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Ethical Standards Policy

Chiltern Global operates a strict ethical trading policy which is detailed below and only work with partners that comply with it.


Employment Freely Chosen

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


Freedom of association and the right to collective bargaining are respected

  • There must be an open attitude towards the activities of trade unions and their organisational activities.
  • Without distinction employees have the right to join or form trade unions of their choice and to bargain collectively.
  • There must be no discrimination against workers representatives and they must have access to carry out their representative functions in the workplace.
  • Where freedom of association and collective bargaining is restricted under law, employers must facilitate and 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 which takes into knowledge of the industry and any specific hazards must be provided.
  • The causes of hazards must be minimised as far as reasonably practicable.
  • Adequate steps must be taken to prevent accidents and injury to health associated with or occurring during work.
  • All staff must be provided with potable water and clean toilet facilities.
  • Where appropriate, sanitary facilities for food storage shall be provided.
  • Any accommodation provided shall be clean, safe, and meet the basic needs of the workers.
  • Employers must assign responsibility for health and safety to a senior management representative.


Child labour shall not be used

  • There must be no new recruitment of child labour.
  • Companies shall develop, participate in and contribute towards policies and programmes which provide for the transition of any child found to be performing child labour to enable them to attend and remain in quality education until they are no longer a child.
  • Children and young persons under 18 shall not be employed at night or in hazardous conditions.
  • These policies and procedures shall conform to the provisions of the relevant International Labour Organisation (ILO) standards.


Living wages are paid

  • Wages and benefits paid for a standard working week must meet minimum/ legal or industry standards, whichever is higher. In all cases wages must be enough to meet basic needs and provide discretionary income.
  • Before engagement all workers must be provided with written and understandable information about their employment conditions in respect to wages.
  • Deductions from wages as a disciplinary measure shall not be permitted, neither shall any deductions (other than those permitted by national law) be made without the express permission of the worker.
  • All disciplinary measures should be recorded.


Working hours are not excessive

  • Working hours must comply with national laws and industry standards, whichever affords greater protection.
  • Workers shall not on a regular basis be required to work more than 48 hours per week and shall be provided with at least one day off in every 7-day period on average.
  • Overtime shall be voluntary, not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.


No discrimination is practiced

  • 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 orientations, union membership or political affiliation,


Regular employment is provided

  • Wherever possible work must be performed on the basis of a recognised employment relationship established through national law and practice.
  • Obligations to employers under labour/ social security laws or regulations arising from a regular employment relationship must not be avoided through the use of labour-only contracting, subcontracting, apprentice schemes or home-working arrangements. 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.


Harsh or inhumane treatment

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



  • The provisions of this code constitute a minimum and not maximum standard and should not be used to prevent Chiltern Global from exceeding these standards. Chiltern Global are expected to comply with national and other applicable law.