The Free Media Movement brought media reform to the forefront of the national agenda for the first time under the People’s Alliance Government, which assumed power in 1994. In response, President Chandrika Bandaranaike Kumratunga appointed the R.K.W. Gunasekara Committee to explore media reform, while the Sidath Sri Nandalochana Committee was established to examine ways to broaden ownership of Lake House, both direct outcomes of the Movement’s growing influence.
Although these committees proposed significant reforms ranging from changes to media laws to transforming State-controlled media into public service broadcasters—their recommendations were largely disregarded after the Media Ministry was transferred from Minister Dharmasiri Senanayake to Mangala Samaraweera. Media organisations, too, demonstrated only limited interest in advancing these reforms. In response, the Colombo Declaration was reissued to renew the call for media sector reforms, followed by the Tholangamuwa Declaration, which was developed with the participation of the International Federation of Journalists.
Successive Governments have repeatedly underscored the need for a national media policy, often appointing committees and drafting proposals to that end. The current National People’s Power (NPP) Government is also moving to introduce such a policy without delay. The forthcoming version is expected to be a revised submission of the draft originally prepared in 2023 under former President Ranil Wickremesinghe, based on the work of an expert committee.
The 23-member panel of experts appointed by former President Ranil Wickremesinghe in 2023 with funding from the United Nations Development Programme (UNDP) to draft a national media policy has now been replaced by a smaller group of 10 ex officio Government officials. The revised committee also features slight changes among the 13 representatives from the media community, including the addition of a delegate for web-based media. Notably, the new policy framework continues to address long-standing concerns surrounding freedom of expression such as editorial independence, media ethics, and the training and professional development of journalists issues that have been consistently emphasized in every media policy draft since 2004.
However, a key concern persists: whether the media industry truly functions as a workplace that ensures the well-being and satisfaction of its employees. Today’s media landscape spans print, radio, television, online platforms, and YouTube channels, encompassing a diverse pool of journalists across languages, mediums, and institutional affiliations whether State-controlled or privately owned. Within this complex ecosystem, the treatment of journalists and media workers varies widely, often resulting in significant disparities in rights, recognition, and working conditions.
Wage inequalities
While journalists in State-controlled media generally enjoy better professional status and more stable employment conditions, the situation in many privately owned media institutions is markedly less favourable. In State-run print and electronic media, journalists usually receive fixed salaries on a regular schedule. In contrast, numerous reports indicate that apart from a handful of well-established private outlets most private media organisations struggle to provide the same level of financial consistency and job security
Moreover, stark disparities persist within media institutions themselves. Senior and managerial staff often receive substantial salaries and benefits, while journalists and media workers in lower-tier positions are frequently underpaid, exposing entrenched wage inequalities across the industry. Another recurring concern is the pay gap between English-language media workers and their Sinhala and Tamil counterparts, who, despite performing comparable roles, are often compensated less.
Many private media organisations pay minimal attention to safeguarding the professional rights of journalists. Common concerns include the lack of transparent recruitment processes, clearly defined roles and working hours, formal appointment letters or employment contracts, and basic entitlements such as leave and benefits. Critical aspects such as contributions to the Employees’ Provident Fund (EPF) and Employees’ Trust Fund (ETF), insurance coverage, structured promotion pathways, and guaranteed minimum salaries are often overlooked.
As a result of this systemic neglect, provincial and freelance journalists remain among the most vulnerable and marginalised in the media sector. These journalists typically fall into two groups: those who engage in provincial journalism part-time while holding other jobs in the public or private sector, and those who work full-time as freelance journalists. It is the latter group, full-time provincial and freelance journalists that bears the brunt of inadequate protections, recognition, and institutional support across both State-controlled and privately owned media organisations
In the realms of news reporting and feature writing, payment for articles, as well as audio and visual reports, varies widely between institutions. There is no standardised payment structure across the industry. Instead, rates are arbitrarily determined by each media organisation, and these internally set amounts are treated as the norm.
The issues surrounding media professionalism have been acknowledged in the current draft of media policies under discussion. The relevant section states:
“The media policy recognises that journalists and other media workers should be provided with job security, adequate salaries, other benefits, insurance coverage, and the rights guaranteed to all workers under the law of the country. It further affirms that all individuals working in the media sector have the right to a work environment free from physical, sexual, psycho-social, or verbal harassment, and from any form of discrimination.”
