May Day 2026: United Against Low Wages, Insecurity and Repression
May Day 2026 took place amid growing pressure on workers and unions across Asia. Rising living costs, insecure employment, and restrictions on freedom of association continued to threaten workers’ rights and living standards. These pressures intensified amid the conflict and rising costs of fuel. Higher energy and freight costs increased prices for cooking gas, fuel and transport, while placing further pressure on cost of daily necessities, production and employment across supply chains.
Across Bangladesh, Cambodia, India, Indonesia, Pakistan and Sri Lanka, workers and trade unions marked International Workers’ Day through rallies, assemblies, petitions and demonstrations. Responding to different national conditions, workers with their unions advanced a common set of priorities: living wages, social protection, safe and dignified work, freedom of association and a meaningful voice in the laws and policies governing their lives.
Bangladesh: Garment workers called for wage reform and trade union rights
Garment workers gathered across Dhaka, Gazipur and Ashulia to demand fair wages, safe working conditions and stronger labour protections.
In front of the National Press Club, the Green Bangla Garments Workers Federation and the National Workers Unity Center jointly organised a workers’ assembly and rally. Participants called for the reconstitution of the wage board, implementation of a living wage, and enforcement of the amended Labour Law 2026.
They also demanded maternity protection and childcare facilities, social protection, respect for freedom of association, worker representation in safety committees, the reopening of closed factories, and the implementation of ILO Convention 190 after its ratification in November 2025. The programme concluded with a rally through key points in the city.
At Gazipur Chowrasta, the Textile Garments Workers Federation called for the immediate formation of a minimum wage board, six months of maternity leave, the introduction of a worker identification card modelled on the family card system – which registers households for access to subsidised necessities and social benefits, an end to illegal layoffs and the withdrawal of false cases against workers.
In Nischintapur, Ashulia, the Bangladesh Garment and Sweaters Workers Trade Union Centre organised an assembly in front of Tazreen Garments. Factory workers joined injured workers, families of deceased workers and trade union leaders in demanding fair wages, a dignified standard of living, safe working conditions and freedom of association.
The assembly called for a separate garment-sector wage board, a national minimum wage of BDT 30,000, payment of outstanding dues, and the reopening of closed factories. Representatives of victims of the Tazreen and Rana Plaza tragedies demanded proper compensation, long-term rehabilitation and stronger workplace safety measures.
Cambodia: Thirty-six Unions and Allies Unite to Demand Freedom of Association
In Phnom Penh, independent trade unions, labour federations and civil society organisations called on the Royal Government of Cambodia and global brands to enable and protect the right to freedom of association. Around 36 unions and labour allies endorsed a joint May Day petition developed collectively by unions and civil society organisations. The initiative strengthened coordination among independent unions and labour rights organisations while amplifying workers’ demands for freedom of association, collective bargaining, labour rights protections and decent work amid continuing economic and trade pressures.
India: Workers and their Unions Led Rallies and Outreach Activities
In Karnataka, the Karnataka Garment Workers Union (KOOGU), Karnataka State Garment and Textile Workers Union (KSGATWU) and the United Union of Garment Workers (UGW) participated in the May Day program organised by the Joint Committee of Trade Unions (JCTU). Around 400 workers from the three unions marched from Town Hall to Freedom Park in Bangalore, where the rally was followed by a public meeting organised by the JCTU. Workers and union leaders demanded the withdrawal of the four Labour Codes, immediate implementation of the revised minimum wages proposed in the draft notification issued on 14 April 2025, and social security and welfare protections for workers in the unorganised sector.
In Tirupur, Tamil Nadu, a month-long awareness and outreach campaign reached local and migrant women garment workers in surrounding villages. The campaign addressed poverty-level wages, insecure employment, unsafe workplaces, and the repression of worker rights. It called for living wages; periodic revision of minimum wages and annual increases in Dearness Allowances; safe workplaces free from gender-based violence and harassment, and discrimination; regular working hours and legally mandated double overtime wages; job security and an end to forced resignations; universal access to Employees’ State Insurance, Provident Fund and other statutory entitlements; recognition of workers’ right to organise and form unions within factories; and greater accountability from factory management and global brands.
Indonesia: Labour Movements advanced Different Visions of May Day
Across Indonesia, workers marked May Day with demonstrations, marches, and public gatherings in cities and industrial areas. Jakarta was a major center of mobilisation, with activities held at least four locations. Estimates for the largest gathering at the National Monument ranged from about 200,000 to 400,000 participants, while thousands more joined demonstrations and smaller gatherings elsewhere in the capital.
