ILO Bureau for Employers’ Activities concludes two online validation workshops on strengthening labour functions in employers’...

Beirut, (ILO News) - The International Labour Organization (ILO), through its Bureau for Employers' Activities (ACT/EMP), successfully held two online validation workshops on 9 and 10 December to present key recommendations for enhancing the capacity of employers' and business membership organizations (EBMOs) in delivering employment and labour-related functions across the Arab States.

The first workshop engaged the Federation of Chambers of Commerce and Industry in Yemen and leading regional chambers from Yemen, while the second convened representatives from Gulf Chambers, including the Federation of Saudi Chambers, Federation of UAE Chambers. In total, around 40 representatives of employers' organizations participated in the discussions.

The workshops focused on validating the findings and recommendations of the new ILO guide, that aims to strengthening labour functions in employers' and business membership organizations, developed by the International Training Centre of the ILO (ITC-ILO). The guide draws on successful models and good practices from more than 20 EBMOs worldwide, offering practical steps and adaptable strategies for Arab States organizations to strengthen their labour-related expertise.

The guide will be updated with comments and inputs from these workshops and will be shared in both Arabic and English in the upcoming days.

Regional Context

Countries in the Arab States are undergoing profound economic transformation driven by diversification strategies, such as Saudi Vision 2030, Qatar National Vision 2030, and Oman Vision 2040. These reforms aim to reduce reliance on oil revenues and build knowledge-based economies, creating demand for skilled and adaptable workforces. At the same time, nationalization policies (e.g., Saudization and Emiratization), high youth unemployment, and growing expectations for gender equality and inclusion are reshaping labour markets.

Employers' organizations are increasingly called upon to help businesses comply with new labour regulations, manage workforce transitions, and align with international labour standards. Strengthening labour functions within EBMOs is therefore critical to supporting enterprises in adapting to these changes while promoting fair and sustainable employment practices.

Summary of the Guide

The guide outlines why labour functions are essential for EBMOs and offers practical steps for implementation. It emphasizes that strengthening labour expertise is not a supplementary activity but a strategic necessity for organizations seeking to remain relevant and responsive in today's evolving economic and social landscape.

Key areas covered include:

• Advocacy and Policy Influence: Building capacity to engage credibly in national labour and employment policy dialogues, including tripartite and bipartite mechanisms.
• Value-Adding Services: Offering practical services such as legal compliance support, occupational safety and health (OSH) advisory, workforce development, and diversity and inclusion programmes.
• Governance and Operational Structure: Establishing clear mandates, internal coordination, and skilled staff to ensure sustainability and impact.
• Financial Strategy and Partnerships: Diversifying revenue streams through fee-based services, membership contributions, and strategic partnerships to reduce donor dependency.

Strengthening labour functions within employers' organizations is critical to supporting businesses in adapting to new labour policies, workforce nationalization strategies, and global standards. This guides and the workshop that will follow at national level mark an important step towards equipping EBMOs in the Arab States with the tools and strategies needed to deliver value-added services and influence policy effectively.

José Manuel Medina, ACT/EMP Senior Specialist at ILO

Main Practical Recommendations for EBMOs in the Arab States

1. Secure leadership commitment: Integrate labour functions into the organization's strategic plan and governance framework.
2. Develop internal capacity: Hire or train staff with expertise in labour law, employment policy, and human resources management.
3. Offer high-value services: Begin with legal compliance and OSH advisory, then expand to workforce planning, skills development, and inclusive employment practices.
4. Adopt phased implementation: Pilot initiatives before scaling up, ensuring measurable outcomes and member feedback.
5. Leverage partnerships: Collaborate with government institutions, training providers, and international organizations to expand resources and reach.
6. Ensure financial sustainability: Introduce fee-based services, subscription models, and sponsorships while embedding financial planning from the outset.
7. Use technology and data: Deploy digital platforms for service delivery, member engagement, and advocacy; invest in data-driven tools for labour market analysis.

8. Promote continuous member engagement: Conduct regular surveys, consultations, and feedback loops to align services with evolving needs.
   

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