Code of Conduct

Labour law refers to compliance with the International Labour Organisation Declaration on Fundamental Principles and Rights at Work, the UN Convention on the Rights of the Child, Article 32, the labour law legislation, including provisions on wages, working hours, leave, and social insurance protection, that applies in the country in which the work is carried out, and the labour protection and work environment legislation that applies in the country in which the work is carried out.

Child labour is prohibited (ILO 138 and 182*, UN Child Rights Convention, Article 32*)

• No person may be employed who is below the age of compulsory schooling or under 15 years, or younger than the minimum age of employment, if this age exceeds 15 years.
• Young people between the ages of 15 and 18 may not be employed for hazardous work, or work that has a negative impact on the individual’s personal development (physical, psychological, mental, spiritual, moral or social development). Young people between 15 and 18 may only be employed on condition that they have reached the legal age for employment and have completed national compulsory education. There must be a policy in place for the types of tasks a person aged between 15 and 18 may carry out.
• If child labour is detected, the supplier must take action based upon the best interests of the child, and find suitable solutions in consultation with the child and the family of the child.

Forced labour is prohibited (ILO 29 and 105)

Forced labour, including slave labour, bonded labour or involuntary prison labour may not occur, and all labour must be voluntary without threat of penalty or similar.

• The employee must have the right to terminate their employment following a reasonable period of notice.
• The supplier may not retain original copies of ID documents.

Discrimination and harassment is prohibited (ILO 100 and 111)

• Discrimination on the basis of ethnic affiliation, sex, civil status, pregnancy, religion, social or ethnic origin, nationality, physical ability, political opinions, union membership, gender-crossing identity or expression, age, health condition, or sexual orientation, or other character trait that is protected by applicable legislation, may not occur. Discrimination refers to any distinction of employees that is not based on merits or qualities, but involves differential treatment on biased grounds.
• The supplier must work to promote diversity and equal opportunities in the operation.
• Harassment may not occur in the operation. Harassment refers to instances when employees are exposed to harsh or inhuman treatment, including sexual harassment or some form of psychological or physical punishment.

 
Freedom of association and collective bargaining (ILO 87 and 98)

• The supplier must recognise and respect the rights of employees (and employers) to organise, to join organisations in which they themselves choose to participate, and the right to collective bargaining. Collective bargaining refers to formalised and/or non-formalised forms of cooperation to support and defend employees’ interests in working life and in the relationship between employers and employees. In countries where freedom of association is limited or under development, the supplier must support instances where employees may meet the company management to discuss wage and labour conditions without risk of negative consequences.

• Employees working in the suppliers operation must be offered a safe and healthy work environment in which preventive measures are taken to reduce injury and risks to health. A safe and hygienic working environment is one in which the employee, when occupying an area over which the employer has direct or indirect control, is guaranteed to be free from or protected from conditions that can constitute a hazard for the employee’s physical and/or psychological health.
• A register is to be kept of accidents and incidents. Incidents are such events that could have led to an accident.
• Employees must be trained on the potential health risks that the work can entail, including hazardous operations and general safety information. Employees must regularly be given relevant training and instructions for operating machines and other equipment.
• Employees must have access to all necessary protective equipment without having to pay for it themselves.
• Temperature, air quality, and noise levels must be regulated in accordance with local legislation. Where the work environment cannot be changed, it must be mitigated with protective equipment.
• Chemicals must be handled safely, and safety data sheets must be available.
• Fire drills must be held regularly. Fire equipment, evacuation plans, and emergency exits must be available and clearly visible in all areas.
• The workplace must be clean, fresh, and safe. Hygienic facilities must be available. This also applies to employee accommodation.