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  "tags": [
    "Driving systemic change"
  ],
  "first_publication_date": "2026-04-13T18:11:40+0000",
  "last_publication_date": "2026-07-29T10:57:31+0000",
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    "hero_title": [
      {
        "type": "heading1",
        "text": "Understanding the challenges in global 
garment supply chains",
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    ],
    "hero_description": [
      {
        "type": "paragraph",
        "text": "Over 99 million workers power the garment and footwear industry in increasingly complex global supply chains. Deep-rooted systemic challenges prevent millions of them to access their fundamental rights. Understanding these interconnected issues is the first step to creating lasting, meaningful change for business and workers alike. ",
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    "approach_label": "Our approach",
    "approach_title": [
      {
        "type": "heading2",
        "text": "The state of the industry today",
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    "approach_description": [
      {
        "type": "paragraph",
        "text": "In recent years, the garment and textile industry has seen progress on several topics, such as harmonised standards on responsible purchasing practices. However, labour right violations such as excessive overtime, low wages, and discrimination remain systemic across sectors. And climate disruption, geopolitical uncertainty, shifting trade dynamics, and shrinking civic space are increasingly putting pressure on workers, suppliers, and companies.  ",
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    "approach_stats": [
      {
        "stat_value": "99M",
        "card_suffix": "+",
        "stat_label": "estimated garment workers globally in the textiles, apparel, leather and related products sectors"
      },
      {
        "stat_value": "€1.5T",
        "card_suffix": "+",
        "stat_label": "estimated value of the global apparel market"
      },
      {
        "stat_value": "8",
        "card_suffix": null,
        "stat_label": "systemic labour risk categories across industry"
      },
      {
        "stat_value": "52",
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        "stat_label": "countries following the OECD Due Diligence Guidance"
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        "type": "paragraph",
        "text": "Companies are operating in increasingly complex global supply chains, in which human right risks remain high. Diffuse responsibility and unequal power relations are at the root of systemic labour violations; collective action is needed to effectively work on these interconnected issues. In an industry where the challenges are clear, but joint action is difficult to organise, Fair Wear addresses this gap by bringing together workers, brands and suppliers. By enabling collective, worker-centred solutions that tackle root causes and embed human rights due diligence into everyday business practice, Fair Wear drives systemic change toward responsible, resilient supply chains. ",
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    "labour_title": [
      {
        "type": "heading2",
        "text": "Fair Wear's Code 
of Labour Practices",
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    "labour_description": [
      {
        "type": "paragraph",
        "text": "At the core of Fair Wear’s work are the Code of Labour Practices: eight fundamental labour standards based on the conventions of the International Labour Organisation (ILO) and the Universal Declaration on Human Rights. In recent years, we’ve expanded the interpretation of the responsibility of brands in relation to human rights to be in line with the United Nations Guiding Principles on Business and Human Rights. Companies we work with are committed to implementing these standards. ",
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        "principle_title": "Employment is freely chosen",
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            "type": "paragraph",
            "text": "Workers have the right to freely choose their employment and to leave it without coercion. This standard prohibits all forms of forced, bonded, or prison labour, ensuring that work is entered into voluntarily and without threat, penalty, or restriction on freedom of movement. (ILO Conventions 29 and 105) ",
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        "principle_title": "No discrimination in employment",
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            "text": "Workers have the right to equal treatment and opportunity in all aspects of employment. Recruitment, wages, training opportunities, promotions, termination, retirement, and any other aspect of the employment relationship shall be based on the principle of equal opportunities, regardless of race, colour, sex, religion, political affiliation, union membership, nationality, social origin, deficiencies, or handicaps. (ILO Conventions 100 and 111) ",
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        "principle_title": "No exploitation of child labour",
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            "text": "Children have the right to be protected from economic exploitation and harmful work. Employment must not interfere with education, and minimum age requirements must be respected. The age for admission to employment shall in any case not be less than 15 years. Young workers must be safeguarded from hazardous work and any form of exploitation, coercion, or trafficking. (ILO Conventions 138 and 182) ",
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        "principle_title": "Freedom of association and the right to collective bargaining",
        "principle_description": [
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            "text": "Workers have the right to form and join trade unions and bargain collectively. When these rights are restricted under law, companies shall facilitate parallel means of independent and free association and bargaining for all workers. Workers' representatives shall not be the subject of discrimination and shall be facilitated in their representation functions. (ILO Conventions 87, 98 and 135 and Recommendation 143) ",
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        "principle_title": "Payment of a living wage",
        "principle_description": [
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            "type": "paragraph",
