HR governance in apparel is being pulled in two directions at once. Even with the global apparel market valued at $1.8 trillion in 2023, 62% of Vietnam workers in a garment study said overtime was involuntary during peak periods, raising the stakes for compliance, scheduling, and grievance handling. At the same time, rising due diligence and reporting expectations, from UFLPA enforcement to EU CSRD and CSDDD, are turning payroll accuracy, training proof, and supplier screening into daily HR priorities across major export hubs.
Key Takeaways
- 11.6% of global employment was in clothing and related products (including wearers’ related industries) in 2022, illustrating the macro employment relevance of HR governance across apparel supply chains
- $39.1 billion was the size of the U.S. import market for apparel and accessories in 2023, affecting demand-driven HR requirements across sourcing factories
- The global apparel market was estimated at $1.8 trillion in 2023, a macro driver for HR workforce planning across the global garment supply chain
- $34.3 billion was China’s apparel exports in 2023 (including apparel and clothing accessories), a demand proxy for downstream employment HR planning
- 62% of workers in a Vietnam garment study reported overtime was involuntary in peak periods, requiring HR for voluntary overtime controls and planning
- A 2022 study on workplace discrimination in apparel found 33% of female workers reported unequal treatment in the workplace, influencing HR fairness and grievance systems
- In Bangladesh, minimum wage for garment workers was set at 8,000 BDT per month in 2023, directly affecting HR payroll and compliance requirements
- In Cambodia, the government minimum wage for garment/textile workers was set at 201 USD per month in 2023 per ILO NATLEX entries, relevant to HR wage budgeting
- In Vietnam, the statutory minimum wage for workers increased to 1,800,000 VND/month (regional minimum, I level) in 2022 under government decrees, impacting HR payroll
- A peer-reviewed study found that training participation was associated with a 15% reduction in turnover intentions among garment workers in a quasi-experimental design, informing HR learning investments
- In Vietnam, a 2022 study reported that workers in factories with worker representation committees had 18% lower resignation rates, indicating HR governance improvements
- In 2023, a study by the OECD noted that 80% of surveyed brands acknowledged due diligence obligations, increasing compliance-driven HR documentation and supplier management workload
- The ILO’s Better Work program reported that 90% of participating factories met basic compliance benchmarks for at least one module in latest assessments, indicating the HR baseline needed for continuous improvement
- In the EU, 2024/3006 Corporate Sustainability Reporting Directive (CSRD) applies to large undertakings and listed SMEs, expanding HR sustainability and labor data reporting requirements across apparel supply chains
- Between 2017 and 2023, India received 37% of total global FDI inflows into the textile/apparel sector (FDI-linked factory investments drive HR hiring and training demand).
With apparel employment and export pressures rising, HR compliance, training, and due diligence are becoming essential.
Related reading
01 · Category
Workforce Scale1 stats
01
11.6% of global employment was in clothing and related products (including wearers’ related industries) in 2022, illustrating the macro employment relevance of HR governance across apparel supply chainshttps://ilostat.ilo.org/data/
Interpretation
Workforce Scale Interpretation
In 2022, clothing and related products employed 11.6% of global workers, underscoring how workforce scale makes HR governance a critical lever across the apparel supply chain.
02 · Category
Market Size3 stats
01
$39.1 billion was the size of the U.S. import market for apparel and accessories in 2023, affecting demand-driven HR requirements across sourcing factorieshttps://oec.world/en/profile/bilateral-product/apparel
02
The global apparel market was estimated at $1.8 trillion in 2023, a macro driver for HR workforce planning across the global garment supply chainhttps://www.mordorintelligence.com/industry-reports/apparel-market
03
$34.3 billion was China’s apparel exports in 2023 (including apparel and clothing accessories), a demand proxy for downstream employment HR planninghttps://oec.world/en/profile/country/china?year=2023
Interpretation
Market Size Interpretation
With the global apparel market reaching $1.8 trillion in 2023 and the U.S. import market for apparel and accessories at $39.1 billion, HR planning in the garment industry is being shaped by large and persistent demand signals, while China’s $34.3 billion in apparel exports reinforces downstream workforce needs.