However, simply including these principles in a policy document does not ensure their implementation. Media owners often remain unwilling to enforce such standards. For example, a critical question remains: can journalists and media workers freely form trade unions within their institutions and organise around them, in accordance with the legal rights afforded to all workers? While this right is protected under national labour law, in practice, its realisation within the media industry is far from guaranteed.
The right to form trade unions and organise collectively has been established in State-controlled media institutions, an achievement gained through past labour struggles. However, today, many of these unions function more as instruments of political influence than as representatives of workers’ rights. While independent unions technically exist, they too have often been absorbed into party politics.
It has become a longstanding tradition dating back to before the 1970s for trade unions affiliated with the ruling party or political coalition to act as power brokers within media institutions. A closer look at recent labour history reveals that unions such as the Nidahas Sewaka Sangamaya [NSSU] and the Jathika Sewaka Sangamaya [JSS] bear significant responsibility for the politicisation and erosion of trade union integrity in State-controlled media.
Even if the current NPP Government aspires to break from this deeply entrenched pattern, doing so will be extraordinarily difficult.
Trade unions
A pervasive fear of trade unions exists within privately owned media institutions. This climate of apprehension stems largely from the negative perceptions instilled by successive Governments towards organised labour. Ironically, many media owners understand the importance of trade unions and, when it suits their interests, are willing to provide the necessary space for them. Nonetheless, establishing or organising a trade union within these institutions remains a formidable challenge—not just for media workers, but for employees across the private sector.
Although there have been several attempts to organise trade unions within the media sector over the past few decades, most have failed. These failures are often due to pressure and resistance from owners, but also to internal issues such as inexperience, betrayal, and burnout among the journalists leading these efforts. As a result, many of these individuals have faced retaliation and professional marginalisation.
Organising a trade union is an inalienable right of employees and plays a crucial role in fostering a peaceful and cooperative workplace environment. When employees are involved in the decision-making process through their trade unions, they develop a sense of ownership and responsibility towards the organisation. Trade unions provide a formal channel for discussing employee concerns with management, facilitating constructive dialogue between both parties.
Through the trade union, management and employees can negotiate a collective agreement that is typically renewed every one to two years. This agreement covers key issues such as salaries, allowances, and working conditions. Such negotiations promote progress in the organisation’s services or production by aligning the interests of both employees and owners.
Moreover, during profitable periods, owners can negotiate with trade unions to provide higher salaries and allowances, while in times of financial difficulty, employees may be asked to make temporary sacrifices. For this collaborative approach to succeed, owners must eliminate fear and suspicion towards trade unions and adopt a flexible, supportive stance.
Organisations that listen to employee demands and negotiate in good faith are less likely to experience industrial action. Ultimately, employee satisfaction is the most important factor in maintaining a productive and harmonious workplace.
Collective bargaining rights
Registration with the Labour Commissioner alone does not constitute a functional trade union. A trade union must have an active membership that regularly meets, makes decisions, and collects dues. Most importantly, it must have the power to engage in collective bargaining.
To successfully negotiate a collective agreement, the union needs to represent a significant portion of the workforce—typically around forty percent of all employees. Overcoming this challenge requires setting aside hierarchical positions and fostering unity among all media workers, including freelancers and provincial journalists, as relying solely on institutional or staff journalists is insufficient.
Organising employees by profession and grade can strengthen solidarity and enhance the union’s collective bargaining power.
Both journalists and media workers will only be truly satisfied when they receive salaries commensurate with their work. Regardless of how many media policy drafts are produced, little concrete attention has been given to this fundamental issue. Despite repeated emphasis on media freedom, training, ethics, and the acquisition of new knowledge, the media industry cannot recover from its current challenges without fair and adequate compensation.
Notably, the chapter on the media titled “A Free Media Industry – A Balanced Information Society” in the NPP Government’s policy statement does not address the professional rights of journalists. Therefore, it is essential that the proposed media policy explicitly includes the establishment of trade unions and guarantees the right of journalists—especially those in private media institutions—to organise within them.
Policymakers should engage in dialogue with media owners to facilitate this process. This will enable journalists to present their demands and concerns through trade unions, negotiate with management, and reach mutually acceptable agreements. The involvement of the Labour Commissioner as a mediator would further strengthen and legitimise these agreements.
