The Palm Rights Observatory has developed Fair Work Monitoring in Honduras, revealing the working conditions of the workers who make this industry possible today. A total of 124 workers from seven companies (six certified by the RSPO) participated in this monitoring, and the results are now presented in this human and labor rights observatory.
Oxfam and CNV Internationaal aim, through their work with the RSPO, to ensure the informed participation of communities and workers at all levels, establishing stronger ties with the RSPO, and facilitating the active involvement of communities in the sustainability of the palm oil industry.
The information we gathered here will serve as a foundation to strengthen the palm sector in Honduras, promote due diligence in the sector’s companies, comply with RSPO principles and criteria, and, above all, enable informed collective negotiations in which workers’ organizations are aware of and enforce their labor rights.
For this monitoring process, we based our efforts on eight indicators from RSPO’s principles and criteria related to the concept of Fair Work. Throughout this document, the perceptions of labor rights violations reported by participating workers are highlighted in contrast to these principles.
RSPO Indicators Used as Guidelines for the Observatory:
- Prohibition of all forms of discrimination against workers.
- Workers' pay, working, and living conditions must meet legal or sectoral minimum standards.
- The Certification Unit must respect the formation and affiliation of unions or worker organizations for collective bargaining.
- The Certification Unit will not use child labor and will prohibit the worst forms of child labor.
- Forms of intimidation, harassment, abuse, or violence in the workplace must be prevented, mitigated, and addressed.
- The rights of women workers must be respected and promoted, and violations of these rights must be remedied.
- There must be zero tolerance for forced labor and human trafficking.
- The Certification Unit must implement health and safety practices to protect workers from occupational diseases and injuries.
GENERAL CONTEXT
Honduras is currently one of the leading palm oil producers in Central America. Over the past decade, palm oil production has become a key economic activity in several regions of the country, especially in Bajo Aguán, Valle del Sula, and the Atlantic region.
In the second half of 2023, we conducted Digital Monitoring to listen to the workers—the ones who make the palm oil chain possible. This tool feeds, year after year, the Palm Rights Observatory with updated information.
The Digital Monitoring tool has proven effective in tracking working conditions from the workers' perspective, helping identify crucial areas for strengthening labor rights protection.
En esta iniciativa, el Observatorio de Palma aborda principios fundamentales que deberían estar incluidos en las leyes y los certificados laborales de la industria; principios que se han trazado dentro de los lineamientos de la Organización Internacional del Trabajo (OIT) y que incluyen aspectos como:
- Living Wage
- Freedom of Association
- Precariousness faced by outsourced or subcontracted workers
- Health and safety conditions at work
- Gender equality in the workplace
In 2024, we published our first report of this kind for the palm oil sector. This baseline information will be continuously updated to recognize both positive and negative trends throughout the years of participatory digital monitoring.
HOW WE BUILT THE PALM RIGHTS OBSERVATORY: LOCATIONS AND PARTNERS
In October 2023, CNV Internationaal and Oxfam focused their efforts on building trust with workers in Honduras, encouraging them to share their participation, opinions, and experiences.
A total of 124 Honduran participants, both men and women aged 23 to 60, took part in the digital monitoring.
The majority were aged 30 to 34 (28%) and 25 to 29 (24%). The least represented group was 55 to 59 years old, with just one participant.
A key finding from the third chart shows that 92% of workers are aware of the RSPO certification.
SOCIAL DIALOGUE
According to the Observatory’s findings, participants reported a low level of social dialogue within the companies analyzed. Many companies lack effective mechanisms to resolve grievances or conflicts, and even when such mechanisms exist, only a small proportion of workers consider them effective.
Collective agreements were scarce, with only one worker reporting the existence of one. Furthermore, most workers noted the absence of employer-worker dialogue spaces beyond collective negotiations.
The monitoring revealed that 99% of workers are not consulted on important labor decisions, highlighting the precarious state of social dialogue. This lack of consultation has led to strikes in some companies, and overall, labor relations between employers and workers are perceived as poor or very poor.
Only 6% of workers consider existing grievance mechanisms effective.
Collective Bargaining Agreements
Collective agreements are negotiated between employers and unions representing workers to establish working conditions and benefits.
Only one worker mentioned the existence of a current agreement, and 92% reported the lack of employer-worker dialogue spaces outside collective negotiations. Additionally, 99% said that companies do not consult unions or workers before making significant labor decisions, contributing to a perception of poor labor relations.