A large May Day celebration, involving the government and union confederations, took place at the National Monument. During the “May Day Fiesta,” union leaders shared the stage with President Prabowo Subianto. The program combined speeches and entertainment with discussions of workers’ concerns - including mass layoffs, outsourcing, affordable housing, childcare, and protections for domestic, online transportation and fishing-sector workers. The government also announced several labour-related laws, regulations and welfare measures.
Elsewhere in Jakarta, Gerakan Buruh Bersama Rakyat (GEBRAK, the Labour Movement Together with the People) and Persatuan Rakyat Anti-Imperialisme (PERISAI, the People’s Anti-Imperialist Alliance) demonstrated outside the House of Representatives. They called for living wages, an end to outsourcing and insecure employment, protection against mass layoffs, freedom of association and a pro-worker labour law developed with meaningful union participation. They mass linked these workplace concerns to broader demands for public services, agrarian reform, and democratic freedoms, while opposing militarism and the criminalisation of activists and expressing solidarity with oppressed people worldwide.
The Aliansi Perempuan Indonesia (API, Indonesian Women’s Alliance) organised a separate action under the banner “Democracy on the Brink: Women Workers Sue the State.” Around 300 participants marched along Jalan M.H. Thamrin toward the Election Supervisory Agency. They called for a living wage, freedom of association, universal social protection, affordable childcare, an end to workplace militarisation and mass layoffs, and ratification of ILO Convention 190 on violence and harassment in the world of work.
Another gathering near Tugu Tani highlighted the rights and experiences of workers with disabilities. May Day activities also took place in Bandung, Surabaya, and other cities and industrial areas. These mobilisations reflected local conditions and priorities while advancing common demands for living wages, secure employment, social protection and respect for workers’ rights.
Pakistan: Workers Demand Wages that Reflected the Cost of Living
In Lahore, thousands of garment, brick-kiln and home-based workers marched from Shimla Pahari to the Press Club. Workers travelled from Lahore, Faisalabad, Karachi, Multan and Rawalpindi, with women workers from Faisalabad participating in significant numbers.
Led by AFWA partner unions, including the Textile Power-loom Garment Workers Union, the rally demanded that the monthly minimum wage be increased to Rs 80,000. Workers also called for a regular inflation allowance as the costs of food, housing and transport continued to rise faster than wages.
The Pakistan Textile Workers Federation presented a wider set of demands to the federal and provincial governments. These included universal social security, old-age pensions equal to the minimum wage, faster processing of scholarships, marriage and death grants and consistent implementation of the workers’ ration card scheme.
The Federation rejected the Punjab Labour Code Bill in its existing form and called for the withdrawal of restrictive labour codes, lower fuel prices and the reversal of unjustified increases in electricity and gas tariffs. Trade union leaders also warned that geopolitical tensions, changing tariffs and unstable export orders could deepen insecurity in Pakistan’s garment industry, with workers bearing the consequences.
The rally concluded with a collective commitment to continue organising around wages, social protection and safe and respectful working conditions.
Sri Lanka: Workers Rallied for Social Protection and Labour Law Reform
In Katunayake, between 300 and 400 people joined a workers’ rally and bike parade organised by Dabindu Collective Union. The procession began at the 18th Mile Post bus halt and continued to a nearby ground, where workers participated in speeches and street plays.
Dabindu was joined by Shramabhimani Kendraya, Revolutionary Existence for Human Development (RED), Textile Garment and Clothing Workers Union (TGCWU), We Women Lanka, the Community Encouragement Foundation, the Sri Vimukthi Fisheries Foundation, Puravasi Kamituva Human Rights Aid Center, the Sri Lanka Equity Foundation and activists.
Participants demanded labour law reform, social security, land rights, maternity benefits and recognition of the rights of care workers. They also called for a five-day working week and the implementation of ILO Convention 190 on violence and harassment in the world of work after it was ratified in January 2026.
The rally brought these demands into public view while strengthening coordination among trade unions, workers’ organisations and civil society groups.
Building Worker Power Across Borders
The 2026 May Day actions grew from different, yet linked, political and economic conditions affecting workers’ lives. In Bangladesh, workers demanded wage reform, trade union rights and accountability for industrial disasters. In Cambodia, unions and labour allies endorsed a joint petition demanding protection for freedom of association. In India, workers and their unions mobilised against the four Labour Codes and demanded living wages, social security and GBVH-free workplaces. May Day mobilisations across Indonesia highlighted the diversity of Indonesia’s labour movement and brought workers’ economic, social and democratic demands into public view. Workers in Pakistan demanded wages capable of meeting the rising cost of living. Sri Lankan organisations connected labour law reform with social protection, care work and freedom from violence and harassment.
