The employment relationship is more than just a mutual understanding. It is a legally binding contract governed by a structured Labor Regulatory Framework. This framework includes laws, policies, and institutions. It also features regulatory mechanisms designed to uphold discipline, fairness, and protection in the world of work.

In this article I will discuss the Labor Regulatory Framework and their International Labor Organization (ILO) foundation.

In the next article, I will explore the Labor Regulatory Framework in Kenya. Afterward, I will examine employee In(discipline) in organizations.

What’s Labor Regulatory Framework?

Labor Regulatory Framework is a set of laws, regulations, policies, and institutions that govern the relationship between employers and employees. These areas are covered under the regulatory Framework:

• Employment contracts

• Wages and working hours

• Health and safety at work

• Trade union rights

• Dispute resolution

• Termination of employment

• Non-discrimination and equal opportunity.

The framework aims to protect workers’ rights. It ensures fair treatment and promotes decent work. Additionally, it balances the interests of employers and employees.

Components of the Framework The Framework is composed of:

[ ] Labor Laws

• Employment Act

• Labor Relations Act etc

[ ] Regulatory Agencies

• Labor Ministries

• Occupational Safety agencies etc

[ ] Collective Bargaining Agreements

[ ] Labor Courts and Tribunals International Labor Organization (ILO) conventions

Many national labor frameworks are guided by International Labor Organization (ILO) conventions and recommendations.

The ILO guidelines help countries design effective National Labor Regulatory Frameworks. The guidelines are rooted in the ILO’s Declaration on Fundamental Principles and Rights at Work.

ILO Guiding Principles for Formulation of Frameworks

1. Adherence to Fundamental Rights

2. Comprehensive Coverage for all sector workers

3. Be clear, coherent, and accessible to employers, workers, and enforcers.

4. Be flexibility, adaptable and dynamic to changing economic conditions and new forms of work.

5. Have systems of enforcement like inspection, accessible complaint and dispute resolution mechanisms, and strong penalties for violations

6. Promote social dialogue through negotiation and cooperation among governments, employers’ organizations, and workers’ organizations (unions)

7. Should show and implement ratified ILO Conventions with regularly review.

8. Promote equal treatment for all workers. Show measures to remove barriers to women’s full participation in the labor market.

9. Should balance protecting workers’ rights with supporting the growth and sustainability of enterprises.

10. Encourage periodic review and updating.

Generally the ILO pushes for frameworks that are rights-based, inclusive, enforceable, and responsive to change.