Preamble

1. We, the Labour and Employment Ministers of the G7 and the Executive Vice-President of the European Commission, convened at the International Labour Organization’s headquarters in the margins of the International Labour Conference on 9 June 2026 alongside the Director-General of the International Labour Organization, the Deputy Secretary-General of the Organisation for Economic Co-operation and Development, and leaders of workers’ and employers’ global organisations, namely Labour 7 and Business 7.

2. This year’s Presidency has proposed focusing the G7 agenda on discussing global imbalances and reinforcing international partnerships, demonstrating our collective capacity to respond to structural macroeconomic challenges with coordinated and forward-looking action.

3. In this context, the G7 Social Presidency has tackled these challenges from a social perspective. Therefore, discussed on two mutually reinforcing priorities i.e. promoting quality jobs and strengthening decent work, and thus contributing to upholding a level-playing field at the national and international levels.

These priorities are translated into concrete outcomes through practical, operational and forward-looking measures designed to move from shared ambition to tangible implementation.

Promoting quality jobs with fair remuneration, safe working conditions, and job opportunities

a/ Building on the Apulia G7 Leaders’ Communiqué (2024), the G7 declaration in Cagliari, and the G7 Action Plan for a human-centred adoption of safe, secure and trustworthy AI in the World of Work, reaffirmed by the G7 leaders’ declaration on “AI for Prosperity” in Kananaskis, Canada (2025), we continue our joint efforts for ensuring that our G7 workforce is provided with accessible lifelong upskilling and reskilling opportunities, with the view to expand the use of AI in the workplaces.

b/ To this end, we will establish an interactive digital “G7 AI Training Hub,” hosted by the OECD, designed for fostering mutual learning and the exchange of best practices, that would complement and highlight existing initiatives. The Hub will provide a structured, comparable, and updated, as appropriate, overview of public and private AI training programmes across G7 members.

a/ Success in increasing labour force participation is due to a number of factors, including longer working lives and more flexible working arrangements. Despite demographic ageing in G7 economies, for example, our efforts have led for the past two decades to an increase in the labour force participation of older workers.

b/ Noting the challenge of reaching out to people outside the labour market, we will intensify our efforts to increase our workers’ participation to the labour market across all age groups, including by boosting workers’ employability, adaptability, and retention with a particular emphasis on providing access to quality jobs and expanding job opportunities for workers previously left behind.

a/ Labour mobility is a key driver of innovation and productivity for our workforce, fostering confidence in the future of work while adapting to labour market needs. Furthermore, labour mobility and career progression are essential to help workers transition towards quality jobs while maintaining access to skills and talent development.

b/ We will convene a G7 Conference on Labour Mobility and Career Progression on 14 December 2026 in Paris. A Compendium of G7 best practices will be published prior to the Conference and subsequently complemented by its findings.

Strengthening Decent Work to Safeguard Fair Competition and Economic Resilience

a/ Fully aware of the growing strategic importance of critical minerals, we commit to taking steps to ensure that these resources are extracted under conditions that uphold dignity, safety, and respect for human and labour rights, including in contexts where the implementation of fundamental principles and rights at work remains deficient.

b/ Building on ongoing international efforts that have reaffirmed the importance of responsible business conduct and standards-based markets for critical minerals during successive G7 Presidencies—Japan (2023), Italy (2024), and Canada (2025)—, we endorse and will disseminate the “G7 Toolkit for Standards-Based Criteria to Identify Risks of Forced Labour in the Extraction of Critical Minerals”. We highlight its voluntary and adaptable approach that encourages early and sustained cooperation with governments, businesses, workers’ and employers’ organisations, and local stakeholders to identify structural drivers of risk and support practical measures for responsible business conduct.

A Unifying Objective: Upholding the Global Level Playing Field

a/ We have discussed strategies to achieve a global level playing field, bringing a particular focus on the labour dimensions of fair competition. We recognise that upholding a global level playing field requires i) addressing unfair labour competition through labour exploitation and the circumvention of labour standards and ii) preventing the risk of job displacement of our domestic labour force.

b/ Reducing exposure to unfair competitive practices requires the effective implementation of the ILO Fundamental Principles and Rights at Work (FPRW). It also requires strengthening an economic model based on innovation, skills and job-rich growth. This includes encouraging long-term business investment, developing skills, supporting strategic value chains, fostering decent working conditions and improving transparency throughout subcontracting chains.

c/ We call for the continuation of these discussions within the Employment Working Group (EWG), in partnership with the Labour 7 and Business 7, and with the support of the ILO and the OECD.

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Source: Official website of France's G7 presidency

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	Please send comments to: g7@utoronto.ca This page was last updated June 10, 2026.