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.
By Sandra COSSART, Jérôme and Tiphaine BEAU DE LOMENIE INTRODUCTION The difficult journey of the French Bill on the duty of care of parent and subcontracting companies came to an end on 23 March 2017, when the French Constitutional Council (Counc...Read More
A new report, Real Care is Rare. An On-The-Ground Perspective on Blood Diamonds and the Fifth ‘C’, highlights the existence of modern day blood diamonds due to ongoing ties between diamonds and brutal human rights abuse (amongst other ...Read More
This report assesses children’s vulnerability to CSEC across the WB6 and focuses specifically on online sexual exploitation of children and sexual exploitation of children in travel and tourism (SECTT). It also provides an overview of what law enf...Read More
The commentary explains how and why the UN Guiding Principles on Business and Human Rights should apply throughout the maritime environment to all business enterprises and in all business operations throughout the maritime supply chain, both on land ...Read More
2025 © Copyright, RESPECT International. All Rights Reserved. Website Disclaimer | Privacy Policy
