International National Consultant United Nations at ILO Tanzania

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In
certain labour migration contexts, there has been a rapid growth in
private recruitment agencies, in particular to facilitate the
recruitment and placement of lower-skilled migrant workers. The rapid
growth of PrEA is due to various reasons, namely the rapidly changing
and flexible labour market, the limited operational capacities of public
employment services, the use of other networks for placement, the high
interest of companies seeking more flexible and mobile staff, and the
increase in workers willing to move across borders under varied work
arrangements.

Due to the
continuous changes in national and global labour markets, PrEA have
steadily increased their market share and expanded their business
activities. Global private employment services recorded an upward trend
in 2021 with a turnover estimated at €579bn and a placement of 62
million people in the labour market, representing an increase of 22.6%
and 8% respectively over 2020[1].
The agency work generated the major share of revenues, contributing 72%
of global revenues and it stood at €417.5bn with an increase of 13.7%
over 2020[2].

The
recruitment stage is important for migrant workers as it is the first
step in the cycle. It can determine whether a worker has a positive
migration experience, with the opportunity to acquire skills and
remittances; or an exploitative one. In certain contexts, PrEAs act as
important and often predominant labour market mediators in a globalized
process of recruiting and facilitating the positioning of workers across
national borders, especially for lower-skilled migrant workers
migrating out of the African continent. In the case of low-skilled
migrant workers, they are often prone to abuse by private employment
agencies in origin countries, placement agencies in destination
countries or employers, especially in the Arab States. Various studies
report the widespread of exploitation and ill-treatment of migrant
workers in connection with the operation of PrEAs[3].
Fraudulent practices at the recruitment stage and by PrEAs includes
debt bondage linked to payment by low-skilled migrant workers of
excessive recruitment fees and related costs and provision of false
information about the nature, pay and conditions of work, often leading
to detrimental contract substitution and human trafficking for labour
exploitation.

International labour standards for fair recruitment
Practices
as mentioned above are in breach of international standards pertaining
to human and labour rights and are impediments to achieving
labour-related targets under the Sustainable Development Goals (SDGs) –
in particular SDG target 8.7 (elimination of all forms of forced labour
and human trafficking) and SDG target 8.8 (protect labour rights and
promote safe and secure working environments of all workers, including
migrant workers, particularly women migrants)

The Private
Employment Agencies Convention, 1997 (No.181) sets general parameters
for the regulation, placement and employment of workers recruitment by
PrEAs. It promotes cooperation between the public employment services
(PES) and PrEA to ensure the most efficient functioning of the labour
market, with the PES still maintaining the authority in formulating
labour market policies. Under Article 1 (1), the convention defines
private employment agency as “any natural or legal person, independent
of the public authorities, which provide one or more of the following
markets:

• Matching offer of and applications for employment
• Employing workers with a view to making available to a third party; and/or
• Other services related to job seeking.

ILO’s
Convention No. 181 prescribes protections for all workers who utilize
the services of private employment agencies, including migrant workers.
These protection mechanisms are in relation to freedom of association
and collective bargaining; discrimination; personal data and privacy;
the charging of fees and costs; child labour; the machinery and
procedures for investigation of complaints, alleged abuses and
fraudulent practices; and remedies, including penalties. These
provisions, as well as the relevant provisions of Recommendation No.
188, are all crucial for protecting migrant workers throughout the
employment process, from job seeking in countries of origin, to the
provision of social welfare in countries of destination.

To
support operationalization of these standards, the ILO has adopted the
non-binding General Principles and Operational Guidelines for Fair
Recruitment, and a Definition of Recruitment Fees and Related Costs.
Together this guidance forms a comprehensive approach to realizing fair
recruitment through development, implementation and enforcement of laws
and policies aiming to regulate the recruitment industry and protect
workers’ rights.

