Code of Conduct

Lyfcycle’s Code of Conduct is based on the International Labour Organisations Standards for internationally accept good working practices. All our suppliers commit to meeting these important standards. These requirements are applicable to the whole of Lyfcycle’s supply chain. Lyfcycle are dedicated to working with our partners to implement and improve their labour practices and conditions in the workplace. We also work with our factories to go beyond these standards and where possible to make their working environments the best possible place for its workers. 

1. No Child Labour

No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher. Juvenile workers (ages 15-17) shall not perform work which, by its nature or the circumstances in which it is carried out, is likely to compromise their health, safety or morals.

2. Freedom of Employment

There shall be no forced, compulsory or involuntary labour, including but not limited to bonded or prison labour. No worker shall be held in slavery or human trafficking. Workers must not be required to lodge deposits or their identity papers on commencement of employment. Workers must be free to leave their employer after reasonable notice.

Suppliers are required to monitor any third-party entity which assists them in recruiting or hiring employees, particularly migrant workers, to ensure there is no withholding of wages, identity documents or exploitation. In addition, those seeking work does not be compelled to do so through force, deception, intimidation, coercion or as punishment.

3. Freedom of Association and Collective Bargaining

Workers have the right to form and join trade unions or organisations of their own choosing and to bargain collectively without harassment, interference or retaliation. Suppliers shall recognise and respect this right for workers to organise. All suppliers must develop and implement effective grievance mechanisms to resolve employee complaints, industrial disputes and ensure respectful, effective and transparent communication between management, employees and their representatives. 

4. Discrimination

There will be no discrimination in employment, recruitment, compensation, benefits, work projects, training, progression, discipline, dismissal or retirement. Equal opportunity and treatment will be provided regardless of race, colour, religion, gender, nationality, ethnicity, age, political opinion, pregnancy, childbirth, medical condition, sexual orientation, ancestry, physical or mental disability, genetic characteristics, family, marital status, status as a veteran, caste, socio-economic status, union affiliation, previous employment, work status or any other distinguishing characteristic.

5. Wages

Wages and benefits paid for a standard working week must meet at least legal or industry minimum standards. They must always be sufficient to meet the basic needs of workers and their families and provide some discretionary income. Where compensation does not meet workers’ basic needs and provide some discretionary income, suppliers should work with Lyfcycle to take appropriate actions that will allow the progressive establishment of a level of compensation that does. 

All wages and benefits must be paid in a timely manner. Deductions from wages for disciplinary measures must not be permitted. Illegal deduction from wages is not allowed either for not meeting targets. Employers shall respect equal pay between women and men for work of equal value and will also respect equal employment opportunities to women. 

All workers must be provided with written and understandable information about the conditions in respect of wages before they enter employment. This also covers the particulars of their wages for the pay period concerned each time that they are paid. 


6. Hours of Work

Regular working hours must be contracted and shall not exceed more than 48 hours a week, or the maximum allowed by the law of the country, whichever is less. Employers must allow a minimum of 24 consecutive hours rest after every 7-day period. All overtime must be voluntary and paid at a premium rate. The maximum sum of contracted and overtime hours in a week must not exceed 60 hours, or the maximum allowed by law in the country of manufacture, whichever is less. Accurate attendance, payroll and production records shall be maintained.

7. Harassment and Abuse

Every employee should be treated with respect, dignity and fairness. Any form of physical, sexual, verbal or psychological abuse is strictly prohibited alongside monetary fines, abuse or embarrassing acts as a disciplinary measure.

8. Health and Safety

A safe, clean and hygienic environment shall be provided, and best occupational health and safety practices will be promoted, taking in to account the specific hazards of the industry. Regulations shall be implemented to prevent accidents and injury, minimise health risks and provide security. Suppliers should have an appointed Health and Safety representative. 

Workers shall receive regular and recorded health and safety training. All workers should be aware of their nearest fire exists and the procedures in the event of an emergency. All workers will have access to clean toilet facilities and drinking water. Appropriate PPE will be provided where necessary. Where accommodation is provided, this should be clean, safe, hygienic and meet the needs of workers. 

9. Environment

Suppliers must meet all local and national environmental laws and treat the local environment with respect, adopting a credible, proactive approach to mitigating negative impacts on the environment. Lyfcycle require all suppliers to be transparent about their environmental impacts. Factories must monitor and report their energy and water usage, all hazardous and non-hazardous emissions and how waste is disposed of. Lyfcycle is committed to working with suppliers to identify and prioritise areas of action and improvement. 

10. Secure Work

The employment relationship is established. All workers must be provided with an official contract of employment and a copy must be kept in the factory. Regular employment must not be avoided or replaced with labour-only contracting arrangements or apprenticeship schemes where there is no real intent to impart skills or provide regular employment. Workers must be given the opportunity to participate in education and training programmes upon request.

11. Subcontracting

Subcontracting is not permitted unless prior and written approval is provided by Lyfcycle. Should subcontracting be approved, Suppliers must ensure all subcontractors and sub-suppliers meet Lyfcycle’s code of conduct and any applicable laws.


12. Community

Lyfcycle seek long-term partnerships with suppliers who uphold the same values as us. We advocate for all suppliers, where possible to go beyond this Code and push to uphold the highest social and environmental standards. Lyfcycle are continually looking to support and improve the lives of our employees and their families in the community. We encourage all suppliers and workers, when possible, to participate in local community and charity efforts. Lyfcycle has also established the Lyfcycle Foundation that seeks to support local communities and charities helping our business. 


13. Management

By working with Lyfcycle, Suppliers commit to implementing and upholding this Code alongside all applicable laws in the country which the workers are employed and, where applicable any collective bargaining agreements. Where differences or conflicts in standards arise, suppliers will comply with the highest standard that is the most in favour of the employees. Suppliers agree to verification and monitoring. Suppliers are aware that if this code, applicable laws, or collective bargaining agreement are not followed, it could result in contracts being declared void. 

14. Communication

Suppliers are required to post this Code and the Lyfcycle grievance contact details next to each other in a conspicuous place frequented by all employees in the local languages spoken by employees, supervisors and managers. Suppliers also commit to training employees and making them aware of this code, applicable laws, their rights and the Lyfcycle grievance contact details. 

Lyfcycle is committed to working with our suppliers to help them overcome any difficulties or concerns they have. If any supplier, manager, supervisor or worker has a concern about this code, or feel like your rights are being violated we would like to know about it. Please contact us using the free phone number or email below. Please feel free to write in your local language. All information will be confidential, and your identity will be protected. 

Grievance Email: info@lyfcycle.co.uk

 
  • Instagram
  • Facebook
  • LinkedIn

©2020 by LYFCYCLE® Ltd.  Registered in England and Wales. Company No. 12173416. 

Registered Address: 101 Nottingham Road, Cropwell Bishop, NG12 3BA, United Kingdom


Lyfcycle Mobile App     |     Work With Us     |     Traceability Platform     |     Privacy Policy     |     Code of Conduct