También, en diálogos con los trabajadores pudimos ver que en Honduras existen otros espacios, como las mesas de diálogo, en donde participan varias partes de la cadena: gobierno, empresas, trabajadores, organizaciones internacionales.
FREEDOM OF ASSOCIATION
Freedom of Association refers to the right of workers to form and join unions of their choice without interference from the government or employers. This right also includes unions' ability to represent their members, negotiate collectively, and take actions such as strikes to defend their interests.
La libertad sindical es esencial para proteger y promover los derechos laborales y mejorar las condiciones de trabajo.
RSPO Indicator No. 3 emphasizes: “The Certification Unit must respect the creation and affiliation of unions or worker organizations for collective bargaining.”
In this digital monitoring, most workers reported a lack of unions within their companies, reflecting low union membership. Additionally, significant levels of anti-union activity by companies were identified.
Presence of Unions
28 workers stated that their companies have unions. Of these, 16 work at the same company, while 96 workers said no unions exist at their workplace.
Anti-Union Actions
58 participants reported witnessing anti-union behaviors, such as discouraging union membership, firing union leaders, threatening union members, or withholding contract renewals for union leaders.
Workers identified different anti-union actions such as discouraging union membership, firing union leaders, threatening union members or fearing retaliation, and not renewing union leaders' contracts. These actions clearly violate freedom of association rights. More than 50% of workers feel that they cannot freely raise issues or problems with their employers.
LIVING WAGE
Minimun Wage
The minimum wage is defined as the minimum amount employers are legally required to pay for labor. In Honduras, the minimum wage for 2023 was 1,080 Honduran lempiras.
According to this observatory, most workers experienced economic decline over the past three months. 85% of workers earn below the minimum wage, and the remainder earn exactly the minimum wage. No worker reported earning above the minimum wage. Workers must also deduct costs for water, accommodation, food, sanitation, and work tools from their wages.
These findings contradict RSPO Principle No. 2, which requires that workers’ pay and living conditions meet legal or sectoral minimum standards.
HEALTH AND SAFETY CONDITIONS
Health and safety measures are essential to prevent occupational injuries, illnesses, and accidents.
RSPO certification emphasizes: “The Certification Unit must implement health and safety practices to protect workers from illnesses and injuries.”
Workers with appropiate Personal Protective Equipment
Tener Equipo de Protección adecuado de Salud y Seguridad en el trabajo es importante ya que ayuda a proteger a los trabajadores de lesiones y enfermedades laborales. Además, ayuda a reducir los costos asociados con lesiones y enfermedades laborales y aumenta la confianza de los trabajadores y permitirles realizar sus tareas de manera más eficiente.
53 workers reported having appropriate protective equipment, but most said it is replaced only every six months.
47% do not have adequate protective equipment, and most reported high exposure to dust, heat, and sunlight. Workers also reported frequent mistreatment during work and fear retaliation for reporting illnesses.
En cuanto al indicador de prohibición de discriminación de RSPO, hay un incumplimiento pues en las empresas en donde trabajan los participantes del monitoreo, no se garantiza la igualdad de oportunidades en la formación y equipamiento laboral. Esto se evidencia en que el 77% de los trabajadores no recibe capacitación en Salud y Seguridad en el Trabajo (SST), el 47% carece de equipo de protección adecuado y el 52% reporta que los elementos de protección personal no son iguales para trabajadores directos y tercerizados.
FORCED LABOUR
Forced labor involves situations where individuals are compelled to work against their will through coercion or threats. While most workers said they had not been forced, 43 participants reported having experienced forced labor.
Additionally, 97 workers mentioned that their overtime work is never appropriately compensated.
Otra manera de medir exposición al trabajo forzado tiene que ver con la necesidad u obligación de los trabajadores de cumplir horas de trabajo extra que no son remuneradas de manera apropiada dentro de los pagos salariales. Así, 97 trabajadores participantes reportaron que la empresa en la que trabajan nunca paga el trabajo por horas extras.
GENDER EQUALITY
Gender equality is essential for ensuring that both men and women enjoy fair treatment in the workplace.
50% of participants reported the absence of a gender committee to address workplace harassment. 65% were unaware of procedures to report abuse or harassment.
46% mentioned the presence of anti-sexual harassment policies, but 39% reported the absence of such policies. 92% indicated the lack of childcare facilities, and 35% reported that their companies did not have specific measures for pregnant women.
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