Members of the World Employment Confederation are committed to the WEC Code of Conduct. This Code contains the Principles that ethical, quality and professional private employment services should deploy in the provision of their services. The principles include a ban on fee charging to jobseekers and workers, the appropriate use of personal data and dedication to compliance, social dialogue remedy, health and safety at work and non-discrimination of workers and jobseekers.
The Code of Conduct of the World Employment Confederation is informed by the International Labour Organisation’s Fundamental Rights and Principles at work, international labour standards, and guidance on Business and Human Rights and Corporate Social Responsibility. It establishes 10 principles.
The Constitution of the World Employment Confederation prescribes members to adhere to the Code of Conduct. This entails establishing a code of conduct on the national level, in alignment with the the World Employment Confederation’s Code of Conduct.
For more information about the code of conduct in your country, please consult the respective national federation members of the World Employment Confederation.
Private employment services shall comply with all relevant legislation, statutory and non-statutory requirements and official guidance covering their activities. This principle explicitly covers the prohibition to use forced or bonded labour, human trafficking and child labour.
Private employment services shall observe the highest principles of ethics, integrity, professional conduct and fair practice in dealing with jobseekers, workers and user-companies and shall conduct their business in a manner designed to enhance the operation, image and reputation of the industry.
Private employment services shall not charge directly or indirectly, in whole or in part, any fees or costs to jobseekers and workers, for the services directly related to temporary assignment or permanent placement.
Private employment services shall ensure that workers they employ are given details of their working conditions, the nature of the work to be undertaken, rates of pay and pay arrangements and working hours in a language they understand. They should ensure that the worker’s assent is obtained without coercion.
Private employment services shall take all appropriate measures to ensure that workers have access to remedy, as provided by law, and to credible grievance mechanisms, without fear of recrimination or discrimination.
 As defined in ILO Fundamental Conventions no. 29, no. 105, no. 138 and no. 182.
 As defined in ILO Fundamental Conventions no. 87 and no. 98.