The four pillars of decent work
The International Labour Organization’s Decent Work Agenda brings together employment creation, rights at work, social protection and social dialogue. These elements are interdependent: work is not decent merely because it provides income if it also exposes a worker to discrimination, coercion, unsafe conditions or inaccessible remedies.
Gender equality is a cross-cutting objective. Policies and workplace practices should address unequal power, unpaid care burdens, occupational segregation and the particular risks faced by women, young people, migrant workers and workers in informal or isolated settings.
- Productive employment and sustainable livelihoods.
- Recognition and protection of fundamental rights at work.
- Effective social protection against workplace and life-cycle risks.
- Meaningful dialogue among workers, employers and public institutions.
Rights and minimum conditions in Kenya
Kenya’s Constitution and employment legislation protect labour rights and regulate basic employment conditions. The applicable rights and enforcement route depend on the worker’s status, sector, contract, location and the facts of the case.
Relevant concerns may include discrimination, sexual harassment, unpaid or underpaid wages, excessive hours, unsafe work, denial of rest, unfair termination, retaliation and barriers to collective voice. A serious labour violation may require remedy even where it does not satisfy the legal elements of trafficking or forced labour.
Violence and harassment are workplace issues
Violence and harassment may be physical, psychological, sexual or economic and can occur at the workplace, during work-related travel, through communications, in accommodation provided by an employer or in other settings linked to work.
A safe response should protect confidentiality, prevent retaliation, explain reporting and legal options, preserve relevant evidence and respect the rights holder’s informed choices. Prevention requires clear policies, risk assessment, training, trusted complaint routes and accountable leadership.
- Domestic work is work and should receive equal recognition and protection.
- Migrant status must not be used to deny labour rights or access to remedy.
- Complaint mechanisms should be understandable, accessible and capable of producing a meaningful outcome.