The ILO’s work on fair recruitment is conducted
within the Office-wide global Fair Recruitment Initiative (FRI), first
launched in 2014. The FRI’s vision is to ensure that recruitment
practices nationally and across borders are grounded in labour
standards, are developed through social dialogue, and ensure gender
equality.The Strategy of the Initiative is centred around four pillars:
enhancing, exchanging and disseminating global knowledge; improving
laws, policies and enforcement; promoting fair business practices; and
empowering and protecting workers.

In 2021, the ILO launched the
first Regional Fair Recruitment Report, which found that various forms
of unfairness in recruitment are widespread across Africa, particularly
in the case of recruitment across borders, whether by formal or informal
recruiters, and whether within Africa or to other regions. Unfairness
in recruitment is often associated with the exacerbation of both
vulnerability and decent work deficits in employment. The report
includes a number of national case studies on the recruitment of migrant
workers in Africa (including for Uganda and Ethiopia) and includes
recommendations with a view of making recruitment fairer for national
and migrant workers.[4]

In
addition, in partnership with the African Union Commission, the ILO is
developing a regional fair recruitment strategy. Fair recruitment is
also high on the regional agenda. The Communique of the first African
Labour Migration Conference, held in October 2023, calls for the AUC to
“stimulate an enabling environment for the recruitment agencies, private
and public, to institute fair and ethical recruitment practices in
their businesses”. It also calls for the AUC to support RECs and Member
States to “build capacities of private employment agencies to comply
with the ILO General principles and operational guidelines for fair
recruitment and relevant International Labour Standards.”[5]

Regulation of private employment agencies
The
regulation of private employment agencies and of the recruitment
process is essential for the protection of migrant workers. The second
pillar of the FRI phase II focuses on improving laws, policies and
enforcement to promote fair recruitment. The strategy promotes targeted
support to regulatory efforts, implementation of legislation and policy,
and to effective oversight and enforcement mechanisms to create an
enabling environment for fair recruitment practices.

The initial
stage in the development of a regulation is the determination of the
legal status and conditions for operating private employment agencies,
while considering the national context. The Private Employment Agencies
Convention calls for Member States to govern the operations of PrEAs
under a licensing or certification system. In addition, relevant
international labour standards and global policy instruments, including
the ILO theProtocol of 2014 to the Forced Labour Convention, 1930(P029),
the accompanying ILO Forced Labour (Supplementary Measures)
Recommendation, 2014 (No. 203), the ILO Private Employment Agencies
Convention, 1997 (No. 181) and the non-binding ILO General Principles
and Operational Guidelines for Fair Recruitment (GPOG) highlight the
role of the labour inspectorate in recruitment[6].

Regulation
of PrEAs differs from one country to another and takes various forms,
it can be statutory, voluntary, or an outcome of a non-statutory
processes of negotiation, such as collective bargaining. Similarly, the
mandate of labour inspectorates to monitor and enforce recruitment
regulations depends primarily on the regulatory modalities that
countries use to govern labour migration and address issues related to
forced labour/trafficking and recruitment, and the extent to which
national labour laws cover the various sectors of the economy.

Context in Ethiopia, Tanzania and Uganda
Countries
such as Ethiopia, Tanzania and Uganda are important countries of
origin, transit and destination for people in mixed migration flows in
the East and Horn of Africa region. Nonetheless, they are major
countries of origin, in the context of using the services of private
recruitment agencies to facilitate labour migration, especially to the
Arab States.

Uganda has not yet ratified the Employment Service
Convention, 1948 (No. 88), the Private Employment Agencies Convention,
1997 (No. 181) or the Domestic Workers Convention, 2011 (No. 189), but
has ratified the International Convention on Migrant Workers (ICMW) and
the Migrant Workers (Supplementary Provisions) Convention, 1975 (No.
143), and has also introduced numerous labour migration governance
structures.

The External Employment Unit under the Department of
Employment services of the Ministry of Gender, Labour and Social
Development (MGLSD) is responsible for the enforcement of the
regulations of recruitment of Ugandan migrant workers and the licensing
and regulating PrEAs. It ensures that that the employment contracts of
Ugandan migrant workers who are deployed abroad through PEAs conform to
the standard employment contract.

