Establishing Ethical Recruitment Practices in the Hospitality Industry

This document provides practical guidance for the hospitality industry on how to ethically recruit international migrant workers within business enterprise operations and supply chains. It has been developed by IOM in partnership with the Sustainable Hospitality Alliance.

This guidance aligns with ethical recruitment principles from IOM’s IRIS Ethical Recruitment initiative and the IRIS Standard, which is a global, multi-stakeholder standard that defines and establishes an operational benchmark for ethical recruitment. It is also closely aligned with the Sustainable Hospitality Alliance’s Principles on Forced Labour: (a) every worker should have freedom of movement; (b) no worker should pay for a job; and (c) no worker should be indebted or forced to work.

This guidance is global in nature and designed primarily for hotels. It is applicable to both multinational enterprises and small- and medium-sized enterprises. It can also serve as a resource for other tourism-related industries, as the principles of ethical recruitment are universal.

Guidance Notes and Tools

Guidance Note A: Establishing Ethical Recruitment Practices in the Hospitality Industry
Guidance Note B: Building the knowledge and capacity of hotels to implement ethical recruitment
Guidance Note C: Working with civil society and including migrant worker voice
Tool 1: Working with labour recruiters and employment agencies
Tool 2: Interviewing migrant workers about their recruitment and employment experiences
Tool 3: Incorporating ethical recruitment into procurement practices
Tool 4: Access to remedy and business grievance mechanisms
Tool 5: Frequently asked questions about migrant workers and recruitment

IRIS Handbook for Governments on Ethical Recruitment and Migrant Worker Protection: Chapter 4 – Advancing inter-State cooperation

This resource is the fourth chapter of the IRIS Handbook for Governments on Ethical Recruitment and Migrant Worker Protection. With direct relevance to inter-State labour migration governance mechanisms and processes, it provides governments with practical guidance on how to integrate, mainstream and prioritize ethical recruitment in these cooperative activities.

The chapter covers a broad range of relevant topics including: the value and benefits of inter-State cooperation in international labour recruitment governance; the landscape of relevant labour migration mechanisms and processes (including labour migration agreements and inter-State consultation mechanisms); and specific guidance and examples of how to advance and prioritize ethical recruitment in these endeavours. Guidance is intended for government officials in their capacities as negotiators, regulators, inspectors, labour attachés and consular officials at different levels of administration (national, subnational) and across relevant portfolios (labour and employment, migration, foreign affairs, etc.).

The IRIS Handbook is IOM’s flagship global guidance tool for governments on ethical recruitment and migrant worker protection. It builds directly on the Montreal Recommendations on Recruitment: A Road Map towards Better Regulation with more detailed measures for consideration, and profiles relevant concrete actions that governments around the world have taken.

IRIS Handbook for Governments on Ethical Recruitment and Migrant Worker Protection: Chapter 3 – Strengthening the effectiveness of inspectorates

This resource is the third chapter of the IRIS Handbook for Governments on Ethical Recruitment and Migrant Worker Protection. It provides governments with practical guidance on how to strengthen the effectiveness of inspectorates to ensure that migrant workers are empowered and protected during the inspection process.

The chapter covers a broad range of relevant topics including setting up an effective inspectorate in law and practice (legal framework, monitoring and enforcement strategy, resources, process and decision-making, collaborative approaches) and migrant-sensitive inspection approaches and methods (facilitative conditions for migrant workers, inspection modalities, interview techniques). Guidance is intended for government officials in their capacities as inspectors at various levels of administration (national, subnational) and across relevant portfolios (labour, migration, consumer protection, etc.). It can be applied in countries of origin, transit and destination.

The IRIS Handbook is IOM’s flagship global guidance tool for governments on ethical recruitment and migrant worker protection. It builds directly on the Montreal Recommendations on Recruitment: A Road Map towards Better Regulation with more detailed measures for consideration, and profiles relevant concrete actions that governments around the world have taken.

IRIS Handbook for Governments on Ethical Recruitment and Migrant Worker Protection: Chapter 2 – Implementing and improving licensing frameworks

This resource is the second chapter of the IRIS Handbook for Governments on Ethical Recruitment and Migrant Worker Protection. It provides governments with practical guidance on how to implement and improve the administration of private international labour recruiter frameworks, with an emphasis on ensuring recruiters are competent in and accountable to ethical recruitment principles.

