Labour Rights Index

Three findings from the report

• 68countries score 0 on forced labour

  The ban is usually already there

  Most countries prohibit forced labour. The gaps sit elsewhere in the law: prison work for private companies, prison sentences with compulsory labour for peaceful strikes, shipping discipline, or national service beyond military work. 56 countries that met the earlier benchmark do not meet the stricter 2026 one.

• 142 of 168have a legal route to classify platform workers by the facts

  From contract labels to working reality

  The platform contract no longer decides a worker’s status on its own: courts and laws look at how the work is actually organised. ILO Convention No. 193, adopted on 12 June 2026, now requires correct classification of platform workers, guided mainly by the facts.

• A legal floor for human rights due diligence

  A high score shows that a legal baseline exists, not that there is no risk. A low score is the stronger signal: the legal floor cannot be relied on, so a company’s own due diligence and grievance mechanisms must carry more weight.

Read the analysis in the report

• Childcare Services

  A new test of legally established childcare services.

  Added to indicator: 04Family Responsibilities

• Right to Leave or Refuse Dangerous Work

  A new test of the right to leave serious danger without retaliation.

  Added to indicator: 06Safe Work

• Social Dialogue

  A new test of consultation with workers and employers before labour-policy decisions.

  Added to indicator: 10Freedom of Association and Collective Bargaining

Score changes can reflect legal reforms, revised rules or corrected evidence, not only changes in protection.

Between 1 January 2024 and 1 January 2026, the Index recorded 134 legal changes in 70 countries. 70 of them changed a component score; the other 64 improved or weakened the law without changing a score.

• ✓Score rose from 0 to 1
• ✗Score fell from 1 to 0
• ▲Law improved, score unchanged
• ▼Law weakened, score unchanged

A reform that changes one component moves the overall score by 2 points, or 2.5 in Safe Work and in Child Labour and Forced Labour, which have four components each. These examples describe changes in legal protection. They do not establish how effectively a law is enforced, or a country’s overall score.

Explore all 134 legal changes in the report

These are readable summaries of the Labour Rights Index 2026 methodology. Each component receives 1 when its requirements are met and 0 otherwise, with no partial credit. The Index assesses law, not enforcement; the standard reference case and dates apply throughout. How scoring and the reference case work.

1. Fair Wages

   01

   Pay floors and the rules that govern when and how workers are paid.

   5 components

   • Minimum Wage
   • Regular Wage
   • Overtime Premium
   • Weekly Rest Work Compensation
   • Night Work Premium
   Explore methodologyClose methodology: Fair Wages

   Fair Wages: scoring criteria

   5 equally weighted components · 20 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 1.1

      Minimum Wage

      Scores 1 whenA binding minimum wage applies and its rate has been revised within the 24 months before the reference date.

      Key qualificationsA statutory rate, wage-setting order or binding national or sectoral agreement can qualify. An outdated rate does not. The 24-month interval is an LRI benchmark.

   2. 1.2

      Regular Wage

      Scores 1 whenThe law sets an enforceable pay interval and payment deadline, including any bounded grace period.

      Key qualificationsHourly, daily, weekly, fortnightly or monthly arrangements can qualify. Timing left entirely to the employer does not.

   3. 1.3

      Overtime Premium

      Scores 1 whenOvertime attracts a monetary payment of at least 125% of the ordinary hourly rate.

      Key qualificationsA graduated rate can qualify if every hour beyond 48 in a week attracts at least 125%. Time off alone, without extra cash payment, does not.

   4. 1.4

      Weekly Rest Work Compensation

      Scores 1 whenWork on the weekly rest day must be followed by equivalent compensatory rest.

      Key qualificationsAn additional cash premium is allowed, and the timing of rest may be agreed. Cash alone, or an option to waive the replacement rest, does not qualify.

   5. 1.5

      Night Work Premium

      Scores 1 whenNight work attracts a mandatory premium, allowance or reduction in working hours.

      Key qualificationsThe rule must establish a binding minimum entitlement. No specific percentage premium is required, but benefits left solely to employer or individual discretion do not qualify.

   Summary of the methodology, Indicator 1. Back to the indicators

2. Decent Working Time

   02

   Limits on working time, with time to rest, take holidays and recover.