Key national legislations
include the 2005 Rules and regulations governing the Licencing,
Recruitment and Employment of Ugandan Migrants Workers Abroad, the 2006
Employment Act, the 2021 Employment regulations (Recruitment of Ugandan
migrant workers) and the 2015 Guidelines on recruitment and placement of
Ugandan migrant workers. In parallel, the External Employment Management Information System (EEMIS) was also developed to automate end to end the labour migration in Uganda.

The
system currently includes all licensed PrEAs (more than 450 active
PrEAs) and employment opportunities and has relevant information with
regards to the employment of migrant workers. The system enhances
accountability and transparency through the use of digitalization.
Furthermore, key stakeholders including foreign missions, pre departure
training institutions and immigration have been onboarded on the system.
Contrary to the Private Employment Agencies Convention, 1997 (No.181)
and the General Principles and Operational Guidelines for Fair
Recruitment, and a Definition of Recruitment Fees and Related Costs,
recruitment fees and related costs can, according to the law, be borne
directly by migrant workers.

The Ugandan Association of External
Recruitment Agency is the association of PrEAs in Uganda established in
2013. It is an umbrella of agencies professionally working together to
spur growth of external recruitment in Uganda[7].
UAERA regulates and monitors the activities of member agencies together
with the MGLSD In 2022, a parallel body was established – External
Labour Agencies of Uganda[8].
Employers’ and workers organizations in Uganda, namely Federation of
Ugandan Employers (FUE) and National Organization of Trade Unions
(NOTU), participate actively in social dialogue related to labour
migration governance in Uganda.

In February 2022, the UAERA
and NOTU concluded a MoU which was witnessed by the FUE to activate the
Migrant Recruitment Advisory (MRA). Among others, the MoU foresees that
(1) the NOTU and FUE support UAERA to be recognized by the government of
Uganda as a sole association representing external recruiters, and (2)
to create a partnership to promote decent work in external employment[9].

For
Ethiopia, the Ethiopian Overseas Employment Proclamation 923/206 and
its amendment 1246/2021, defines three modes of recruitment and
placement for overseas employment, namely through public recruitment,
direct recruitment and recruitment through private recruitment agencies.
In Ethiopia, the role of PrEAs in low-skilled migration to the GCC and
Arab States is significant.

The country has so far ratified the
Private Employment Agencies Convention, 1997 (No. 181) and the
Employment Service Convention, 1948 (No. 88) but is yet to ratify the
ICMW and other labour migration related conventions including the
Migration for Employment Convention (Revised), 1949 (No.97), Migrant
Workers (Supplementary Provisions) Convention, 197 (No.143) and the
Domestic Workers Convention, 2011 (No. 189). The Ministry of Labour and
Skills (MoLS) is the main organ responsible for regulating labour
migration as well as licensing and supervising operations of PrEAs.
Moreover, the Ministry through the 1246/2021 amendment proclamation has
been given the authority to assign an “overseas employment inspectorate”
to monitor agencies’ compliance with the Proclamation (within
Ethiopia), rather than relying on the general and broader labour
inspectorate.

However, the functioning of these inspection
mechanisms is inconclusive, and the ILO assessment of the capacity and
practices of PrEAs in Ethiopia conducted in 2020 identified a few
concerns in relation to the capacity of monitoring [10].
MoLS has also developed and launched the Ethiopian Labour Market
Information System (E-LMIS), with a micro-service to facilitate overseas
employment “Ethiopian overseas workers”.
The system provides a list of active PrEAs and facilitates the linkage
between PrEAs and job seeker. With regards to recruitment services, fees
and related costs, the labour proclamation No. 1156/2019 requires PEA
as to provide its services “without charging directly or indirectly any
fee from the worker” (art. 13).

