Survey finds Sarawak oil palm plantations biggest culprit in forced labour practices


Desmond Davidson

Findings from a 2018 employment survey in oil palm plantations carried out by the Ministry of Plantation Industries and Commodities reveal that Sarawak has the highest prevalence of working children among Peninsular Malaysia, Sabah and Sarawak. – The Malaysian Insight file pic, March 10, 2022.

THE practice of forced labour in the plantation industry is most prevalent in Sarawak’s oil palm plantations, according to 2018 findings by the Ministry of Plantation Industries and Commodities (MPIC).

The employment survey in oil palm plantations, carried out to estimate the pervasiveness of forced labour and child labour in oil palm plantations in Malaysia, found the prevalence in the country is 0.8% or eight out of 1,000 oil palm workers.

While the prevalence rates were considerably higher in Sarawak (1.3%) than in Peninsular Malaysia and Sabah, each at 0.6% respectively, the survey also found more than half of the forced labour are in Sarawak, followed by Sabah at about one-third.

The survey was shared at the online Human Rights Commission (Suhakam) stakeholder consultation on forced labour issues in the plantation industry discussions this afternoon.

Sarawak also recorded the highest prevalence of working children among the three regions at 20.4% in the survey.

Working children are defined as those aged between five and 17 years old.

The survey found the prevalence rate is estimated at 14.5% in Malaysia, about 42,500 working children, and among the three regions – Sarawak , Sabah and Peninsular Malaysia – Sarawak recorded the highest.

The report also stated that out of every 10 working children, seven are Malaysians.

Sarawak again topped the three regions in the category of child labour.

The survey found Sarawak, at 15.3%, has the highest prevalence rate for child labour out of the total number of children associated with oil palm workers.

It is 11.5% in the peninsula and 12.1% in Sabah.

Child labour is defined as all persons below 18 years old associated with oil palm workers who are engaged in work that is likely to harm their health, safety or morals.

The survey estimated that 33,600 children aged 5-17 years are child labour in the plantation industry and of all child labour in oil palm plantations, it was estimated there are 19,800 of them are in Sabah and 13,200 in Sarawak.

The survey also revealed that three out of every four in child labour are unpaid family workers with the majority – 58.9% – still schooling full-time.

In his opening remarks, Human Rights Commission (Suhakam) chairman Othman Hashim said there is an urgent need for Malaysia to immediately put in place effective measures to circumvent and remedy forced labour practices that are occurring in the country or involving Malaysian companies.

“Forced labour is a criminal offence and a violation of fundamental human rights. It has a strong negative impact on society, on business and on the economy,” he said.

Othman said in order to effectively eradicate modern slavery in all its forms, the root causes of forced labour need to be addressed.

He added that eradicating all forms of forced labour, which has been set out in Target 8.7 of the 2030 Development Agenda, “is fundamental because it underpins all the other efforts that have been made to improve people’s well-being through decent work, whether it is improving their skills or enhancing their social protection or protecting them against discrimination”.

“It is important that governments the world over, including the government of Malaysia, honour their commitment to achieve the sustainable development goals (SDGs).”

Othman also said Suhakam is looking for tangible results from the National Action Plan on Forced Labour (NAPFL) 2021-2025 that was launched in November last year to address and eradicate forced labour.

He said there must be law reform and effective remedies to be formulated, approved and implemented, at the earliest possible date.

“Suhakam looks forward to the NAPFL to critically address, among others, more stringent requirements for companies to implement effective due diligence procedures and grievance mechanisms, particularly in their employment practices.” – March 10, 2022.


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