   5 components

   • Normal Weekly Working Hours
   • Maximum Weekly Working Hours
   • Weekly Rest Hours
   • Paid Public Holidays
   • Annual Leave
   Explore methodologyClose methodology: Decent Working Time

   Decent Working Time: scoring criteria

   5 equally weighted components · 20 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 2.1

      Normal Weekly Working Hours

      Scores 1 whenNormal working time is legally limited to 48 hours a week or less, excluding overtime.

      Key qualificationsA legally defined averaging period may be used if the average stays within 48 hours. Narrow emergency exceptions and specified supervisory or management exclusions do not by themselves defeat the score.

   2. 2.2

      Maximum Weekly Working Hours

      Scores 1 whenTotal working time, including overtime, is capped at 56 hours a week, or averages no more than 56 over a legally bounded period of at most 52 weeks.

      Key qualificationsDaily, monthly or annual caps qualify only if they guarantee this limit. Routine waivers or open-ended excess hours do not; narrow emergencies may be excepted. The 56-hour threshold is an LRI benchmark.

   3. 2.3

      Weekly Rest Hours

      Scores 1 whenWorkers are entitled to at least 24 consecutive hours of rest in every seven-day period.

      Key qualificationsThe rest must be continuous and cannot be waived. Scattered hours off do not meet this requirement.

   4. 2.4

      Paid Public Holidays

      Scores 1 whenWorkers have a binding entitlement to paid public holidays.

      Key qualificationsStatutory holidays, legally issued annual proclamations or binding collective agreements can qualify. Unpaid holidays, discretionary policies or public-sector-only coverage do not.

   5. 2.5

      Annual Leave

      Scores 1 whenAfter one year of service, workers are entitled to at least three working weeks of paid annual leave.

      Key qualificationsThis means 15 days in a five-day week, 18 in a six-day week, or 21 calendar days. Progressive accrual can qualify; requiring more than a year to qualify cannot.

   Summary of the methodology, Indicator 2. Back to the indicators

3. Employment Security

   03

   Written terms and protection through probation, fixed-term work and dismissal.

   5 components

   • Written Employment Contracts
   • Fixed Term Contracts
   • Probation Period
   • Termination Notice Period
   • Severance Pay
   Explore methodologyClose methodology: Employment Security

   Employment Security: scoring criteria

   5 equally weighted components · 20 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 3.1

      Written Employment Contracts

      Scores 1 whenWorkers receive a contract or written statement of essential employment terms at or before starting work.

      Key qualificationsEssential terms include the parties, job, start date, wages and hours, plus duration and notice where applicable. Legally valid, accessible electronic documents count.

   2. 3.2

      Fixed Term Contracts

      Scores 1 whenFixed-term employment, including renewals, is limited to five years in total.

      Key qualificationsA rule converting the employment to an indefinite contract within that limit can provide equivalent protection. A limit on each contract alone is insufficient if renewals exceed the cumulative limit.

   3. 3.3

      Probation Period

      Scores 1 whenProbation for a skilled worker lasts no more than six months, including extensions or renewals.

      Key qualificationsNo probation, or ordinary dismissal protection from the start, also qualifies. An extension beyond six months does not qualify even if a collective agreement permits it.

   4. 3.4

      Termination Notice Period

      Scores 1 whenThe notice rule balances both sides: 30 days for each; 30 days from the worker and longer from the employer; or 30 days from the employer and 14–30 days from the worker.

      Key qualificationsWritten notice or pay in lieu is assessed for service up to five years; four weeks is treated as 30 days. Serious misconduct may be excepted. Longer is not automatically better: 45 days for both sides does not meet this rule.

   5. 3.5

      Severance Pay

      Scores 1 whenOrdinary employer-initiated dismissal or redundancy brings at least two weeks’ wages for each year of service.

      Key qualificationsEquivalent statutory gratuity, end-of-service or separation-fund benefits can count. Unemployment benefits alone do not satisfy this entitlement. Resignation and serious misconduct are outside this test.

   Summary of the methodology, Indicator 3. Back to the indicators

4. Family Responsibilities

   04

   Time, flexibility and services to combine paid work with caring responsibilities.