The chapter covers a broad range of relevant topics including: knowledge of ethical recruitment standards (information and educational options); licence application and assessment (screening process, eligibility and requirements); licence features and conditions; and accountability measures (oversight and transparency).  Guidance is intended for government officials in their capacities as regulators and inspectorates of private labour recruiters at various levels of administration (national, subnational) and across relevant portfolios (labour, immigration, consumer protection, etc.). It can be applied in countries of origin, transit and destination.

The IRIS Handbook is IOM’s flagship global guidance tool for governments on ethical recruitment and migrant worker protection. It builds directly on the Montreal Recommendations on Recruitment: A Road Map towards Better Regulation with more detailed measures for consideration, and profiles relevant concrete actions that governments around the world have taken.

IRIS Handbook for Governments on Ethical Recruitment and Migrant Worker Protection: Chapter 1 - Adopting a rights-based regulatory approach to international labour recruitment

This resource is the first chapter of the IRIS Handbook for Governments on Ethical Recruitment and Migrant Worker Protection. It provides governments with practical guidance on how to adopt and strengthen a rights-based framework to regulate private international labour recruiters and uphold migrant worker protection. The chapter covers a comprehensive range of themes including: regulatory measures (key definitions and terms, legal status of labour recruiters, ethical rules of conduct); enforcement and oversight (mandating authorities and sanctions); and access to justice (complaint mechanisms and complementary measures). Guidance is intended for government officials in their capacities as policymakers and regulators at various levels of administration (national, subnational) and across relevant portfolios (immigration, labour, foreign affairs, etc.). It can be applied in countries of origin, transit and destination.

The IRIS Handbook is IOM’s flagship global guidance tool for governments on ethical recruitment and migrant worker protection. It builds directly on the Montreal Recommendations on Recruitment: A Road Map towards Better Regulation with more detailed measures for consideration, and profiles relevant concrete actions that governments around the world have taken.

Migrant Worker Guidelines for Employers

This publication is to provide practical guidance for business enterprises on how to recruit and employ international migrant workers ethically and responsibly. The guidance offers concrete steps employers across various sectors can take to run their businesses in a manner that respects human and labour rights of migrant workers. The guidance is primarily for human resources and personnel engaged with migrant workers and can be integrated in existing company policies, procedures and practices.

The guidance builds on the United Nations Guiding Principles on Business and Human Rights (UNGP) and relevant international human rights and labour standards and frameworks on international migration. It has been developed as part of the IOM’s Corporate Responsibility in Eliminating Slavery and Trafficking (CREST) initiative, through an extensive multi-stakeholder consultation process.

The guidance is accompanied by a set of supporting tools including checklists, guidance notes and other useful documents, to help employers develop and implement the system, principles and practices to manage the labour migration process.

Supporting tools

• Summary - Common challenges and Risks Experienced by Migrant Workers at All Stages of Labour Migration
• Checklist - Labour Recruiter Service Agreements
• Guidance Note - Recruitment Fees and Related Costs
• Checklist - Employment Contracts
• Checklist - Migrant Workers' Accommodations

Case Studies Illustrating How Fair and Ethical Recruitment Considerations Can Be Integrated in the Procurement of Labour Recruiters’ Services

Although present literature provides guidance on fair and ethical recruitment, there is a lack of attention on how the procurement of labour recruiters’ services can be leveraged to prevent forced labour and exploitation in global supply chains. Labour recruiters have been essential not only in meeting the global demand for migrant labour, but also in ensuring the rights of migrant workers and upholding fair and ethical recruitment principles. This study focuses on the procurement process as an early step in managing forced labour risks for migrant workers when engaging with labour recruiters.  
 
To provide practical examples on improving procurement practices and integrating fair and ethical recruitment standards in the supply chain management of business enterprises, this research uses case studies, key informant interviews, and desk reviews to identify common challenges and barriers to the adoption of ethical procurement practices.  
 
The identified challenges and successes from actual cases further guide the recommendations to mainstream ethical recruitment in the procurement of labour recruiters’ services. In line with IOM’s mission, this study provides a strong foundation for building the case for labour recruiters to fulfill their responsibility to respect migrant workers’ rights.