The Overseas Employment
Proclamation No. 923/2016 states that a PEA’s licence is revoked if it
receives payment in cash or in kind from a worker for overseas
employment services (art. 42(3)(i))[11].
However, the amendment proclamation 1246/2021 article 7(4) allows the
charging of fees for all employed overseas through employment agency,
other than in domestic work[12].
The Ethiopian Overseas Employment Agencies Federation (EOEAF) is an
umbrella organization established in 2020 and bringing on board many
private recruitment agencies in Ethiopia. The EOEAF actively
participates in different forums and dialogues aimed to improve
regulations and practices of labour migration management. With the aim
of ensuring responsible, fair and ethical recruitment practices and
support the Government in improving the labour migration governance in
the country, the EOEAF developed a Code of Conduct (CoC) in partnership
with the Ministry of Labour and Skills and the ILO.

The CoC
encourages professionalism, competence, integrity, accountability and
trustworthiness in overseas PEAs while promoting fair recruitment
practice in line with the ILO General principles and operational
guidelines for fair recruitment. The ILO has strengthened the capacity
of members of the EOEAF with the aim of establishing fair recruitment
process in Ethiopia. The capacity building initiatives include building
their capacity and operational set up to conduct their business in line
with Proclamation 923/2016 and its Amendment 1246/2021, as well as other
relevant national legislation, ILO Private Employment Agencies
Convention 1997 (No. 181) and the ILO General principles and operational
guidelines on fair recruitment, and definition of recruitment fees and
related costs; supporting in the development of a self-assessment tool
for PEAs/EOEAF members for monitoring and evaluation; and more recently,
the ILO has initiated the development of a sustainability strategic
plan for the EOEAF through the development of a sustainable business
model.

Tanzania has not yet ratified the Employment Service
Convention, 1948 (No. 88), the Private Employment Agencies Convention,
1997 (No. 181) nor the labour migration related conventions including
the Migration for Employment Convention (Revised), 1949 (No.97), the
Migrant Workers (Supplementary Provisions) Convention, 1975 (No. 143).
The country has also not yet ratified the Domestic Workers Convention,
2011 (No. 189) but it is the process towards ratification of this
convention. Recently the Tanzania Advisory Council on Labour-related
matters, the Labour Economic and Social Council (LESCO) sat to consider
and advise on this Convention alongside other five complimenting
conventions (C 122, 102, 187, 121 and 155) before submission to the
cabinet.

The Tanzania Employment Services Agency (TaESA) under
the Employment Services Unit, Prime Minister’s Office Labour, Youth,
Employment and Persons with Disability (PMO-LYED) is responsible for the
enforcement of the regulations of recruitment of Tanzania migrant
workers and the licensing and regulating PrEAs. Some laws and
regulations pertinent to national and international labour migration in
Tanzania include the Employment and Labour Relations Act, Cap.366; the
Labour Institutions Act, Cap. 300; the Non-Citizens (Employment
Regulation) Act No. 1 of 2015; the Employment Promotion Services Act
No.9 of 1990; the Non-Citizens (Employment Regulations) GN. No.331 of
2016; the Employment and Labour Relations (Code of Good Practice) Rules
of 2007; the National Employment Services (Private Employment Promotion
Agency) Regulations of 2014; and the Employment and Labour Relations
(General) Regulations of 2017. Tanzania is currently reviewing its
National Employment Policy 2008, which also addresses labour migration
issues.

The country is advancing the digitalization of its
employment services, initiating the development of the Employment
Services Management System (EMIS). The primary goal of this system is to
increase access and enhance the efficiency of employment services in
Tanzania. Progress includes the creation of various modules, such as the
Management of Private Recruitment Agencies module. This module, which
manages activities of Private Recruitment Agencies (PrEAs) including the
placement of Tanzanians in jobs and internship opportunities abroad, is
now complete and undergoing testing.

