European Trade Union Committee for Education

Over the past year, Azerbaijan’s trade union movement has entered a qualitatively new phase. This transformation is reflected not only in declarations, but also in management practices, the speed and quality of service delivery, the effectiveness of legal mechanisms, and, most importantly, in tangible outcomes that are felt in the daily lives of members. For education and science workers, expectations are clear: a trade union must be accessible, responsive to requests, capable of protecting rights through real procedures, and able to make a measurable contribution to social well-being. TUSEW has placed this approach at the very centre of its activities.

TUSEW is a nationwide trade union organization under the Azerbaijan Trade Unions Confederation (AHİK) that represents and protects the labor, social, and economic rights of education and science sector employees across the country. It unites a large network of member bodies—5,782 primary trade union organizations, 147 member organizations, and 405,181 members—working to support workers’ interests, improve working conditions, and foster professional solidarity among its members.

Structural reforms and digitalization initiatives at the AHİK level have transformed social service delivery. The launch of the e-AHIK electronic sanatorium and resort reservation system improved transparency and efficiency in voucher allocation, reduced waiting times, and enabled full traceability of applications. We established the Resort Tourism Information Centre to implement a "one-stop-shop" principle for voucher provision. Verification and processing are now integrated into a single workflow, resulting in improved service quality, decreased administrative delays, and clearer institutional accountability. The Call Centre has strengthened direct communication with members. Systematic registration and correct routing of applications have directly improved the service speed and effectiveness, while regular reception hours resolved issues on the spot and enhanced transparency and accountability.

The “AHİK Volunteers” initiative, launched in October 2024, allowed more than 700 young people to join the programme. This demonstrates growing youth interest in civic engagement and the need for renewal within the trade union movement. Simultaneously, the “Decent Work Ambassadors” initiative contributes to embedding the decent work values more deeply in society. All these activities are aligned with the Confederation’s Development Strategy for 2025–2027 and are being implemented through a phased action plan.

Global Strategic Context and International Standards

Recent international discussions have once again underscored the importance of global cooperation in shaping the future of the teaching profession. In January 2026, TUSEW participated in a sub‑regional strategic meeting in Tbilisi, organised within Education International’s Go Public! Fund Education campaign and led by ETUCE. The meeting reaffirmed the relevance of the UN High‑Level Panel’s 59 recommendations, which continue to guide international education policy.

UNESCO’s estimate that 44 million additional primary and secondary teachers will be needed by 2030 highlights the severity of the global teacher shortage. Participants stressed that investment alone is insufficient: education systems must adopt coordinated strategies to recruit, retain and support teachers throughout their careers. Sustainable public financing — including the benchmarks of 6% of GDP and 20% of public expenditure for education — remains essential.

From my perspective as Chairman of TUSEW, these recommendations offer a practical roadmap for national reform and for strengthening the role of education trade unions. Long‑term investment in well‑supported teachers, through competitive salaries, continuous professional development and adequate teaching materials, is more effective than short‑term crisis responses. This aligns closely with TUSEW’s ongoing efforts.

The discussions also confirmed that teacher shortages and attrition are widespread. OECD data showing an average 6.5% attrition rate in 2022/23 emphasise the need for improved working conditions and stronger labour protections. Addressing territorial inequalities — including incentives for teachers in remote or hardship areas — remains critical for ensuring equitable education.

Strengthening the professional status and public recognition of teachers was identified as another priority. Secure employment, fair salaries and robust collective bargaining frameworks are vital to ensuring stability, while teacher well‑being and manageable workloads are now recognised as essential components of quality education.

Finally, the digital transformation of education requires a balanced approach in which technology and artificial intelligence support, rather than replace, teachers. Human‑centred pedagogy and professional autonomy must remain at the heart of education systems.

For TUSEW, these recommendations are not abstract principles but concrete guidance. The Tbilisi discussions affirmed that Go Public is both a call for sustainable funding and a collective effort to confront systemic challenges affecting recruitment, retention and the long‑term sustainability of the teaching profession. Our responsibility is to translate these international commitments into measurable improvements within Azerbaijan’s education system.

Practical Enforcement and Tangible Results

One of the most sensitive areas in labour relations for education and science workers is the practical enforcement of rights, including cases of dismissal, reinstatement, violations of labour standards, excessive workload and occupational safety issues. Therefore, legal protection must be a system, not a campaign. In 2025, as a result of TUSEW’s interventions, additional wage supplements due to disability were secured for 6,163 employees. 533 employees working in hazardous and harmful conditions were granted additional leave and reduced working hours, and their mandatory medical examinations were organized.

In 98 cases, salary miscalculations were corrected and the amounts owed to employees were restored. 92 employees at risk of dismissal were placed in alternative positions. In 53 cases, leave calculations were corrected in line with labour legislation, and 52 labour disputes were resolved at commission level before reaching court. Simultaneously, 49 members received direct legal assistance, and 15 improperly imposed unpaid leave cases were prevented. In 12 cases, additional payments for job substitution and 11 cases for temporary replacement were ensured. In 11 cases, dismissals initiated by employers were prevented, thereby protecting employees’ jobs. Additionally, two employees were reinstated to their previous positions without the need to go to court.

The main achievement here is not only the resolution of individual cases, but also the growing sense of confidence among teachers that rights protection must be predictable, lawful, and operational. To strengthen this work, the Occupational Safety and Legal Assistance Center was founded by AHİK, providing members with legal advice, awareness-raising training, and practical sessions to identify and address problems at an early stage.

Social benefits are a key indicator of trust in trade unions. In 2025, more than 71,000 members received bonuses and financial aid. Up to 40,000 education workers and their family members benefited from sanatorium and resort services on preferential terms — nearly a threefold increase compared to previous years. This growth is the result of improved service mechanisms and expanded access. In partnership with various stakeholders, programmes covering leadership, effective communication, artificial intelligence and occupational safety have been organized to help teachers adapt to rapidly changing realities.

TUSEW’s social impact extends beyond labour relations. Scholarship and social programmes contribute to educational continuity and equal access to opportunities. To date, 3,179 students have benefited from the “Trade Union Scholarship” programme, while 189 students have received support under the “Support for Girls’ Education” initiative. In addition, 50 students from Karabakh University have been included in scholarship programmes, contributing to regional social sustainability. A psychological support programme covering approximately 10,000 education workers, as well as initiatives such as the “Master Class” programme involving 2,000 teachers, demonstrate a more holistic approach to teachers’ professional well-being.

One of TUSEW’s most sensitive and strategic areas of work is the private education sector. In this sphere, collective agreements are a key instrument for improving working conditions and institutionalizing rights protection. Over the past year, trade union organizations have been established in approximately 8 private education institutions, and their affiliation with TUSEW represents tangible progress in this field.

The signing of a new Collective Agreement with the Ministry of Science and Education of the Republic of Azerbaijan in 2025 marks a more modern approach to labour relations. Its significance lies not only in updating the legal framework, but also in introducing contemporary governance principles, strengthening mechanisms for social justice, inclusiveness and gender equality at the institutional level, and ensuring systematic support for the social and professional well-being of education workers.

For TUSEW, this new phase is not a slogan — it is a management standard: digital services, systematic legal protection, enhanced social support and expanded collective bargaining. Our goal is to give practical meaning to the idea of standing by education workers — by building a trade union model that responds to requests, protects rights, strengthens well-being and delivers measurable results.