Restrictions on freedom of association and collective bargaining are systemic risks across transport supply chains, that undermine every other human and labour right. Subcontracting, fragmented employment relationships and the widespread use of non-standard forms of employment in transport prevent workers from organising or accessing trade union representation. Misclassification, self-employment, engagement through agencies and complex cross-border arrangements all limit transport workers’ legal ability or practical capacity to unionise and bargain collectively.
Transport workers also face direct and indirect anti-union practices, including intimidation, retaliation, blacklisting – the illegal practice of using lists to prevent seafarers gaining future employment – and dismissal for organising or raising concerns. Migrant workers and those in precarious employment are particularly vulnerable, since their immigration status, job security or economic dependency can all be used to deter union activity. In mobile and isolated work environments – such as maritime and long-haul road transport – workers may have limited access to unions, grievance mechanisms or information about their rights.
Without effective worker representation, transparency reduces and risk identification weakens, allowing other abuses – such as wage theft, excessive working hours or unsafe conditions – to persist undetected. Under ILO Conventions 87 and 98, and as reflected in the OECD Guidelines and the UNGPs, freedom of association and collective bargaining are fundamental rights and “enabling rights”, meaning their denial significantly increases the likelihood of broader human rights violations across supply chains.
By undertaking HREDD stakeholder engagement with the ITF and our affiliated trade unions, companies are upholding freedom of association.
Transport buyers and suppliers must at a minimum adopt clear commitments to neutrality, non-interference and non-retaliation in relation to trade union activity, and actively encourage and embed commitments across operations and third-party relationships. All workers – regardless of employment status – must be able to organise, join trade unions and engage in collective bargaining.
Trade unions are essential partners for effective HREDD implementation: identifying risks, negotiating standards and monitoring compliance. Collective bargaining agreements, including ITF Agreements in maritime, give companies reliable, structured and global supply chain oversight through worker representation and established industrial relations mechanisms.
Companies should also address systemic barriers by reviewing commercial and contracting practices that undermine collective bargaining, such as excessive subcontracting, misclassification and pricing models that erode labour standards. HREDD should include worker-centred monitoring, labour impact assessments and direct engagement with unions to identify gaps in representation and access. Companies must also establish accessible grievance and remedy mechanisms, developed in cooperation with trade unions, so that workers can safely raise concerns and seek redress