With disparities and
similarities in regulating PrEAs and the different levels of engagement
and role played by PrEAs, the International Labour Organization (ILO),
through the Better Regional Migration Management Programme (BRMM),
funded by the UK Foreign, Commonwealth and Development Office (FCDO)
seeks the services of an international consultant. The consultant will
conduct an assessment of the registration, licensing, and inspection
mechanisms of private recruitment agencies in Ethiopia, Tanzania and
Uganda to develop recommendations to improve regulation of PrEAs and
ensure the protection of migrant workers in the three countries.

The Better Regional Migration Management (BRMM) Project Phase II
The
ILO BRMM phase II project focuses on strengthening the capacities of
countries in East and Horn of Africa to govern labour migration using
evidence-based policies, enhance migrant workers’ qualifications and
skills, and actively engage social partners. The BRMM project active in
Djibouti, Ethiopia, Kenya, South Sudan, Somalia, Tanzania and Uganda (7
countries) implements three inter-related interventions namely:

• Labour
  migration policies and programmes that support fair and productive
  migration in the East Africa and Horn of Africa are evidence-based and
  gender sensitive.
• Labour migration governance is fair, equitable
  and effective recognizing skills and facilitating social inclusion and
  decent work.
• Labour migration governance is strengthened through being more inclusive of social partners.

Objective
The
overall objective of the assignment is to assess the effectiveness of
existing mechanisms for the registration, licensing, and inspection
mechanisms of private recruitment agencies in Ethiopia, Tanzania and
Uganda, and develop actionable recommendations to improve the regulation
of PrEAs to ensure more effective regulation and monitoring, better
protection of workers’ rights, and systems that are more responsive to
employment policies and labour market needs.

The assessment should address the following for each country:
Background

• Brief labour migration context, with a focus on the role played by PrEAs
• Brief assessment on recruitment placement regulation, monitoring and enforcement in 2-3 major destination countries
• Most common challenges related to registration, licensing, and inspection of PrEAs (origin and destination country)

1. Registration, licensing and inspection mechanisms of PrEAs
2. Situational
   analysis. This section will review the environment PrEAs operate in the
   three countries. It will map out Standard Operating Procedures (SOPs)
   for registration, licensing and inspection including legal requirements
   for operating a PrEA and assess the effectiveness of services focusing
   on, among other issues, reliability and responsiveness. This section
   will also review existing mechanisms/approach to incentivise or sanction
   PrEAs and identify any existing remedies for victims of recruitment
   abuse. In addition, this section will assess the role of informal
   recruiters, focusing on subcontracting practices and mechanisms used to
   recruit. Finally, depending on the analysis a sector-specific analysis
   will be considered, especially focused on low-skilled sector.
3. Legal
   and policy gap analysis vis a visrelevant international standard and
   guiding policies, including C181 and the GPOG/Definition. This section
   will provide detailed information on existing legal and policy
   frameworks in each country to regulate and monitor PrEAs and govern
   payment of recruitment fees and costs. The analysis will also review
   non-statutory regulations, any provisions regarding regulation of PrEA
   that are contained in BLMAs.
4. Institutional analysis. This
   section will assess the three country’s institutional framework to
   regulate PrEA and identify gaps. It will review roles and
   responsibilities of the key line ministries and institutions involved in
   the regulation of PrEAs such as the Ministries of Labour, Public
   employment service and Labour Administration (labour inspection). It
   will also assess the role of social partners (and civil society
   organizations) in actions on fair recruitment. Finally, this section
   will also review the partnership and collaboration of PrEAs and PES in
   the three countries.
5. Recommendations
   Recommendations to
   improve registration, licensing and monitoring of PrEAs in each country,
   with a focus on actionable interventions for relevant stakeholders. The
   recommendations should take into account measures that will ensure that
   recruitment practices are transparent, effectively regulated, monitored
   and enforced; that they protect all workers’ rights; and that they
   efficiently inform and respond to employment policies and labour market
   needs. The recommendations should draw on ILS, international best
   practices and meet the countries’ different contexts.