   5 components

   • Parental Leave
   • Paternity Leave
   • Flexible Work Arrangements
   • Paid Nursing Breaks
   • Childcare Services
   Explore methodologyClose methodology: Family Responsibilities

   Family Responsibilities: scoring criteria

   5 equally weighted components · 20 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 4.1

      Parental Leave

      Scores 1 whenA separate, job-protected entitlement provides at least four months of parental leave per child, following birth or adoption.

      Key qualificationsLeave may be paid or unpaid, shared or available to either parent; a legally defined mother-only parental entitlement may qualify. Maternity or paternity leave, and generic childcare or family-care leave, do not substitute for it.

   2. 4.2

      Paternity Leave

      Scores 1 whenA father or legally recognised second parent has at least seven calendar days of paid leave around the birth.

      Key qualificationsA paid, reserved father’s quota within parental leave can count if usable at birth. A shared entitlement with no reserved quota does not.

   3. 4.3

      Flexible Work Arrangements

      Scores 1 whenWorkers with family responsibilities have an enforceable right to request or use flexible work, with reasonable consideration and protection against retaliation.

      Key qualificationsAn employer may refuse for objective operational reasons. A general flexible-work right can qualify if it covers these workers; voluntary policies or the mere availability of part-time work do not.

   4. 4.4

      Paid Nursing Breaks

      Scores 1 whenNursing breaks or reduced daily hours count as paid working time until the child is at least six months old.

      Key qualificationsFacilities alone do not qualify. The time must be an enforceable, paid entitlement, rather than discretionary or unpaid leave.

   5. 4.5

      Childcare Services

      Scores 1 whenA legal framework establishes centre-based childcare for children under three, through government provision, regulated private providers or employer obligations.

      Key qualificationsA scheme for a wider age range qualifies if it includes children under three; childcare only from age three does not. An employer obligation must not depend on the presence or number of women employees. Informal arrangements, voluntary benefits or women-only thresholds do not qualify.

   Summary of the methodology, Indicator 4. Back to the indicators

5. Maternity Protection

   05

   Protection from recruitment through pregnancy, childbirth and return to work.

   5 components

   • Pregnancy Inquiry During Recruitment
   • Maternity Leave
   • Maternity Benefits
   • Restrictions on Work (for Pregnant or Nursing Women)
   • Dismissals During Pregnancy
   Explore methodologyClose methodology: Maternity Protection

   Maternity Protection: scoring criteria

   5 equally weighted components · 20 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 5.1

      Pregnancy Inquiry During Recruitment

      Scores 1 whenRecruitment rules prohibit pregnancy tests, certificates or inquiries, or clearly prohibit pregnancy and maternity discrimination when hiring.

      Key qualificationsProtection must cover recruitment. A rule addressing only dismissal after hiring does not meet this component.

   2. 5.2

      Maternity Leave

      Scores 1 whenThe law provides at least 14 weeks of maternity leave.

      Key qualificationsThis component assesses leave duration. Income replacement and protection from dismissal are assessed separately below.

   3. 5.3

      Maternity Benefits

      Scores 1 whenMaternity cash benefits replace at least two-thirds of previous or insured earnings through a mandatory pooled, social-insurance or publicly funded system.

      Key qualificationsA flat-rate benefit must reach two-thirds of the minimum wage. Mixed funding and employer top-ups can qualify; sole individual-employer liability cannot. Medical benefits or a birth grant alone do not replace the required income support.

   4. 5.4

      Restrictions on Work (for Pregnant or Nursing Women)

      Scores 1 whenPregnant and breastfeeding workers have targeted protection from hazardous work through specific restrictions or a risk-based sequence of adjustments.

      Key qualificationsThe sequence can involve removing risks, adapting work, a safe transfer without loss of pay, or paid leave if needed. General safety rules, unpaid leave alone or blanket restrictions on all women are insufficient.

   5. 5.5

      Dismissals During Pregnancy

      Scores 1 whenDismissal because of pregnancy, maternity, childbirth-related circumstances or nursing is prohibited throughout pregnancy and maternity leave.

      Key qualificationsDismissal for genuinely unrelated, objective reasons may remain lawful. Protection only during leave, with no protection during pregnancy, does not qualify.

   Summary of the methodology, Indicator 5. Back to the indicators

6. Safe Work

   06

   Prevention, the right to leave dangerous work and protection after an injury.

