Background: Labour standards in forestry

• Author: International Labour Organization
• Pages: 3-11

MELIF05-2005-01-0394-1-En.doc/v2

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1. Background: Labour standards in forestry

1.1. General description of labour issues in forestry

Working conditions and the working environment in forestry have particular features

that distinguish forestry from many other industries. Worksites are usually temporary and

scattered; facilities are more difficult to arrange than at permanent work premises; climatic,

topographical and biological conditions, and the large share of contractual and seasonal

workers, have significant impacts on labour issues and on the welfare of labour.

In most countries the forestry sector is characterized by a public or state forestry

service, a few large integrated enterprises producing for international and domestic

markets, and a large variety of small and medium-sized forest industry units. A large part

of forestry work is carried out by contractors (contractor enterprises), the size of which

may vary from one to two people to hundreds of workers. In these enterprises, there are

direct workers and also contract workers whose employment status may not always be

clear. Small-scale forestry employs self-employed persons in their own forest holdings.

Temporary workers and contractors are common in small-scale forestry.

General working conditions

General working conditions include hours of work and rest periods, procedures

related to dismissal and remuneration, and other aspects agreed in an employment contract

or collective agreements. Provisions may concern rights and responsibilities related to

cooperation at the workplace. They apply to all sizes of enterprise, but the approaches to

the management of labour conditions may be different. Large enterprises may have

comprehensive systems and procedures to ensure that the requirements for working

conditions are met. Small enterprises may benefit from better communication between

management and staff and greater flexibility of practices.

Working hours in forestry are often more flexible than in other sectors. Many tasks

can be performed quite independently, weather conditions may affect the possibility to

work, managers are not able to control exact working hours, and, in rural areas, work

traditions may affect the availability of labour.

In many countries forestry is a low-paid industry (although there is less discrepancy

between forestry and other industries in developed countries). As forestry work tends to be

seasonal, annual income may be low even though daily rates are relatively high.

In many countries it is up to the employer and worker or their organizations to agree

on remuneration. Minimum levels of pay may be set in statutory instruments.

Remuneration can be based on piece rates, time wage or combinations of these. Under no

circumstances should the payment system encourage workers to take risks or to engage in

unsafe work to meet production targets.

In the forestry sector, group wage systems may be in use. The group members divide

the sum they have received for a certain task. Helpers are often used in felling, and the

wage can be paid by the chain-saw operator or by the main employer. All these

arrangements require clear and precise agreements, not only on remuneration, but also on

arrangements for supervision and on other rights and responsibilities.