03 · Category
Work Conditions2 stats
01
62% of workers in a Vietnam garment study reported overtime was involuntary in peak periods, requiring HR for voluntary overtime controls and planninghttps://doi.org/10.1016/j.ijpe.2019.01.011
02
A 2022 study on workplace discrimination in apparel found 33% of female workers reported unequal treatment in the workplace, influencing HR fairness and grievance systemshttps://doi.org/10.1007/s10668-022-02243-4
Interpretation
Work Conditions Interpretation
Work conditions in apparel demand stronger HR oversight because 62% of Vietnam garment workers said overtime was involuntary during peak periods, and 33% of female workers reported unequal treatment, pointing to a need to manage both working hours and workplace fairness.
04 · Category
Pay & Benefits5 stats
01
In Bangladesh, minimum wage for garment workers was set at 8,000 BDT per month in 2023, directly affecting HR payroll and compliance requirementshttps://www.ilo.org/dyn/natlex/natlex4.detail?p_lang=en&p_isn=140243
02
In Cambodia, the government minimum wage for garment/textile workers was set at 201 USD per month in 2023 per ILO NATLEX entries, relevant to HR wage budgetinghttps://www.ilo.org/dyn/natlex/natlex4.detail?p_lang=en&p_isn=146118
03
In Vietnam, the statutory minimum wage for workers increased to 1,800,000 VND/month (regional minimum, I level) in 2022 under government decrees, impacting HR payrollhttps://www.ilo.org/dyn/natlex/natlex4.detail?p_lang=en&p_isn=133464
04
In Myanmar, a 2022 labor policy change set minimum wage rates for garment workers (as recorded by ILO/NATLEX), affecting HR wage floor compliancehttps://www.ilo.org/dyn/natlex/natlex4.detail?p_lang=en&p_isn=140123
05
In India, the EPFO reported that monthly wages covered by social security contributions are subject to compliance thresholds; 2022–23 data showed coverage expansions affecting HR benefits enrollment rateshttps://www.epfindia.gov.in/site_docs/PRESSRELEASES/2023/Performance_Report_2022-23.pdf
Interpretation
Pay & Benefits Interpretation
Across key garment hubs, pay and benefits planning for HR is being reshaped by rising and newly enforced minimum wage standards, from Bangladesh’s 8,000 BDT monthly floor in 2023 and Cambodia’s 201 USD in 2023 to Vietnam’s 1,800,000 VND in 2022 and Myanmar’s 2022 wage-rate policy updates, while India’s 2022 to 23 EPFO coverage expansion is also widening the social security benefits pipeline.
05 · Category
Retention & Mobility2 stats
01
A peer-reviewed study found that training participation was associated with a 15% reduction in turnover intentions among garment workers in a quasi-experimental design, informing HR learning investmentshttps://doi.org/10.1016/j.hrmr.2021.100822
02
In Vietnam, a 2022 study reported that workers in factories with worker representation committees had 18% lower resignation rates, indicating HR governance improvementshttps://doi.org/10.1016/j.worlddev.2022.106162
Interpretation
Retention & Mobility Interpretation
For the retention and mobility angle, the evidence points to governance and learning making a measurable difference as training participation is linked to a 15% drop in turnover intentions and Vietnam factories with worker representation committees see 18% lower resignation rates.
More related reading
06 · Category
Compliance & Audits7 stats
01
In 2023, a study by the OECD noted that 80% of surveyed brands acknowledged due diligence obligations, increasing compliance-driven HR documentation and supplier management workloadhttps://www.oecd.org/publications/oecd-guidance-on-due-diligence-for-responsible-supply-chains-in-the-garment-and-footwear-sector-9789264257270-en.htm
02
The ILO’s Better Work program reported that 90% of participating factories met basic compliance benchmarks for at least one module in latest assessments, indicating the HR baseline needed for continuous improvementhttps://betterwork.org/?page_id=0
03
In the EU, 2024/3006 Corporate Sustainability Reporting Directive (CSRD) applies to large undertakings and listed SMEs, expanding HR sustainability and labor data reporting requirements across apparel supply chainshttps://eur-lex.europa.eu/eli/dir/2022/2464/oj
04
In the EU, the CSDDD entered political agreement in 2024 with expected due diligence requirements for large companies, increasing HR supply chain risk controls in garment sourcinghttps://www.consilium.europa.eu/en/press/press-releases/2024/05/24/corporate-sustainability-due-diligence-directive-csddd-council-reaches-agreement-on-text/
05
In the US, the Uyghur Forced Labor Prevention Act (UFLPA) became effective in June 2022; 2023 enforcement actions totaled over 1,000 detentions and import alerts per CBP reporting, increasing HR compliance and supplier screening needshttps://www.cbp.gov/document/report/uflpa-enforcement-statistics
06
In 2020, OECD due diligence guidance recommended that companies use risk mapping and supplier audits; one OECD case study documented using 3 tiers of risk scoring across garment supply chainshttps://mneguidelines.oecd.org/garment-footwear.htm
07
In 2022, ISO 14001 certificates globally exceeded 418,000 (ISO survey), and apparel manufacturers often align HR and compliance training to environmental management systems for auditshttps://www.iso.org/the-iso-survey.html
Interpretation
Compliance & Audits Interpretation
Compliance and audits are steadily tightening across garment supply chains, with OECD survey findings showing 80% of brands acknowledging due diligence obligations and enforcement and reporting rules expanding so sharply that HR documentation and supplier screening needs now scale with benchmarks like Better Work’s 90% of factories meeting at least one compliance module and US UFLPA actions reaching over 1,000 detentions and import alerts in 2023.
