Our Suppliers

We are dedicated to preventing modern slavery and human trafficking in our organisation and supply chains. We have policies in place to ensure our operations are free from forced labour and exploitation. We expect our suppliers to share this commitment and work towards eliminating these practices with us.

No children under 15 years old (or higher age if required by the law) can be recruited or employed, and those under 18 cannot work at night or in hazardous conditions.

Employees should not be disciplined through physical, sexual or verbal abuse, or intimidation.

Discrimination based on factors such as race, nationality, religion, age, gender, sexual orientation, marital status, disability, political affiliation or union membership is unacceptable in all employment aspects.

We aim to reduce our environmental impact and as a minimum expect suppliers to follow environmental legislation. We set targets and track our main environmental impacts and we expect our suppliers to help us meet our commitments to sustainability, by aiming to reduce their own impacts.

Employees have the right to join an association of their choice, and representatives must have unrestricted access to the workplace without discrimination.

Employees should not be forced to work, surrender deposits, or identification documents, and must have the freedom to leave their job after giving reasonable notice.

The workplace must be safe and clean, with measures taken to prevent accidents and promote health. Employees must receive frequent training on health and safety, and have access to clean toilets and drinking water.

Employees must be paid fairly, legally and in a timely manner. They should receive written information about their employment terms and salary before starting the job and a wage statement each pay period. Staff cannot have their pay reduced as punishment, and only legally mandated deductions are allowed with the worker's consent.

Suppliers must establish a way for employees to report workplace misconduct without fear of consequences. Whistle-blowers should not face negative repercussions for raising valid concerns.

Employers should maintain accurate records of attendance and payroll. Overtime should be optional. Employers must not avoid their obligations to labour or social security laws. Employers must explain the terms of contract termination before the job starts.