International Youth Day 2022- Raising Awareness about Child Labour

Some Facts About Child Labour in the Region

1) 10.5 million children in Latin America and the Caribbean are involved in child labour.

2) Approximately 2.9 in 10 children involved in child labour are in the informal sector.

3) Children from rural areas, girls especially, begin working between the ages of 5 and 7.

4) The decrease in child labour for girls was half that recorded for boys.

5) A fundamental decrease in hazadous child labour occured in Latin America and the Caribbean between 2012 and 2016

What is Child Labour?

Not all work done by children should be classified as child labour that is to be targeted for elimination. The participation of children or adolescents above the minimum age for admission to employment in work that does not affect their health and personal development or interfere with their schooling, is generally regarded as being something positive. This includes activities such as assisting in a family business or earning pocket money outside school hours and during school holidays. These kinds of activities contribute to children’s development and to the welfare of their families; they provide them with skills and experience, and help to prepare them to be productive members of society during their adult life.

The term “child labour” is often defined as work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. It refers to work that:

is mentally, physically, socially or morally dangerous and harmful to children; and/or
interferes with their schooling by: depriving them of the opportunity to attend school; obliging them to leave school prematurely; or requiring them to attempt to combine school attendance with excessively long and heavy work.

Whether or not particular forms of “work” can be called “child labour” depends on the child’s age, the type and hours of work performed, the conditions under which it is performed and the objectives pursued by individual countries. The answer varies from country to country, as well as among sectors within countries.

The worst forms of child labour

Whilst child labour takes many different forms, a priority is to eliminate without delay the worst forms of child labour as defined by Article 3 of ILO Convention No. 182 :

all forms of slavery or practices similar to slavery, such as the sale and trafficking of children, debt bondage and serfdom and forced or compulsory labour, including forced or compulsory recruitment of children for use in armed conflict;
the use, procuring or offering of a child for prostitution, for the production of pornography or for pornographic performances;
the use, procuring or offering of a child for illicit activities, in particular for the production and trafficking of drugs as defined in the relevant international treaties;
work which, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety or morals of children ("hazardous child labour", see below)

Hazardous child labour, one of the worst forms of child labour

Hazardous child labour or hazardous work is the work which, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety or morals of children.

Guidance for governments on some hazardous work activities which should be prohibited is given by Article 3 of ILO Recommendation No. 190 :

work which exposes children to physical, psychological or sexual abuse;
work underground, under water, at dangerous heights or in confined spaces;
work with dangerous machinery, equipment and tools, or which involves the manual handling or transport of heavy loads;
work in an unhealthy environment which may, for example, expose children to hazardous substances, agents or processes, or to temperatures, noise levels, or vibrations damaging to their health;
work under particularly difficult conditions such as work for long hours or during the night or work where the child is unreasonably confined to the premises of the employer.