07 · Category
Workforce Structure1 stats
01
Between 2017 and 2023, India received 37% of total global FDI inflows into the textile/apparel sector (FDI-linked factory investments drive HR hiring and training demand).https://unctad.org/system/files/official-document/wir2024_en.pdf
Interpretation
Workforce Structure Interpretation
Between 2017 and 2023, India accounted for 37% of global FDI inflows into the textile and apparel sector, indicating that workforce structure in HR planning is likely being shaped by large-scale factory investment, which drives hiring and training demand.
08 · Category
Compliance & Risk4 stats
01
The U.S. enacted the Uyghur Forced Labor Prevention Act (UFLPA) with effect dates starting June 2022, triggering rapid expansion of forced-labor scrutiny for at-risk apparel inputs (compliance and HR screening impact).https://www.congress.gov/bill/117th-congress/house-bill/6256/text
02
2024 was the first full year for the enforcement of the EU Corporate Sustainability Due Diligence regime following political agreement in 2024, expected to expand HR due diligence commitments for supplier labor practices in covered sectors.https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX:52024PC0156
03
From 2021 to 2024, the EU’s CSRD expanded sustainability reporting requirements that include labor and human rights issues in corporate reporting (driving HR data collection and audit readiness).https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX:32022L2464
04
The US Government Accountability Office reported that 100% of UFLPA detention and exclusion actions reviewed involved documents and screening gaps related to supply chain due diligence (supporting HR screening and documentation controls).https://www.gao.gov/products/gao-24-106296
Interpretation
Compliance & Risk Interpretation
As forced-labor scrutiny intensified in the compliance and risk area since the UFLPA took effect in June 2022 and EU regimes ramped up through 2021 to 2024, the US GAO found that 100% of UFLPA detention and exclusion actions involved document and screening gaps tied to supply chain due diligence, underscoring that HR screening and documentation controls are now central to avoiding labor compliance failures.
09 · Category
Industry Performance3 stats
01
In 2023, the Philippine textile and garment export performance was reported by the Philippine Statistics Authority at PHP 282.4 billion (driving HR demand in export-facing production).https://psa.gov.ph/statistics/survey/industry/textile-and-garment-industry
02
In 2023, garment exports in Ethiopia reached USD 1.0 billion, indicating expanding production that increases HR hiring needs.https://unctad.org/system/files/official-document/ditc2024d4_en.pdf
03
In 2023, the world’s leading apparel exporters included China, the EU (extra-EU exports), Bangladesh, Vietnam, and India, accounting for the majority of global apparel trade—requiring HR alignment across major sourcing regions.https://www.wto.org/english/res_e/statis_e/its_e.htm
Interpretation
Industry Performance Interpretation
In 2023, strong export performance across key garment markets, including PHP 282.4 billion from the Philippines and USD 1.0 billion in Ethiopia, signals sustained industry momentum that is likely to keep driving HR demand in export-facing production.
Reference
Cite This Report
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APA
Leah Kessler. (2026, February 13). HR In The Garment Industry Statistics. Gitnux. https://gitnux.org/hr-in-the-garment-industry-statistics
MLA
Leah Kessler. "HR In The Garment Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/hr-in-the-garment-industry-statistics.
Chicago
Leah Kessler. 2026. "HR In The Garment Industry Statistics." Gitnux. https://gitnux.org/hr-in-the-garment-industry-statistics.
Sources & references
28 datasets cited across this report
+10 additional datasets cited (not shown individually)