工作条件

工作条件：劳工实践子主题，涵盖社会责任、利益相关方影响以及与ISO 26000标准的契合度。免费ESG资源。

部分：社会主题： ESG, Working, Conditions, social, Labour Practices, social responsibility, stakeholder theory, human rights, sustainability, reporting

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工作条件

工作条件涵盖工资、工作时间、休息时间、假期、纪律处分措施、解雇程序、孕产保护以及物理工作环境——这些是决定工作质量和劳动者福祉的基本要素。

国际劳工组织（ILO）已通过多项公约，为工作条件设定了最低标准，包括《工作时间公约》（C001）、《确定最低工资公约》（C131）和《孕产妇保护公约》（C183）。ISO 26000强调，组织应提供允许合理工作与生活平衡、且符合适用法律和国际劳工标准的工作条件。

工资与薪酬

在ESG讨论中，最低工资与生活工资之间的区别日益重要。最低工资是法律强制规定的最低标准；生活工资则是足以让劳动者及其家庭维持体面生活水平的报酬。全球生活工资联盟和公平工资网络提供了计算生活工资的方法。GRI 202（市场表现）要求披露标准起薪与当地最低工资的比率。ESRS S1要求披露关于充足工资的信息。

工作时间

国际劳工组织第1号公约确立了八小时工作日和48小时工作周的原则。在许多行业和地区，过长的工作时间仍然普遍存在，对健康、安全和生产力产生负面影响。负责任的做法包括限制常规工作时间、确保充足的休息时间和假期、公平补偿加班费，以及监控供应链中的工作时间。

工作与生活平衡

灵活的工作安排、育儿假政策以及对照顾责任的支持，日益被视为体面工作条件的基本要素。COVID-19大流行加速了远程和混合工作模式的采用，引发了关于工作与个人生活界限的新问题。

延伸阅读

国际劳工组织体面劳动 — 工作条件标准
全球生活工资联盟 — 生活工资基准

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