In 2021, the Forest Stewardship Council (FSC) introduced its Core Labour Requirements (CLRs), a framework aimed at strengthening worker protections throughout the FSC certification chain, from forests to retail. These standards incorporate four fundamental labour principles into the Chain of Custody (CoC) standard: the prohibition of child labour, forced or compulsory labour, discrimination, and the right to freedom of association with effective collective bargaining. This marked a significant shift for FSC, systematically integrating social auditing into certification processes. In doing so, FSC established a stronger foundation for quality jobs, social protection, and respect for workers' rights—essential components for fostering inclusive and sustainable growth.
Core Labour Requirements: essential for protecting workers' rights
Mark Asante, a member of the FSC International Board and a trade unionist from Ghana, believes that CLRs can significantly enhance the protection of workers' rights. He states, “FSC’s Core Labour Requirements (CLRs) acknowledge and safeguard fundamental workers’ rights and, since 2021, apply to both Forest Management (FM) and Chain of Custody (CoC) certificate holders.”
According to Mark, certification achieves the best social outcomes when trade unions are meaningfully involved. He says, “From a trade union perspective, certified working environments must go beyond mere compliance to genuinely embody the principles of decent work. Certification should actively guarantee workers’ rights to freedom of association and collective bargaining, allowing them to organize without fear of retaliation and establishing genuine social dialogue with unions as a standard practice.”
Mark stresses that trade unions and other stakeholders should actively utilize the CLRs, which provide a clear framework for securing decent work and fair wages. While African FSC-certified forest managers and wood value chains are making strides in adapting to the CLRs, they face challenges related to subcontracting, seasonal labour, migrant workers, and language barriers in implementing these requirements. He insists, “Employment security is vital; thus, certification should counteract casualization by encouraging secure contracts, fair wages, and equal pay for women and marginalized workers. It should also include independent and accessible grievance mechanisms. Occupational health and safety systems need to be robust and transparent, featuring worker-led safety committees, regular training, and comprehensive reporting, addressing mental health, harassment, and overall worker well-being.”
Mark advocates for certified companies to adopt gender-responsive policies that promote maternity protection, prevent harassment, and facilitate women's leadership, while also creating pathways for young workers through apprenticeships and skills training. Transparency is paramount; certified companies should publicly disclose data related to labour performance, including union density, collective agreements, wages, and safety incidents, with independent monitoring that includes trade unions as stakeholders in audits and verification processes.
Lastly, Mark asserts that certification must align labour rights with environmental sustainability, ensuring that workers are not sidelined in climate adaptation efforts while supporting training for green jobs as part of a just transition.
“Ultimately, unions call for certification frameworks to adopt a worker-centered model, where trade unions are recognized as co-owners of the process. This approach ensures that certified operations serve as models of decent work, social justice, and sustainability.”
For over a decade, Paul Opanga, Senior Manager, Labour Isssues at FSC, has been leading FSC’s initiatives related to labour. He has been involved in the working group on International Labour Organization (ILO) generic criteria and indicators since 2014, appointed by the FSC Board, and continues to advance labour priorities today.
Paul states, “Decent work is what people aspire to achieve in their working lives. It involves opportunities for productive work that delivers fair income, job security, social protection for all, better prospects for personal development and social integration, as well as the freedom to express concerns, organize, and participate in decisions that affect their lives. It also champions equality of opportunity and treatment for all, regardless of gender. By integrating fundamental rights at work into certification requirements, FSC is contributing to Sustainable Development Goal (SDG) 8, which aims to promote inclusive and sustainable economic growth, productive employment, and decent work for all.”
He acknowledges the progress made: certified companies in Africa have developed policies and procedures to enhance working conditions. Social dialogue is being promoted, emphasizing freedom of association and the right to collective bargaining with the active involvement of both employers and trade unions. Job creation is also being documented as a measurable outcome.
For Paul, this underscores the importance of employment creation and social dialogue as crucial pillars of sustainable development.