Taken together, these actions demonstrated the importance of sustained organising, coordination among unions and alliances connecting workers’ immediate demands with wider struggles for economic and social justice. AFWA’s May Day 2026 statement connected these struggles to rising living costs, disrupted production and growing insecurity across garment-producing countries, while warning that global brands continue to shift risks onto suppliers and workers.
As May Day draws to a close, we reflect on the shared struggles that bind workers across Asia. From factory floors to mass demonstrations - the demands are the same: dignity, fair wages, safe working conditions and the right to organise. Those demands will be carried forward and strengthened by the solidarity that knows no borders.
The Ali Enterprises Factory Fire And Thirteen Years Of Impunity
Written by Sajid Ali
In August of 2012, the Ali Enterprises Textile factory in the Baldia district of Karachi, Pakistan was issued with a SA8000 certificate by Italian auditor RINA after an audit. The certification, purchased by the German brand KiK, confirmed that the factory was safe.
A few weeks later, a fire tore through the factory and claimed the lives of 260 workers.
On September 11, 2012, the fire at the Ali Enterprises garment factory in Karachi’s Baldia district killed 260 workers and injured more than 50 others. The workers were trapped behind barred windows and locked exits, with only one unobstructed passage to escape. Most suffocated or were burned alive. The incident was a direct result of a system that is designed to prioritise profits, and neglect worker safety and accountability. Just weeks before the fire, Italian auditor RINA certified the factory as “safe” under SA8000 standards. The audit—purchased by KiK, the German discount retailer sourcing from Ali Enterprises—hid a death trap behind a stamp of approval.
The fire exposed systemic violence in global supply chains: unsafe factories, hollow auditing, and brands that prioritise profits over workers’ lives. It sparked years of organising by unions and allies demanding justice, compensation for families, and enforceable agreements that place workers and unions—not brands or auditors—at the centre of monitoring and remediation.
Lessons Learned – But What Has Changed?
Many factories continue to operate without functional fire exits, without compliance with international labour standards, and without independent, union-led monitoring. The accountability gap remains, as global brands continue to deflect responsibility, hiding behind social audits while suppressing workers’ right to organise.
Binding Solutions, Not Hollow Promises
- Enforceable Agreements, Not Empty Codes – Brands must sign binding, legally enforceable agreements with unions to guarantee health and safety. Without binding brand accountability, factories will continue to be death traps.
- Union-Led Safety Committees – Workers and unions must lead safety committees, inspections, and remediation processes.
- Transparent and Binding Supply Chains – Brands must stop hiding behind voluntary codes. Enforceable brand agreements with unions must include independent monitoring, grievance systems, and business consequences for violations.
- Strengthening Trade Unions – Freedom of association and collective bargaining rights are essential so workers can raise safety concerns without fear.
- Compensation and Ongoing Justice – Families of victims must receive full compensation, and permanent union-led justice mechanisms must be established to address future industrial disasters.
A Call for Dignity and Safety
The Ali Enterprises fire was not a one-off accident—it was industrial murder, born from brands’ pursuit of profit at any cost. Brands that refuse to acknowledge that every worker deserves the right to life, dignity, and a safe workplace.
On the 13th anniversary of the fire at Ali Enterprises, we honour the victims by demanding binding accountability from brands, full compensation for families, and enforceable agreements that protect workers’ lives. Memory alone is not enough. AFWA stands in solidarity with the victims, their families, and the labour movement in Pakistan — and reaffirms that this fight is for every garment-producing country where workers remain at risk. What is needed is not just remembrance, but action, accountability, and solidarity with garment workers and unions who continue to fight for safety, dignity, and justice across Asia.
Rana Plaza Day 2025: Rallying for Justice, Safety, and Binding Change
Rana Plaza Day has been observed annually since the tragic collapse of the Rana Plaza building on April 24, 2013. Continuing this tradition, AFWA Bangladesh successfully commemorated Rana Plaza Day this year as well. Since 2023, the Alliance has actively marked this day to honor the victims and renew its commitment to workers' rights and safety.
On April 24, 2025, more than 100 leaders and members from ten affiliate organizations of AFWA - Bangladesh participated in the program. The event began at 10:30 AM with a rally in front of the Rana Plaza site, where participants carried banners highlighting key demands related to justice, accountability, and workers’ rights.
Following the rally, participants paid tribute by laying wreaths at the martyrs' memorial. The commemorative event continued with speeches and slogans focused on the urgent need to fulfill the long-standing demands of workers, ensure justice for the victims, and implement structural changes to prevent such tragedies in the future.