   4 components

   • Free Personal Protective Equipment
   • Training: Occupational Safety and Health
   • Right to Leave or Refuse Dangerous Work
   • Employment Injury Benefits
   Explore methodologyClose methodology: Safe Work

   Safe Work: scoring criteria

   4 equally weighted components · 25 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 6.1

      Free Personal Protective Equipment

      Scores 1 whenEmployers must provide necessary personal protective equipment at no cost to workers.

      Key qualificationsAn express free-equipment rule, or an equipment duty combined with a general no-cost safety rule, can qualify. A generic safe-work duty alone is insufficient.

   2. 6.2

      Training: Occupational Safety and Health

      Scores 1 whenEmployers must provide appropriate safety information, instruction and training free of charge.

      Key qualificationsThe duty must cover workers’ relevant risks, including induction, new work or changed risks. Training only for managers or safety officers, or a state programme with no employer duty, is insufficient.

   3. 6.3

      Right to Leave or Refuse Dangerous Work

      Scores 1 whenA worker who reasonably believes there is imminent and serious danger may stop or leave the work without dismissal, discipline, loss of pay or retaliation.

      Key qualificationsNotification may be required if it does not delay immediate removal from danger. Having to await permission or an inspection does not qualify.

   4. 6.4

      Employment Injury Benefits

      Scores 1 whenA legally established scheme covers both workplace accidents and occupational diseases, with medical care and relevant incapacity or survivor cash benefits.

      Key qualificationsSocial insurance, compulsory insurance or public funding can qualify, including mixed systems. Sole uninsured employer liability cannot. This component measures entitlement and funding, not the benefit level.

   Summary of the methodology, Indicator 6. Back to the indicators

7. Social Security

   07

   Income protection during sickness, unemployment, disability and old age.

   5 components

   • Old-Age Benefits
   • Survivors’ Benefits
   • Unemployment Benefits
   • Sickness Benefits (Duration)
   • Invalidity Benefits
   Explore methodologyClose methodology: Social Security

   Social Security: scoring criteria

   5 equally weighted components · 20 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 7.1

      Old-Age Benefits

      Scores 1 whenWorkers have a legally enforceable old-age benefit entitlement through social insurance, public funding or a mandatory regulated fund.

      Key qualificationsMeans-tested, universal and mandatory provident-fund arrangements can qualify. Discretionary payments or sole unpooled employer liability do not. The score does not assess benefit adequacy.

   2. 7.2

      Survivors’ Benefits

      Scores 1 whenEligible survivors have a legal benefit entitlement following the death of a worker or eligible pensioner, through a recognised funded scheme.

      Key qualificationsInsurance, public funding or mandatory regulated funds can qualify. Sole employer liability cannot. This test concerns the existence of protection, not how generous it is.

   3. 7.3

      Unemployment Benefits

      Scores 1 whenAn involuntarily unemployed person who is capable of and available for work has an entitlement to periodic cash support.

      Key qualificationsAn enforceable insurance, assistance or regulated income-support scheme can qualify. Severance pay or a lump sum alone cannot; benefit adequacy is not scored here.

   4. 7.4

      Sickness Benefits (Duration)

      Scores 1 whenSickness cash benefits are available for at least 26 weeks per case, through insurance, public funding or a mandatory pooled system.

      Key qualificationsA short employer-paid initial period may count towards the total when combined with such a scheme. Employer-only sick pay is insufficient. The test measures duration and entitlement, not the payment amount.

   5. 7.5

      Invalidity Benefits

      Scores 1 whenA legal benefit entitlement covers long-term or permanent incapacity, after sickness entitlements are exhausted, through a recognised funded scheme.

      Key qualificationsSocial insurance, public funding or mandatory regulated pooled arrangements can qualify. Sole employer liability or unregulated arrangements cannot. Benefit adequacy is not scored.

   Summary of the methodology, Indicator 7. Back to the indicators

8. Equal Opportunity and Treatment

   08

   Equal treatment at work, including the legal status of platform workers.

