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Base Code clause 2: Freedom of association

2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.

ETI resources

  • FOA & worker representation: company guidance
  • Implementing freedom of association - a five step plan
  • Benefits of working with trade unions
  • Entry points to worker representation
  • Freedom of Association briefing

Other online resources

  • IndustriALL Global Union
  • International Union of Food Workers (IUF)
  • Trades Union Congress (TUC)
  • International Trade Union Confederation (ITUC)

Relevant ILO conventions

C87 - Freedom of Association and Protection of the Right to Organise Convention, 1948

The right of workers to join a trade union of their choice is a key principle for the ILO and is enshrined in this Convention. The right to freedom of association also includes the right to independence from government and employer interference and the right for trade unions to elect officials and organise their own affairs. Freedom of association has also been held to cover (with some exceptions for the public sector and emergency situations) the right to strike.

C98 - Right to Organise and Collective Bargaining Convention, 1949

This Convention provides for protection against anti-union discrimination, for protection of workers' and employers' organisations against acts of interference by each other, and for measures to promote and encourage collective bargaining.

Also relevant:

  • C135 - Workers' Representatives Convention, 1971
  • R143 - Workers' Representatives Recommendation, 1971
  • C154 - Collective Bargaining Convention, 1981

Main menu (sub nav)

  • ETI Base Code
  • 1. Employment is freely chosen
  • 2. Freedom of association
  • 3. Working conditions are safe and hygienic
  • 4. Child labour shall not be used
  • 5. Living wages are paid
  • 6. Working hours are not excessive
  • 7. No discrimination is practiced
  • 8. Regular employment is provided
  • 9. No harsh or inhumane treatment is allowed

Related content

  • FOA & worker representation: company guidance
  • Implementing freedom of association - a five step plan
  • Supply chain worker rights and climate change – how do we connect the two?
  • Communicating freedom of association & the right to organise
  • Top 10 worst countries for workers’ rights
  • Union rights at work

Case studies

How collective bargaining in Brazil’s fruit sector has reduced the vulnerability of seasonal workers, and improved industrial relations

Empowering workers and employers to partner with unions has improved working conditions and industrial relations in Northeast Brazil’s fruit farms

Debenhams – a journey towards worker representation

How does a major department store with a huge and complex global supply chain embed worker representation across its own brand supply chain?

How did a collective bargaining initiative in a China shoe factory boost satisfaction among both workers and managers?

One year on from an initiative to embed collective bargaining and empower women workers in a large shoe factory in China, employees satisfaction has risen from 20% to 43%

The JETI Social Dialogue Programme in Bangladesh - gender-sensitive workplaces

ETI Bangladesh is delivering the Joint ETI (JETI) Social Dialogue Programme, a collaborative initiative that strives to empower low-income workers in global supply chains by enabling worker voice, in 77 factories

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