Assessment of the recruitment framework of Private Employment Agencies

The study was undertaken to evaluate the compliance of the regulatory framework of Private Employment Agencies (PEAs) in Albania with international standards vis-à-vis related with migrant workers recruitment. Moreover, detailed analysis of the sector will serve to develop recommendations on the ethical recruitment standards for Albanian public and private employment agencies.

Part of the study was to identify and take account of the “best practices” of PEAs operation from countries that have a regulated and consolidated market. 

This assessment was carried out under the project of the International Organization for Migration (IOM) “Promotion of decent work opportunities and protection of migrant workers in Albania”. The aforementioned project was funded by the Government of Sweden through the One UN Coherence Fund and implemented by IOM Tirana (Albania) in partnership with major actors of the Government of Albania.

The project aims to contribute to the development of an effective management system of employment mediation, which will promote ethical recruitment, decent work and protect migrant workers. The assessment took into consideration Albanian migrant workers seeking for employment abroad, present candidates and past migrant workers, as well as foreign migrant workers who have found employment opportunities in Albania. Special focus is given to the gender factor and recommendations aim at supporting the Government of Albania in developing gender-sensitive policies for regulating the status of migrant workers by ensuring their protection.

National Assessment of Labour Migration Policies, Legislation, Practices, and Structures in Nigeria

Nigeria, with over 140 million inhabitants, is a country of origin, transit, and destination for diverse migratory configurations, both internal and international – seasonal labour migration, undocumented or irregular migration, internal displacements, human trafficking, female migration, and migration of skilled professionals. There is a general lack of current information on demographic dynamics in the country, however, particularly concerning data on both stocks and flows of migrants within and outside the country. 

In this context, this report covers data collection and analysis, which looks at data sources on international migration and intraregional migration, with emphases on Nigerian migrants and migrant workers. There is an overview of recruitment and support services, as well as policy formulation and challenges.  International structures and inter-institutional collaboration are discussed based on an in-depth evaluation of the institutional structures in Nigeria. In addition, a background of migrants’ remittances and forms of remittances are analysed, taking into consideration remittance flows and uses, as well as the policy measures necessary to enhance the impact of remittances. 

Moreover, the report covers the current national legislation and international norms regarding labour migration and the bilateral agreements existing between Nigeria and other African countries. In conclusion, recommendations have been provided on all the relevant issues contained in the report pertaining to data collection, recruitment and support services, institutional structures and inter-institutional collaboration, migrants’ remittances, and national legislation and international norms in order to formulate a comprehensive action plan detailing the way forward for labour migration management in Nigeria.

An Exploratory Study on Labour Recruitment and Migrant Worker Protection Mechanisms in West Africa: The Case of Côte d'Ivoire, the Gambia, Ghana, Nigeria and Senegal

The topics of ethical recruitment, defined as the recruitment of workers in a lawful, fair and transparent manner that respects their dignity and human rights, and labour migration, defined as the movement of persons from one State to another, or within their own country of residence, for the purpose of employment, go hand in hand. While labour migration can serve as a significant opportunity, it can also constitute a risk for those who partake in it. A risk may present itself if labour migration is undertaken as an end result of unethical recruitment practices, which may include practices that are non-transparent and fail to respect the dignity as well as human rights of workers. In such circumstances, workers may be at risk of exploitation during both the recruitment process and employment. Consistent adherence to ethical recruitment practices by all parties implicated in the recruitment process (including private recruitment agencies, employers and jobseekers) therefore significantly contributes to the reduction of these risks.

In West Africa, this correlation is particularly relevant as young West African migrants attracted by false promises of employment, high wages and decent working and living conditions are increasingly subjected to exploitative recruitment processes. Through this study, IOM seeks to shed light on this situation by assessing current recruitment practices and migrant worker protection mechanisms in place in the following case study countries: Côte d’Ivoire, the Gambia, Ghana, Nigeria and Senegal. This study explores and critically examines the existing evidence base on key aspects of the topic to inform potential policy and programmatic responses designed to enhance labour migration impacts for current and potential migrant workers located in as well as originating from West Africa. This publication entails both a desk-based review of the current published evidence base as well as insights derived from interviews with national stakeholders from the five case study countries.

This research publication was made possible through support provided by the Migration Resource Allocation Committee (MIRAC).