   5 components

   • Equal Remuneration
   • Sexual Harassment in Employment
   • Discrimination in Employment
   • Access to Same Jobs as Men
   • Protection of Platform Workers
   Explore methodologyClose methodology: Equal Opportunity and Treatment

   Equal Opportunity and Treatment: scoring criteria

   5 equally weighted components · 20 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 8.1

      Equal Remuneration

      Scores 1 whenWomen and men are entitled to equal remuneration for work of equal value, including different jobs assessed using objective criteria.

      Key qualificationsA rule limited to the same or similar work is insufficient. The protection must bind private employment; public-sector-only coverage or voluntary policies do not qualify.

   2. 8.2

      Sexual Harassment in Employment

      Scores 1 whenThe law explicitly prohibits sexual harassment in employment or the world of work, with at least one enforceable remedy or sanction.

      Key qualificationsCivil, criminal or administrative routes can qualify. A broader harassment definition must clearly cover sexual conduct. A general dignity rule or protection confined to the public sector is insufficient.

   3. 8.3

      Discrimination in Employment

      Scores 1 whenEmployment discrimination is prohibited on at least seven of ten specified grounds, across recruitment, employment terms, advancement or training, and dismissal.

      Key qualificationsThe ten grounds are race, colour, sex, religion, political opinion, national extraction, social origin, age, disability and union membership or activity. Generic constitutional language, or protection only in pay or dismissal, is insufficient unless binding interpretation supplies the required employment coverage.

   4. 8.4

      Access to Same Jobs as Men

      Scores 1 whenWomen who are not pregnant or nursing can enter the same jobs, sectors, occupations and night work as men.

      Key qualificationsGender-neutral safety rules and temporary, risk-based pregnancy or nursing safeguards may qualify. Blanket sex-based bans or broad government powers to restrict women’s work do not.

   5. 8.5

      Protection of Platform Workers

      Scores 1 whenPlatform workers’ employment status is determined by the facts of the relationship rather than the contract label.

      Key qualificationsA binding general rule, generally applicable superior-court decision or rebuttable presumption may qualify. Under the presumption, the platform or party asserting non-employment must rebut it. An intermediate status can qualify if fact-based; automatic self-employment or a platform exclusion cannot. This component uses 1 August 2026 as its reference date.

   Summary of the methodology, Indicator 8. Back to the indicators

9. Child Labour and Forced Labour

   09

   Age safeguards and legal protection against forced labour, including remedies.

   4 components

   • Employment Age
   • Compulsory Schooling Age
   • Age for Hazardous Work
   • Forced Labour
   Explore methodologyClose methodology: Child Labour and Forced Labour

   Child Labour and Forced Labour: scoring criteria

   4 equally weighted components · 25 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

   1. 9.1

      Employment Age

      Scores 1 whenThe general minimum employment age is at least 15, or 14 where the state has formally invoked the developing-country exception.

      Key qualificationsThis concerns ordinary, non-hazardous work. Narrow exceptions for light work or specified cultural, artistic or similar activities are separate; broad exceptions or coverage confined to selected sectors do not qualify.

   2. 9.2

      Compulsory Schooling Age

      Scores 1 whenThe minimum employment age is at least the age of completing compulsory schooling.

      Key qualificationsIf education is defined in grades or years, the normal completion age is calculated from the legal school-entry age. Undefined compulsory schooling, or exceptions permitting regular work before completion, do not qualify.

   3. 9.3

      Age for Hazardous Work

      Scores 1 whenHazardous work is prohibited below 18, with hazardous activities identified by law or the competent authority.

      Key qualificationsA narrowly defined exception from age 16 can qualify only with full protection of health, safety and morals and adequate specific instruction or vocational training.

   4. 9.4

      Forced Labour

      Scores 1 whenForced labour is prohibited in public and private work, with penal sanctions and enforceable remedies, including compensation.

      Key qualificationsExceptions must stay within Convention No. 29. The test also bars forced labour for economic mobilisation, labour discipline or punishment for strikes under Convention No. 105. It excludes that convention’s political-coercion and discriminatory-forced-labour provisions. Unresolved legal deficiencies identified by ILO supervisory comments affect the score; weak enforcement alone does not.

   Summary of the methodology, Indicator 9. Back to the indicators

10. Freedom of Association and Collective Bargaining

    10

    The ability to organise, bargain, strike and participate in social dialogue.