            "text": "Workers have the right to earn wages in a standard working week that meet their basic needs and provide a margin for discretionary income, ensuring workers can support themselves and their families without falling into poverty or financial insecurity. Payment must be transparent, fair, and in line with legal and industry standards. Deductions from wages for disciplinary measures shall not be permitted and deductions shall never lead to a worker receiving less than the minimum wage. Workers shall be adequately and clearly informed about the specifications of their wages including wage rates and pay period. (ILO Conventions 26 and 131) ",
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        "principle_title": "No excessive working hours",
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            "type": "paragraph",
            "text": "Workers have the right to reasonable working hours. Hours of work shall comply with applicable laws and industry standards. Regular working hours shall not exceed an 48 hours per week and shall receive workers shall receive at least one day off for every seven-day period. Overtime is voluntary, not regular, compensated at a premium rate and shall not exceed 12 hours per week. (ILO Convention 1) ",
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            "text": "Workers have the right to a safe and hygienic working environment that prevents accidents and protects their physical and mental health. Best occupational health and safety practice shall be promoted, bearing in mind the prevailing knowledge of the industry and of any specific hazards.   Physical abuse, threats of physical abuse, unusual punishments or discipline, sexual and other harassment, and intimidation by the employer is strictly prohibited. (ILO Convention 155) ",
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        "principle_title": "Legally binding employment relationship",
        "principle_description": [
          {
            "type": "paragraph",
            "text": "Workers have the right to a regular employment relationship that guarantees legal protections,  social security and skill development. Regular employment relationship-obligations under labour or social security laws and regulations shall not be avoided through the use of labour-only contracting arrangements, or through apprenticeship schemes without intent to impart skills or provide regular employment. Younger workers shall be given the opportunity to participate in education and training programmes. ",
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    "challenges_title": [
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    "challenges_description": [
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        "text": "The garment and textile industry knows many risks. Addressing them requires collective, worker-centred approaches that tackle the root causes.",
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            "text": "Unequal power relations run through the garment industry at more than one level. Between brands and suppliers, this imbalance can push prices below a responsible level, compress production timelines, and leave suppliers without recourse if a brand exits the relationship. That same imbalance repeats itself between suppliers and workers, where factory management holds most of the decision-making power over wages, hours and job security, and gender shapes how unevenly that power is felt among workers themselves. ",
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            "text": "Purchasing practices that don't account for labour conditions leave workers exposed to excessive overtime, wages below a legal minimum wage, and violence and harassment. ",
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            "type": "list-item",
            "text": "That same power imbalance continues inside the factory, limiting how much workers can negotiate with management over their own conditions. ",
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            "text": "Global garment supply chains are highly complex, fragmented, and multi-tiered, and most companies are part of a wide spiderweb of supply chain partners. Most brands only have contact with their direct suppliers, with limited to no access to suppliers further down the supply chain. Simultaneously, workers usually produce for multiple companies at the same time, with each company having limited leverage at the factory. This diffuses responsibility, limits oversight, and weakens accountability, making it difficult to identify and address labour risks consistently across supply chains. Collaboration between workers, suppliers and the companies sourcing from a factory is imperative to successfully remediate harms.  ",
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            "text": "Labour risks are not experienced equally. Gender inequality cuts across the industry, which mostly employs women workers, shaping how workers experience discrimination, wages, job security, and workplace safety. Women and gender diverse workers are often among the most disadvantaged and discriminated against, in recruitment, training, and career opportunities. They are more likely to be paid less than men for doing the same job or work of equal value. They are also more often subjected to precarious, informal or irregular employment, and are particularly vulnerable to violence and harassment in the workplace. Embedding a gender lens in human rights due diligence is essential to understand and address these systemic inequalities. ",
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            "text": "Efforts to improve working conditions do not always reflect the realities on the factory floor. When workers are not meaningfully involved, interventions can miss key risks and fail to deliver impact. Women and gender diverse workers are often excluded from social dialogue and meaningful stakeholder engagement altogether, leaving them out of the very processes meant to improve their working conditions. Ensuring that stakeholders, especially rightsholders, are actively engaged in shaping solutions strengthens human rights due diligence and makes actions more responsive to real needs. ",
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            "text": "Despite progress in some areas, labour rights violations on the eight Code of Labour Practices remain widespread across the industry. Improving working conditions means embedding human rights due diligence into everyday business practice. A risk-based approach is needed to identify, prioritise, and address the most pressing issues. ",
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