Convention No. 190
requires States to recognize the different and complementary roles and functions of governments,
employers and workers, and their respective organizations, taking into account the varying nature
and extent of their respective responsibilities (Arts 4(3) and 9).
The Convention has a broad personal scope of protection (Article 2) and seeks to address violence
and harassment that occurs “in the course of, linked with or arising out of work”, both in the
formal and informal economy, and whether in the private or public sector (Article 3). The Convention
has a strong focus on inclusivity (Arts 2 and 6) as well as accessibility (Arts 4(2), 9(d), 11(b)), and
acknowledges that some groups and workers in certain sectors, occupations and work arrangements are
especially vulnerable to violence and harassment (Arts 6 and 8). It embeds a strong gender-responsive
perspective with a view to tackling root causes of discriminatory forms of violence and harassment.
Convention No. 190 and Recommendation No. 206 reaffirm the ILO’s crucial standard-setting role. They
are tangible evidence of the enduring value and strength of social dialogue among governments,
employers’ representatives and workers’ representatives, and that social dialogue and tripartism
are essential to implementing these standards at the national level.
Schlagwörter:anti-discrimination; Antidiskriminierung; Arbeitsplatz; Belästigung; Beschäftigung; harassment; international; worker
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Europa und Internationales, Sexuelle Belästigung und Gewalt
Dokumenttyp:Graue Literatur, Bericht
