Quick answer: Freedom of association is the right of workers to form and join organisations of their choice, such as trade unions, without interference or punishment. It is linked to the right to collective bargaining. Employers respect it by allowing workers to organise freely and by engaging in good-faith dialogue. Buyers check this right in social audits.
Key takeaways – Workers may form and join organisations of their choice. – Employers must not punish or discriminate against members. – Collective bargaining is a related right. – Worker committees can help dialogue but do not replace unions.
The basic principle
Freedom of association is one of the fundamental principles in international labour standards. It means workers can create or join trade unions and other workers’ organisations, and these organisations can operate without employer control. National law, including Indonesian law, also recognises this right, with its own procedures for registration and bargaining.
What employers should and should not do
| Should | Should not |
|---|---|
| Inform workers of their rights | Discourage membership |
| Allow meetings outside work tasks | Threaten or dismiss organisers |
| Bargain in good faith | Create employer-controlled unions |
| Keep records of agreements | Favour non-members in pay or promotion |
Collective bargaining
Where a union represents workers, the employer and union may negotiate a collective agreement on wages, hours and conditions. Good-faith bargaining means meeting, sharing relevant information and trying to reach agreement. Agreements should be written, signed and made available to workers.
Worker committees
Where no union exists, some companies set up worker committees for dialogue on safety, welfare or grievances. These can be useful, but members should be elected by workers, not chosen by management, and committees should not be used to block unions.
Practical steps for suppliers
- Include freedom of association in the company’s labour policy.
- Explain workers’ rights during induction.
- Train supervisors not to interfere with organising.
- Provide a grievance channel that protects confidentiality.
- Keep minutes of meetings with worker representatives.
What auditors check
Auditors review policies, collective agreements and meeting records. They interview workers privately and ask whether they feel free to join organisations. They also look for signs of discrimination against union members, such as unexplained dismissals.
Why it matters for buyers
Freedom of association allows workers to raise concerns collectively, which can reveal problems early. Many buyers include it in their codes of conduct and human rights due diligence. Suppliers that respect it usually have clearer communication with their workforce.
Where does IMC fit?
PT Integral Mulia Cipta (IMC Group) has produced coconut sugar in Central Java, Indonesia, since 2012. Since 2025, IMC’s GIZ develoPPP partnership has supported training and safer work. Buyers with questions on social topics can contact IMC at info@organic-coconut-sugar.com.
FAQ
Is freedom of association a legal right? Yes, under international standards and national laws.
Can a worker committee replace a union? No. It can support dialogue but should not block unions.
What is collective bargaining? Negotiation between employer and worker representatives.
Do audits cover this topic? Yes, through records and private worker interviews.
Questions about coconut sugar for your products? PT Integral Mulia Cipta (IMC Group), a Central Java producer since 2012, is happy to help. Email info@organic-coconut-sugar.com or WhatsApp +62 811 880 62273.