This Code of Conduct together with the accompanying manual is an overview of expectations for any business partners, suppliers, sub-contractors, direct factories or third-party suppliers delivering into Damson Madder.

It is the responsibility of the supplier and other business partner to inform any subcontractors about Damson Madder’s Code of Conduct and Policy for Home-working. The supplier is responsible to ensure that these are implemented in every factory and workplace that produces, finishes, packs or otherwise handles goods or performs a service for us.

It is your responsibility to follow local rules and regulations in the Country in which you are producing. This is in line with the UN and International Labour Organisation (ILO) core conventions, which set international rules and regulations regarding minimum standards for acting in accordance with basic human rights.

Please note that the expectations within this Code of Conduct sit in line with the Ethical Trading Initiative (ETI) and International Labour Organisation (ILO).

The outline of this code should be used as a baseline and a representation for the minimum standards expected.


  • There must be no forced, coerced or involuntary prison labour.
  • Workers are not required to lodge ‘deposits or their identity papers with their employer and are free to leave their employer after reasonable notice. 


  • Any worker has the right to join or form a trade union of their own choosing and to bargain collectively.
  • Worker’s representatives are not discriminated against and have full access to carry out their role within the workplace.
  • The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
  • Right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not obstruct, any potential development for independent and free association and bargaining.


  • A safe and hygienic working environment shall be provided for all workers. This includes, but is not limited to, any industry specific hazards and chemical storage.
  • Adequate steps shall be taken to prevent any accident and injury to health surrounding the workplace. The employee must minimise, as far as is practical, any cause of risk or hazard within the workplace and working environment.
  • Workers shall receive regular and recorded health and safety training. This should be periodically updated and rolled out to any new or returning members of staff.
  • Access to clean toilet facilities, drinking water and sanitary food storage areas must be provided and accessible.
  • Accommodation, where provided, must be clean, safe and meet the basic needs of the workers.
  • The company observing the code shall assign responsibility for health and safety to a senior management representative. Employers must make all members of staff aware.


  • There must be no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.


  • To every extent possible, work performed must be on the basis of recognised employment relationship established through national law and practise.
  • Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour only contracting, sub-contracting, or home working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, now shall any such obligations be avoided through the excessive use of fixed term contracts of employment.


  • Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.


  • The definition of a child is any person under the age of 18. This is in line with the UN convention on the Rights of a Child (1989).
  • A young person is defined as any worker over the age of a child as defined above.
  • An adolescent (could also be identified as young person or young adult) is defined as a child between the ages of 10-17.
  • Child Labour is defined as any work in its nature or circumstances in which it is carried out that is likely to harm the health, safety or the morals of a child or young person.
  • There must be no new recruitment of child labour.
  • Companies shall develop, participate and contribute to policies and programmes which provide for the transition of any child found to be performing child labour. This support must enable him to remain in quality education until no longer a child.
  • A child or young person under 18 shall not be employed at night or in hazardous conditions.
  • All policies and procedures within this section must follow alongside the relevant ILO standards.


  • All workers to be provided with written and understandable information regarding their employment conditions, especially in respect to wages, before they enter employment. The details of their wages including payment dates and pay periods must also be made clear.
  • Wages and any benefits paid for a standard working week must meet, as a minimum, the national legal standards or industry benchmark standards (living wage) whatever figure is higher.
  • In any event, wages must always be enough to meet basic needs and to provide some discretionary income.
  • Deductions from wages as a disciplinary measure shall not be permitted. Any disciplinary measures should be recorded.
  • Any deductions from wages not provided for by national law must not be permitted without the expressed permission of the worker concerned.


  • Working hours must comply with national laws or collective agreements, whatever is higher.
  • Working hours, excluding overtime, shall be defined by contract and shall not exceed 48hours per week. This is in line with international labour standards.
  • All overtime shall be voluntary. It shall not be used to replace regular employment.
  • Overtime shall be used responsibly, taking into account the extent, frequency and hours worked by individual workers and the workforce as a whole.
  • Overtime shall always be compensated at a premium rate, which is recommended to be no less than 125% of the regular rate of pay.
  • Total hours worked in any seven-day period shall not exceed 60 hours.
  • Working hours may exceed 60 hours but only in exceptional circumstances where all of the following criteria are met:
    • i. This is allowed by national law
    • ii. This is allowed to be a collective agreement freely negotiated with a workers organisation representing a significant portion of the workforce.
    • iii. Appropriate safeguards are taken to protect the workers’ health and safety. iv. The employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
  • Workers must be provided with at least one day off in every 7-day period. Or, where the national law allows, two days off in every 14-day period.
  • ILO standards recommend that where there is a reduction in normal hours to 40 hours per week, this is done so without any reduction in workers wages.