The ILO’s 2025 Forced Labour Indicator Update: What Stood Out to Me

The ILO released an updated version of its Indicators of Forced Labour in 2025 — the first major revision since 2012. At first glance, not much seems to have changed as the 11 core indicators are the same. But after digging in, it’s clear what has changed is the way they’re explained and applied. The revised guidance feels far more practical and grounded in real-world cases, especially in complex global supply chains.

A few updates really stood out to me. Abuse of vulnerability now clearly calls out migrant status, irregular residency, and recruiter behavior — all factors we see again and again in high-risk contexts. Deception is no longer just about false promises at recruitment; it includes ongoing contract changes, language barriers, and unclear employment terms that keep workers trapped.

There’s also much sharper guidance on wages and debt. Withholding pay, unfair deductions, falsified records, and escalating recruitment fees are all explicitly linked to forced labour risk, which helps move the conversation beyond “low wages” to actual mechanisms of control.

Another important shift is the focus on coercion to stay, not just poor conditions. Abusive working or living conditions now matter most when workers can’t realistically leave. Excessive overtime includes penalties for refusing extra hours, and indicators like restriction of movement, isolation, and retention of documents better reflect realities in employer-provided housing and tightly controlled workplaces.

One notable addition is a new section on state-imposed forced labour. While there are no new indicators, the ILO acknowledges that coercion isn’t always employer-driven — sometimes it’s systemic.

Overall, the revised indicators are more worker-centered and practical. For businesses, auditors, and supply chain assurance professionals, they reinforce a critical message: forced labour risk require effective due diligence and deeper scrutiny of recruitment practices, power imbalances, and the lived experience of workers.