The unique aspects of sponsorship systems in the Middle East, commonly known as kafala, result in a delegation of responsibility by the State to the private employer to oversee both a migrant worker’s immigration and employment status. This is inherently problematic as it creates an imbalance between the rights and abilities of workers and employers to terminate an employment relationship, and be mobile on the labour market in the respective country. This paper argues that reforming the sponsorship systems in a way which disassociates a worker’s immigration status from their employer’s control, and enables a migrant worker to resign or terminate his/ her employment contract by giving reasonable notice and without losing valid immigration status, can have significant economic, social and administrative benefits. Furthermore it may contribute to progress towards nationalization programmes, the smooth functioning of the labour market, and adherence to the rule of law.
In its third report on Austria, the Council of Europe’s Group of Experts on Action against Trafficking in Human Beings (GRETA) analyses trafficking victims’ access to justice and effective remedies and examines progress in the implementation of ...Read More
Significant technological advances are very often accompanied by concerned debate. Will our daily lives be improved or disrupted? Will the need for human intervention or interaction be reduced? Will our relationships change? Digital technologies, un...Read More
The manual provides information on child labour including the worst forms of child labour, hazardous work and hazardous child labour lists, conducting child labour inspections, the labour inspector’s role when faced with the commercial sexual ex...Read More
The present report is submitted in accordance with Human Rights Council resolution 42/10. By providing examples from all geographical regions, it assesses the role of organized criminal groups in contemporary forms of slavery. To that end, the profi...Read More
2025 © Copyright, RESPECT International. All Rights Reserved. Website Disclaimer | Privacy Policy
