The Jigsaw Code of Conduct sets out our policy on supply chain labour and environmental standards and is based on the Ethical Trading Initiative’s (ETI) Base Code. We believe all workers must be treated with dignity, respect and fairness and that the environment must not be harmed during the manufacturing of our products.
Our customers expect working conditions in our supply chain to conform to international labor standards. Where this is not the case, our company and brands face reputation risks. These risks can affect our suppliers too and therefore it is also in the interest of our suppliers to uphold the standards in this Code.
We believe the Code can only be implemented by working in partnership with our suppliers. This partnership must be based on trust, transparency and co-operation. By this we mean that suppliers must be open with us about labor and environmental conditions in order that we can jointly resolve any areas that do not meet the standards in our Code.
Jigsaw recognizes that in some cases it may not be possible to immediately comply with the Code because of complex and multiple barriers. Where this is the case, suppliers must commit to making continuous improvements towards the Code over a reasonable time frame. Suppliers will be expected to implement a corrective action plan to remedy any non-compliance with the Code. This must be agreed with Jigsaw staff or representatives.
Our staff or representatives may visit your manufacturing sites to ensure that working conditions meet the standards of the Code. Suppliers will be advised of these visits in advance but we reserve the right to make unannounced visits too. Suppliers must provide our staff or representatives unrestricted access to all facilities, including dormitories, and must provide full access to all relevant documents and records.
Each supplier must nominate a member of senior management to be their point of contact on any matters that may arise regarding compliance with our Code. Suppliers must communicate the Code to all their workers and ensure their suppliers meet the standards of the Code.
The provisions of this Code constitute minimum and not maximum standards, and this Code should not be used to prevent suppliers from exceeding these standards. Suppliers are expected to comply with national and other applicable law and, where the provisions of law and the Jigsaw Code address the same subject, to apply that provision which affords the greater protection to workers.
The Jigsaw Code of Conduct applies to all workers, including agency, migrant, temporary and permanent workers.
Employment is freely chosen
There is no forced, bonded or involuntary prison labour.
No worker shall be required to lodge a deposit, passport or identity papers with their employer. Where identity cards, etc. are required for registration / age validation purposes, employers should retain a copy for their records and return the original to the worker.
Any worker shall be free to leave their employer after reasonable notice and shall normally be entitled to a reasonable period of notice in the event of termination of their employment.
Disciplinary processes must comply with local law as a minimum, must be clearly defined, documented, and must be communicated to all workers. All disciplinary action taken must be recorded.
Grievance procedures must allow for all workers to raise concerns with their employer about their employment conditions or about other employees, without fear of reprisal. These processes must be clearly defined, documented and communicated to all workers.
Freedom of association and the right to collective bargaining are respected
Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.
Working conditions are safe and hygienic
A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
Access to clean toilet facilities, potable water and, if appropriate, sanitary facilities for food storage shall be provided.
Accommodation, where provided, shall 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.
Child labour shall not be used
In line with International Labor Organization (ILO) conventions on child labor, children under the age of 15 shall not be recruited or employed, unless the local minimum age for work or mandatory schooling specifies a higher age or if ILO developing country exemptions apply.
The education, health, physical, mental, spiritual, moral or social development of a young person must not be adversely impacted by the work he or she performs, the number of hours worked, or the conditions in which he or she works.
Children and young people under 18 shall not be expected to work at night or carry out activities that are potentially hazardous or injurious to their health and development.
If underage workers are found working, the supplier involved will be expected to cease the practice and provide remediation. This should include support for the child to attend and remain in education until the national minimum working age, or 15, or mandatory schooling age whichever is oldest. Suppliers shall clearly document and communicate their policies for dealing with underage children, even if there are no known children employed.
Living wages are paid
Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment, and about the particulars of their wages for the pay period concerned each time that they are paid.
Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
Working hours are not excessive
Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.
Working hours shall not exceed local legal requirements or local norms for the industry. All workers must be allowed at least one day off in seven. Worker participation in overtime shall be entirely voluntary, and will be paid in accordance with local legal requirements.
No discrimination is practiced
There is 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.
Regular employment is provided
To every extent possible, work performed must be on the basis of recognized employment relationship established through national law and practice.
Obligations to employees under labor or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labor-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, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
No harsh or inhumane treatment is allowed
Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
Suppliers must manage all resources and waste in accordance with local laws or in such a way as to avoid harm to the local population.