    5 components

    • Freedom of Association
    • Collective Bargaining
    • Right to Strike
    • Sanctions against Striking Workers
    • Social Dialogue
    Explore methodologyClose methodology: Freedom of Association and Collective Bargaining

    Freedom of Association and Collective Bargaining: scoring criteria

    5 equally weighted components · 20 points each towards this indicator’s score out of 100. The indicator contributes 10% of the overall score.

    1. 10.1

       Freedom of Association

       Scores 1 whenWorkers can form and join unions of their own choosing without prior authorisation, with only the armed forces and police excluded.

       Key qualificationsRegistration must be a formality with independent judicial appeal. LRI treats enterprise founding requirements of up to 20 workers or 10% of the workers at the workplace, whichever is less, as reasonable; higher barriers may qualify only if an accessible sectoral, occupational or territorial route exists. State-imposed monopolies, wider worker exclusions and administrative dissolution or suspension defeat the score.

    2. 10.2

       Collective Bargaining

       Scores 1 whenIndependent workers’ organisations can bargain voluntarily and conclude legally recognised agreements, under objective and reviewable representation rules.

       Key qualificationsAn exclusive majority-selected bargaining agent may qualify, but minority representation and residual bargaining rights must be preserved. Workplace thresholds above 50% fail if no right to bargain for members remains. Compulsory arbitration is limited to jointly agreed cases, strictly essential services, narrowly defined state-administration officials or acute national crises. A rule displacing both bargaining and strikes can reduce both component scores.

    3. 10.3

       Right to Strike

       Scores 1 whenWorkers have an effective legal right to strike, with proportionate procedures and narrowly limited restrictions.

       Key qualificationsRestrictions may cover armed forces and police, officials exercising state authority, strictly essential services or acute national crises. Permitted bans in essential services or for those officials require impartial, speedy dispute resolution. Minimum services must preserve an effective strike and involve worker organisations. Broad bans, unilateral compulsory arbitration outside the permitted exceptions, excessive ballots or delays, and government power to declare strikes illegal defeat the score. LRI limits prior conciliation to 30 days and notice or cooling-off to 14 days in non-essential services, 20 in public-interest services and 40 in strictly essential services; these are coding rules, not numerical treaty requirements.

    4. 10.4

       Sanctions against Striking Workers

       Scores 1 whenWorkers and union representatives are protected against dismissal, retaliation, strike-breaking replacement and penal sanctions for peaceful strike activity, with explicit remedies and prompt, impartial procedures.

       Key qualificationsDeducting wages for days not worked is allowed. Temporary staffing for independently determined essential minimum services may qualify. Proportionate consequences for violence, serious misconduct or action independently declared unlawful after due process may be allowed; criminalising peaceful strikes or automatic dismissal on a declaration of unlawfulness fails. Protection must cover ordinary participants as well as union officials.

    5. 10.5

       Social Dialogue

       Scores 1 whenA legally or officially recognised, regular process brings government, representative workers’ organisations and employers’ organisations into consultation before relevant decisions.

       Key qualificationsOrganisations must choose their own representatives and participate on broadly equal terms; exact seat equality and binding advice are not required. Consultation must cover labour law, policy or international labour standards, not just a narrow technical topic. Ad hoc, government-controlled or after-the-decision consultation does not qualify.

    Summary of the methodology, Indicator 10. Back to the indicators

The questions use international labour and human-rights standards, with explicitly defined LRI benchmarks where a comparable coding rule is needed.

Explore the full methodology

1. 0 or 1

   Answer each question

   A component receives 1 when the law meets its benchmark and 0 when it does not. There is no partial credit.

2. 0–100

   Calculate each indicator

   Average the component answers within an indicator and multiply by 100.

3. 10

   Give each indicator equal weight

   Average the ten indicator scores to obtain the overall country score, also on a scale from 0 to 100.

Safe Work and Child Labour and Forced Labour have four components each; the other indicators have five. Components carry equal weight within their indicator, and each indicator carries equal weight in the overall score.

Explore the full methodology

Explore the full methodology

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Earlier editions, including the 2024 report, remain public under Previous editions below.

• 

  Sep 25, 2024

  2024

  Read more 2024
• 

  Sep 18, 2022

  2022

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• 

  Sep 15, 2020

  2020

  Read more 2020