Supplier Ethical Code of Conduct

We believe this is essential to maintaining a positive reputation in the industry and to building trust with our customers, stakeholders and the wider community. Our commitment to ethical business practices is essential for sustainable growth, and we are committed to the continuous improvement of our ethical policies and practices.

We acknowledge that this code is only the first step towards ensuring ethical business practices, and we are committed to working with our suppliers, employees and other stakeholders to ensure that our policies and practices are continuously reviewed and improved.

Employment is freely chosen

• We do not tolerate forced, bonded or involuntary prison labour.
• Workers are not required to lodge deposits or their identity papers with their employer and are free to leave after reasonable notice.
• Freedom of association and the right to collective bargaining are respected.
• Worker representatives are not discriminated against and have access to carry out their representative functions in the workplace.
• Risk assessments are conducted to understand areas of vulnerability and to establish clear policies and due diligence on human trafficking.
• Think Rugs prohibits any exploitative labour practices or associated criminal conduct.

Child labour

• We do not permit the recruitment of children under the age of 15.
• No child or young person under the age of 18 shall work during night shifts.
• No child or young person under the age of 18 shall work in hazardous conditions, including machinery, chemicals, cutting machinery, forklifts or heavy lifting.
• Factories shall participate in programmes that enable children under 15 to attend and remain in education until at least 15 years of age.

Hours of work

• Working hours must comply with national laws and collective agreements.
• Working hours, excluding overtime, shall be defined by contract and shall not exceed 48 hours per week on a regular basis.
• All overtime shall be voluntary and should not exceed 12 hours per week on a regular basis. It must not replace regular contracted hours and must be paid at a premium rate according to national law.
• Workers shall be provided with at least one day off in every seven-day period, and holidays shall be granted in accordance with local laws.

Wages and benefits

• Wages and benefits for a standard working week meet, at a minimum, national legal or industry benchmark standards, whichever is higher, and should always be enough to meet basic needs and provide some discretionary income.
• All workers shall be provided with written, understandable information about their employment conditions and wages before they enter employment, and about the particulars of their wages each pay period.
• Deductions from wages as a disciplinary measure are not permitted, nor are deductions not provided for by national law without the express permission of the worker. All disciplinary measures should be recorded.

Freedom of association

• Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
• Think Rugs adopts an open attitude towards the activities of trade unions and their organisational activities.
• 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.

No discrimination

• 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.

No harsh or inhumane treatment

• Physical abuse or discipline, the threat of physical abuse, sexual or other harassment, and verbal abuse or other forms of intimidation are prohibited.
• Every employee shall be treated with respect and dignity.
• Think Rugs operates an independent, anonymous whistleblowing helpline; this information should be made available to all workers so they can report a breach of this policy or other unlawful conduct.

Health and safety

• Suppliers must be committed to the continuous improvement of factory standards and the working conditions of the people who make Think Rugs products.
• A safe and hygienic working environment shall be provided, with adequate steps taken to prevent accidents and injury to health by minimising, as far as reasonably practicable, the hazards inherent in the working environment.
• Workers shall receive regular, recorded health and safety training, repeated for new or reassigned workers.
• Access to clean toilet facilities, potable water and, where appropriate, sanitary facilities for food storage shall be provided.
• Accommodation, where provided, shall be clean, safe and meet the basic needs of workers.
• Trained first-aid personnel shall be assigned. Think Rugs does not accept factories that operate in vertically shared production sites.

Agency labour

• Where workers are sourced from a third party, suppliers must ensure that party is reputable and, if required, properly licensed (for example under the Gangmasters Licensing Act 2004).
• Suppliers must take reasonable steps to ensure all workers supplied have the right to work in the country of operation and are engaged on terms that comply at least with minimum legal requirements there.
• Agencies must be made aware of, and give a written commitment to comply with, this code.

Sub-contractors

• Suppliers must declare all production facilities to Think Rugs.
• No subcontracting should take place unless authorised by Think Rugs.
• Suppliers must ensure any subcontractor, including homeworkers, is aware of, and has given a written commitment to comply with, this code.

Audits

• All suppliers to Think Rugs will be audited at least every two years (more often if required) to assess compliance with this code.
• Audits must be unannounced or semi-announced within a minimum two-week window.
• Suppliers should report any known breaches of this code to Think Rugs and take corrective action within the specified time.
• Think Rugs may conduct unannounced audits at its own discretion.