Short-term contracts and agency workers

The electronics industry relies heavily on temporary agency workers or those with very short-term contracts. They are often paid significantly less than directly-employed workers, especially if they are migrant workers, and are more vulnerable to a range of issues.

Temporary workers often feel they can't refuse overtime as they are at greater risk than direct workers of losing their jobs. Abusive termination, where workers are fired without just cause, based on other reasons, is also common.

With their temporary status these workers are even more dependent on the factory or employment agency. This can make them reluctant to make use of grievance mechanisms as they fear it would jeapordise their contract renewal.

Workers on temporary or short-term contracts are at higher risk of suffering workplace accidents. They often do not work long enough in a single factory to become familiar with its layout, emergency exits and evacuation routes. Safety training is not always given to precariously employed workers or is less complete than given to direct workers.

Temporary agency workers are additionally vulnerable. They are often not entitled to the same benefits as directly employed workers, and may not qualify for social security benefits or paid leave. In other cases, subcontracting agencies who employ them not fulfil their legal requirement to register workers for social security.

Agency workers are frequently excluded from union representation and collective bargaining.