In
addition, the assessment should identify international best practices
(4-5 best practices) in regulating PrEAs to better inform
recommendations with a likelihood of replication in the assessed three
countries. The best practice cases can focus on licensing and
monitoring, licensing requirements for recruitment agencies, effective
legal frameworks for regulating PrEAs, alternatives to statutory
regulation including self-regulation mechanism, performance-based
incentives and sanctions for PrEAs, the importance of multi-disciplinary
inspection, and PrEA and PES partnership.

Methodology

• Desk
  review, including mapping of relevant stakeholders, situational
  analysis, legal and policy analysis and institutional analysis
• Key informant interviews (KIIs) with relevant stakeholders, to be agreed with ILO and the Ministries of Labour
• Presentation of preliminary findings in an online workshop to key stakeholders for feedback before finalising the report
• Deliverables and timeframe

The consultancy work will take 45 days within a period of five months. Below are major deliverables.

•  Inception
  report including his/her understanding of the assignment, detailed
  methodology notes, research and analysis tools and a realistic and
  detailed workplan
• First draft of the report
• Delivery of
  presentation in 2-hour online workshop to key constituents of the three
  countries, ILO and other relevant stakeholders to validate research
  findings
• 4-6 pages of policy briefs summarizing major findings and recommendations for each country
• Final full report, and incorporating feedback

Payment schedule

• 30%
  upon submission of an acceptable inception report including his/her
  understanding of the assignment, detailed methodology notes, research
  and analysis tools and a realistic and detailed work plan
• 30% upon submission of an acceptable draft report ready for presentation to stakeholders
• 20% upon delivery of presentation in 2-hour online workshop to key constituents to validate research findings
• 20%
  upon submission of the final full report, incorporating feedback and 4 –
  6 page policy briefs summarizing major findings and recommendations for
  each country 

 

The international consultant will work under the overall supervision of the ILO BRMM phase II project Chief Technical Advisor.

Key reference materials
ILO (2024) Fair recruitment roadmap: A guide for national action (forthcoming)
ILO (2024) Global study on recruitment fees and related costs: Second edition (forthcoming)
African Union, 23 May 2024, Doha Declaration on Labour Mobility between the Gulf Cooperation Council, Lebanon, Jordan and African Member States
ILO, 21 October 2023, Communique: First-Ever African Labour Migration Conference concludes in Abidjan
ILO (2022) Achieving fair and ethical recruitment: Improving regulation and enforcement in the ASEAN region
ILO (2022) Labour inspection and monitoring of recruitment of migrant workers
ILO (2022) Fair recruitment and access to justice for migrant workers
ILO (2021) Africa Regional Fair Recruitment Report: The recruitment of migrant workers to, within and from Africa
ILO (2019) General principles and operational guidelines for fair recruitment and definition of recruitment fees and related costs

ILO (2019) Establishing Fair Recruitment Processes: An ILO online training toolkit
ILO (2015) Protection
of migrant workers in the recruitment and third-party employment
process: International standards and guiding principles given by the
Private Employment Agencies Convention, 1997 (No. 181) and Private
Employment Agencies Recommendation, 1997 (No. 188)

Selection criteria and expressions of interest

• Advanced University in law or social science or related disciplines
• Proven expertise in labour migration, labour law and justice. Proven experience in conducting similar assignments
• Al least 5 years of proven experience in conducting legal and policy research in the African region
• Demonstrated
  understanding of the labour migration context and protection issues in
  East Africa, with a focus on Ethiopia, Tanzania and Uganda
• Demonstrated
  understanding of the different experiences of men and women in labour
  migration, and how to formulate gender-responsive policy recommendations
• Experience in working with the ILO and its constituents, or other United Nations agencies is an asset
• Proven ability to deliver high quality outputs in line with agreed budget and deadlines
• Excellent command of English

Evaluation criteria
Expertise and qualification
Evaluation criteria
Maximum score
Weighting