The event was attended by members of the National Committee, Women’s Committee, Youth Committee, and union representatives under the banner of AFWA Bangladesh. Their collective presence demonstrated unity and a strong movement for a safe and dignified garment sector in Bangladesh - where accountability is binding.
Read our full statement here
From Shop Floor to Street Stage: Women Garment Workers Call for Change
As we step into International Women's Day 2025, the fight against gender-based violence and harassment (GBVH) in the garment industry remains as urgent as ever. Last year, during the 16 Days of Activism, women garment workers in Bengaluru, India, turned their struggles into powerful public performances, demanding justice, safety, and dignity. Here’s how their voices resonated far beyond the factory walls.
Written by Suhasini Udayakumar and edited by Lauralyn (Laura)
In an industry plagued by gender-based violence and harassment (GBVH), the rallying cry of women garment workers for safe working conditions, fair wages, and the right to freedom of association has persisted for years. This call was at the heart of the street plays organised between November 25 and December 10 in Bengaluru by Asia Floor Wage Alliance’s (AFWA) National Women’s Leadership Committee. Held to commemorate the United Nations’ 16 Days of Activism against Gender-Based Violence, the campaign added a regional flavour to this global movement.
Street Plays That Brought Hidden Stories to Light
Performed across Magadi, Mysore Road, and Peenya, the initiative was a collaborative effort by AFWA- India and the NGO Munnade, along with the United Garment Workers Union (UGWU), supported by ally Fedina. The 11-minute play, enacted by the Munnade team and AFWA organisers, portrayed the bleak conditions in garment factories, where verbal abuse and sexual harassment are daily realities for women workers.
Calling Out Fashion’s Complicity
The play sheds light on the complicity of fashion brands in perpetuating these exploitative conditions as encapsulated in the cry, “Our labour results in fashion clothes! In profits!”. It also highlighted the oppressive environment on shop floors, where workers are denied basic rights and amenities such as access to drinking water, lunch breaks, and washroom breaks, as denounced by the declaration “Workers are not slaves!”. The discrimination faced by migrant women workers was captured in the demand, “Local or migrant, treat us the same!” and the urgent need for respect and dignity at the workplace as urged in the call, “Keep a hold of your tongue, hand, and eye”. The powerful performance concluded with a resounding call for freedom of association (FOA) to enable collective action for improved working conditions.
A Collective Movement for Change
The campaign had a far-reaching impact. Over four public performances, the play was watched by an audience of more than 500 people. Additionally, 24,000 pamphlets on GBVH in the global garment supply chain were distributed, reaching a large number of garment workers and the public.
This campaign, led by women garment workers, showcased the power of collective action and the importance of solidarity in demanding change. Through their performances, these women transformed their lived experiences into a powerful call for justice, resonating with thousands of workers and the public alike. Their message was clear: respect, dignity, and equality are not privileges but fundamental rights that every worker deserves. This initiative not only underscored the urgent need for reform but also reinforced the strength of unionised voices in shaping a more equitable future.
The Dindigul Agreement at Two Years: A Milestone in Garment Industry Transformation
Two years ago, a tragic event shook the garment industry in Dindigul, India, leading to a groundbreaking movement to end gender-based violence and harassment (GBVH) in the workplace. The #JusticeforJeyasre campaign, ignited by the sexual assault and murder of 21-year-old Jayasre Kathiravel by a male supervisor, culminated in the establishment of the Dindigul Agreement—a legally binding agreement among global fashion brands, suppliers, and unions. This agreement has since become a model for eradicating GBVH, enabling women's agency, and fostering an ethical and equitable work environment in the world of work.
by Sinduri Sappanipillai, Asia Floor Wage Alliance (AFWA)
Lakshmi*, a worker at the Eastman Exports factory in Dindigul, greeted us with a smile that spoke volumes about the transformative power of the Dindigul Agreement. Having worked in the garment industry for over a decade, Lakshmi now engages with her supervisors confidently—a stark contrast to the fear and intimidation that once pervaded the workplace. "We used to see them with fear, but everything changed after the Dindigul Agreement. Now, we look them in the eye and answer confidently," she said.
The Genesis of the Dindigul Agreement
Signed in 2022, the Dindigul Agreement is the first enforceable brand agreement (EBA) in India and a historic milestone in the Asian labor movement. It brought together the Tamil Nadu Textile and Common Labour Union (TTCU), Eastman Exports, Asia Floor Wage Alliance (AFWA), and Global Labor Justice (GLJ), and major global brands like H&M Group, Gap Inc., and PVH Corp. This coalition aimed to create a world of work free from violence and harassment, with a specific focus on the garment industry.
