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Bilateral Labour Mobility Agreements

This presentation provides an overview of bilateral labour mobility agreements, their objectives, implementation procedures, recruitment methods, and outcomes. It examines the typology of agreements and the workers covered, as well as the viewpoints of sending countries, employers, and social partners. The presentation also discusses other forms of recruitment and the desire to manage the process effectively.

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Bilateral Labour Mobility Agreements

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  1. Bilateral Labour Mobility Agreements Georges Lemaitre OECD 4 October 2004

  2. Bilateral agreements • Montreux Conference June 2003 Organised by Swiss Federal Office of Immigration, Integration and Emigration and OECD • Overview of labour recruitment practices • Implementation within certain sectors • Viewpoint of sending countries, employers and social partners • Other forms of recruitment

  3. Outline of presentation • A typology of agreements / workers covered • Objectives of agreements • General characteristics of agreements • Implementation - administrative procedures • Recruitment methods • Ensuring returns • Outcomes

  4. A typology of agreements / workers covered • Guest workers • Seasonal workers • Cross-border workers • Contract / project-linked workers • Trainees • Working holidaymakers

  5. (Varying) Objectives • Receiving countries • Create cross-border regional labour markets • Offset labour shortages • Promoting cultural / political ties and exchanges • Encourage co-operation in managing migration • Sending countries • Create cross-border regional labour markets • Ensure protection of workers’ rights • Employ surplus labour • Enhance welfare (remittances) • Obtain foreign exchange

  6. Some general characteristics • Relatively common (150+ in OECD) but numbers of workers covered generally small, except for neighbouring countries • Accord privileged access to labour market for specific nationalities • Generally concern low-skilled jobs or workers, with age limits • Limited by quotas

  7. Implementation - administrative procedures • Promotion / advertising of programme • Recruitment, testing and certification of applicants • Information sharing among administrations, intermediaries, employers, migrants • Efficient travel logistics • Joint review committee Desire to manage process tends to result in additional procedures and restrictions.

  8. Recruitment methods • Private agencies (in both sending and receiving countries) • Simple matching function • Comprehensive hiring package • Public administrations • Recruitment services by receiving countries abroad • Screening of migrants by sending countries • Migrant networks

  9. Ensuring returns • Through • Involvement of all interested parties (public administrations, intermediaries, employers, workers) • Possibility of subsequent assignment for worker • Possibility of subsequent rehiring for employer • Focus on jobs /assignments which are by nature temporary

  10. Outcomes • Participants happy but limited entries a problem • Language proficiency an issue => intermediaries • Agreements work best when labour needs are by definition temporary • Best managed schemes are those that are less bureaucratic

  11. Publication Migration for Employment Bilateral Agreements at a Crossroads OECD / IMES (Forthcoming December 2004) English and French

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