Is this guide for you?
This guide is for you if you are any of the following:
You are an existing employer in Malaysia of one or more local or migrant worker. You will learn the definitions, concepts and national laws and policies related to forced labour so you could fulfill your legal obligations and avoid the headache of any legal sanctions. Tips and potential good practices on preventing forced labour practices are provided. There is a chapter specific to employment of migrant workers.
You have a business – regardless of your current size – and you want to optimize your growth potential and become sustainable. You will learn from other companies’ experiences how preventing forced labour makes business sense, protects and attracts investment, eases cross-border trading and promotes fair competition.
If you are doing business with global brands, you will benefit from understanding the international standards and how to develop company policies aligned with your buyer’s sourcing policies.
For years, Centro de los Derechos del Migrante, Inc. (CDM) has documented fraudulent recruitment schemes that funnel hundreds of thousands of U.S. dollars per year into the pockets of fraudulent recruiters. This type of fraud is widespread, harming...Read More
Employers and business play a vital role in protecting migrant workers and their communities during the COVID-19 pandemic. Many provide essential care, services and goods and, in doing so, rely heavily on their migrant workforce. This includes nurse...Read More
A UK House of Lords report is highly critical of the apathy shown by the private sector towards combating modern slavery in their supply chains. Over 40 million people around the world are believed to work in conditions constituting modern slave...Read More
Report launch: Wednesday, 11 May 2022 16:00-17:30 ICT (Cambodia/Vietnam) | 11:00-12:30 CEST (Austria) | 10:00-11:30 BST (UK) The number of women travelling from Cambodia to China for forced or arranged marriages has surged since 2016 and experienced a further spike...
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