The agreement covers over 3500 workers at Natchi Apparel and Eastman Spinning Mills, the majority of whom are Dalit women. Many of the workers are also young migrants who live in company-owned dormitories and have faced severe discrimination and abuse. The Dindigul Agreement's comprehensive approach, rooted in international labor standards like the International Labour Organization's (ILO) C190 and R206, takes into account women's agency in grievance handling and remediation; as well as ILO #C87 and #98 on Freedom of Association. It also aligns with the Organisation for Economic Co-operation and Development (OECD) guidelines and India's 2013 Prevention of Sexual Harassment (POSH) Act, making it a model for implementing international labor standards in the workplace.
Groundbreaking Mechanisms for GBVH Prevention
The Dindigul Agreement introduced the AFWA Safe Circle approach, a worker and union-led training, monitoring, and remediation program. Worker Shop Floor Monitors (SFMs), trained by TTCU, play a critical role in this system, helping co-workers report GBVH and facilitating regular meetings with management to resolve issues. This proactive approach has led to a significant reduction in GBVH incidents, with 98% of the 185 grievances raised in the first year being resolved, including all 23 GBVH cases.
Read the first year progress report here.
Latha*, a shop floor monitor, highlighted the effectiveness of this system: "Women workers now come forward and share their problems with us, knowing we are here to listen and provide solutions. Any small issue is usually resolved within a few hours. If there's something we can't solve, we bring it to management and ensure it is resolved within 2-3 days."
The agreement has catalyzed profound cultural and behavioral changes in the workplace. Mid-managers and supervisors have significantly altered their behavior towards workers, fostering a more respectful and inclusive environment. This shift has not only improved worker relations but also led to a notable reduction in the factory's attrition rate by 67% between 2021 and 2022, benefiting both workers and business operations. A detailed report of the second year's progress is underway.
The impact of the Dindigul Agreement extends beyond factory floors, contributing to the global effort to eliminate GBVH and other rights violations by enabling women to actively address and prevent instances of GBVH. Women workers in their testimonies share how they found the courage to confront and prevent instances of GBVH in their workplaces, transport facilities, hostels, and communities.
Strengthening FOA and Grievance Mechanisms
Recognizing the essential role of Freedom of Association (FOA) in preventing GBVH, the agreement explicitly protects workers' rights to form and join unions. This protection has enabled workers to speak out and report grievances without fear of retaliation, ensuring timely and effective resolutions.
Thenmozhi*, a quality checker at the factory, emphasized the importance of this support system: "Earlier, we were scared, fearing trouble and retaliation for speaking out. But now, we have a support system. We can go to SFMs for any issues, and they resolve them for us. We also have the Internal Complaints Committee (ICC) now. The agreement has helped us understand our rights and has made us confident."
Recommendations for Brands:
Each signatory and stakeholder in the agreement has made measurable and visible contributions:
- AFWA and GLJ have been instrumental in guiding and directing both the union and supplier to ensure the agreement's implementation.
- TTCU has supported SFMs, enabling them to address workers’ concerns and grievances on the shop floor. TTCU also actively engages in resolving worker issues through union-management dialogue.
- Eastman has ensured compliance with remediation efforts and the implementation of corrective action plans.
- Independent Assessors have been involved in strengthening the ICC and ensuring the grievance mechanism is effectively in place.
Going forward, here are some recommendations for brands to take a more visible and active role in the agreement process. They should reward suppliers like Eastman, where worker unions are accepted, and where grievance mechanisms have had unprecedented success in GBVH-related grievance remediation. By prioritizing orders from factories that uphold worker-friendly practices, brands can support and incentivize ethical workplace practices. This visible commitment will send a strong message of support for worker rights and protections, demonstrating a genuine global effort to safeguard worker-driven grievance mechanisms and promote an equitable work environment.
A Call to Action for Global Brands
The Dindigul Agreement has proven to be a transformative model for eradicating GBVH. Its positive impact over the past two years has helped to strengthen workers’ rightful voice at work and fostered a more stable and ethical supply chain. This landmark agreement highlights the need for more brands to support its expansion and replication, ensuring a safe and equitable workplace. The tragic murder of Jeyasre Kathiravel underscores the urgency for such protections, and the agreement's success proves that the industry can evolve for the better, and safeguard the dignity and rights of every worker.
*To protect the privacy of certain individuals, names and identifying details have been changed.