Applicant has the necessary advanced degree as stated in the ToR
10
10

Applicant
has proven expertise in labour migration, labour law and justice.
Applicant has proven experience in conducting similar assignments
10
10

Applicant has at least 5 years of proven experience in conducting legal and policy research in the Africa region
10
10

Applicant
has proven understanding of the labour migration context and protection
issues in East Africa, with a focus on Ethiopia, Tanzania and Uganda
10
10

Proposed approach to deliver the ToR’s scope of work
Based
on the submitted technical proposal, the applicant demonstrates its
ability in conducting similar research and formulating gender-responsive
policy recommendations. It has demonstrated its understanding of the
different experiences of men and women in labour migration. The
technical proposal also includes a realistic action/work plan.
10
30
Based
on the submitted proposal, applicant demonstrates appropriate
approach/methodology to be used to deliver on the objectives of the
assignment including any innovation/new idea proposed.
10
30

Recommended presentation of proposal
Interested consultant must submit the following documents:

• Technical
  proposal, specifying the understanding of the assignment, methodology,
  approach, proposed work, and work plan. The technical proposal must
  respond to the evaluation criteria defined above and cite examples of
  work, while attaching samples of reports of similar work done
  previously. Candidate’s CV should also be attached highlighting its
  qualifications and relevant experiences in line with the assignment and
  providing contact details (email and telephone number) of the candidate
  and at least three (3) professional references.
• Financial
  proposal, the interested consultant is requested to provide a financial
  offer in USD and include separately professional fees related to the
  activity and costs for field mission. Field mission will be taken to the
  three countries (Ethiopia – Addis Ababa, Uganda – Entebbe and Tanzania –
  Dar Es Salaam).

Description Unit of measurement Unit rate Nbr of days Total
Consultancy fee Daily consultancy fee 45
Travel cost*
DSA (consultation in UN DSA rate per day USD209
Ethiopia –
Addis Ababa)
DSA (consultation in UN DSA rate per day USD184
Uganda –
Entebbe)
DSA (consultation in UN DSA rate per day USD225
Tanzania –
Dar es Salaam)
Air fair Cost of a round-trip
ticket for Addis Ababa,
Uganda and Dar es Salaam

Total travel cost
TOTAL consultancy fee + travel cost
*Number of mission days must be defined within the technical proposal.
[1] World Economic Confederation, (2023) Economic report
[2] World Economic Confederation, (2023) Economic report
[3] ILO, (2015) Protection of migrant workers in the recruitment and third party employment process
[4] ILO, (2021) Africa Regional Fair Recruitment Report: The recruitment of migrant workers to, within and from Africa
[5] ILO, (2023) Communique: First-Ever African Labour Migration Conference concludes in Abidjan
[6] ILO, (2022) Labour inspection and monitoring of recruitment of migrant workers, technical brief
[7] wcms_849246.pdf (ilo.org)
[8] External Recruitment Agencies Split Over Conflict of Interest :: Uganda Radionetwork
[9] wcms_849246.pdf (ilo.org)
[10] ILO (2022) Assessment of the capacity and practices of overseas Private Employment Agencies in Ethiopia
[11] ILO (2021) Africa regional fair recruitment report:The recruitment of migrant workers to, within and from Africa
[12] Excise Tax (Amendment) Proclamation No. 1229-2020 (wordpress.com)

How to apply
Interested individual consultants can send questions if any to the ILO’s Procurement Unit in Addis Ababa, Ethiopia (ADDIS_PROCUREMENT@ilo.org) until 20 August 2024 Questions will be answered and shared with the interested organizations by the Close of Business on 22 August 2022
Completed technical and financial proposals are to be submitted to ADDIS_PROCUREMENT@ilo.org by the Close of Business on 29 August 2024.
Note:
This is not a job post. Only individual consultant who submits a technical and financial proposal will be considered.
Go to our Homepage To Get Relevant Information.
Offers from a firm and a group of individual consultants will not be considered.