Supplier Code of Conduct

Supplier Workplace Code of Conduct

At Wild Saint London, we are a responsible clothing brand with ethical decision making built into our brand dna, working to high workforce, animal, and environmental welfare principles. Therefore, we expect our business partners to conduct their business in compliance with the same values and respect of our company.

Our Supplier workplace code of conduct below is to clarify the minimum standards expected from the business partners who are, directly or indirectly, part of the value chain of our garments or packaging.


This Code of Conduct applies to all business partners– suppliers, agents, distribution centers, distributors -as well as their subcontractors and other suppliers (herein after referred also as business partner), that are in a business relationship with Wild Saint London.


Business partners commit to have verification mechanisms and well-functioning management systems in place to implement, comply with and examine the principles laid down in this Code of Conduct.  These shall include clear policies, an accountable organization, routines, communication, and feedback mechanisms to identify, correct and improve social, health & safety and environmental impacts. When submitting information, the business partner is expected to be transparent and not intentionally mislead Wild Saint London. 

  1. Compliance with legislation, regulations, and contracts


Business Partners shall comply with all applicable laws and regulations (including anti-corruption and bribery laws) where they conduct business and shall meet the contractual obligations established between the parties throughout the contract period.


  1. Child Labour


The employment and/or exploitation of children is strictly prohibited.  All legal limitations
regarding employment of persons below the age of 18 shall be followed.  They should be protected from any hazardous work, night shift and any kind of work that might hamper their development or impose any physical harm.  Necessary measures shall be taken to prevent that no one under the legal age of employment is recruited.


  1. Minimum age for employment


The minimum age for employment or work shall be 16. Work done by children and/or people under the minimum age that is carried out as an integral part of a course, program of education and/or training shall comply with national laws or regulations and should not prejudice their attendance at school.


  1. Right of association, collective bargaining


All employees, without exception or distinction, shall have the right to set up associations or organizations of their own choice for the purpose of promoting and protecting the interests of the employees. They shall also have the right to join or leave such associations or organizations, and to work for them without previous authorization, penalty, or interference


  1. Discrimination


Any type of discrimination in hiring, compensation, access to training, promotion, termination, or retirement is prohibited. Any active or passive distinction, exclusion or preference made based on race, caste, colour, age, gender, pregnancy, religion, political opinion, membership of an employee organization, disease, physical or mental disability, ethnic, national or social origin, marital status, job position, nationality, sexual orientation or other personal characteristics. Business partners shall have a grievance mechanism in place enabling employees to put forward complaints without risk of retaliation.


  1. Positive work environment


Employees, indiscriminately, shall be treated with equality, dignity, and respect. Sanctions, fines, other penalties, or disciplinary measures may only be taken in line with current national and international standards and with internationally recognized human rights.  No employee shall be subjected to any form of harassment, coercion, or abuse, including, without limitation, verbal, mental, physical, psychological, sexual and/or bodily force at his workplace.


  1. Forced labour


Business Partners will not use any form of forced and compulsory labour, debt bondage, servitude or slave labour and conditions akin to slavery (including, without limitation, prison labour, bonded labour, indentured labour). No employee may be directly or indirectly compelled to work through force and/or intimidation. Employees shall not be required to lodge “deposits” and shall be free to leave their employment after reasonable notice.


  1. Working hours and overtime


Working hours must comply with the strictest requirements in force at any given time under current law and regulations.  A work week shall not exceed 48 hours or 60 hours if overtime is included. The employee is entitled to at least one day off after working for six days in a row. Any overtime shall be remunerated in accordance with domestic standards, must take place on a voluntary basis and shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay


  1. Wages and benefits


The wages, overtime and benefits paid meet, at a minimum, national legal level, industry level, or collective bargaining agreement, whichever is higher. In any event, a fair living wage should always be enough to meet the basic needs of employees and their families and provide some discretionary income. Compensation shall be provided in a way that is prompt and easily understood. All fringe benefits required by law or contract are provided

Conditional payments or disciplinary deductions are not tolerated. The employee shall be granted and correctly compensated for any type of paid leave to which they are legally entitled.


  1. Documentation of employment relationship


All work performed must be based on recognized employment relationship established
through national law and practice. Business Partners shall provide to their employees a written documentation, in their own language, with the conditions of employment (e.g. the commencement and end of the employment relationship, working hours, salary and bonuses) in relation to the manufacturing phases directly concerning them. The name, date and place of birth and, if possible, the home address of the employee shall be recorded. Obligations to employees, under labour or social security laws and regulations arising from the regular employment relationship, shall not be avoided using labour-only contracting, fixed-term contracts or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment.


  1. Workplace health and safety


Employees are provided a safe, hygienic, and healthy workplace that is in compliance with all applicable laws and regulations. Business partners shall provide policies, systems, and trainings to promote health and safety and prevent injury. With this in mind, business partners shall set up systems capable of detecting and preventing any potential hazards to the health and safety of its employees. Moreover, they shall regularly keep the employees informed and trained regarding current workplace health and safety regulations and safety measures. Adequate ventilation and temperature, clean toilets, and access to drinking water in sufficient quantities shall be ensured. If sleeping quarters are provided to the employees, they must be separated from the workplace and must be clean, safe and fulfil basic requirements. Business partners shall accommodate the needs of pregnant workers


  1. Environmental impact


Business partners shall comply with all applicable environmental laws and regulations in the jurisdictions in which they operate. This includes laws and regulations related to air quality, air emissions, water conservation, water quality, water use, waste, re-use, recycling, and energy efficiency. It is expected that ongoing efforts will be made to prevent and mitigate environmental burdens. Any procedures and standards in force for waste management, handling chemicals and other hazardous substances and their disposal and those pertaining to emissions and wastewater treatment shall be observed. Wild Saint London will continuously seek out business partners who provide proactive leadership and partnership in reducing these impacts.


  1. Use of Chemicals


Business partners shall conduct all operations in full compliance with all applicable laws and regulations regarding chemical use and disposal, including maintaining valid permits.


  1. Code of Conduct Implementation


Business partners will post, implement, and integrate this Code and supporting guidelines into their operations and will ensure compliance among their sub-contractors.


  1. Monitoring the Code of Conduct


Wild Saint London is responsible for ensuring compliance with the principles laid down in this Code of Conduct.  If requested by Wild Saint London, the business partners are obliged to conduct a social audit at the production sites. Business partners guarantee that if needed, Wild Saint London’s employees or third parties authorized by it are entitled to examine compliance with the principles laid down in this Code of Conduct by those directly or otherwise engaged by it.  Wild Saint London or authorized third parties are entitled to visit unannounced Business partners. Business partners will also give Wild Saint London or authorized third parties unrestricted access to all his production sites and plant


  1. Sanctions and remedial measures


Wild Saint London is entitled to monitor the principles laid down in this Code of Conduct. If non-compliance is detected, the business partners are obliged to immediately take appropriate remedial measures. If appropriate measures are not implemented, or non-compliance is still detected after its report, Wild Saint London has the right to terminate the business relationships with the business partners


  1. Notification


Complaints or information concerning violations of this Code of Conduct may be reported to Wild Saint London and we will place the highest priority on confidentiality of information and identity protection when investigating and acting on this information. All the business partners guarantee that they will abstain from taking any disadvantageous or disciplinary measures against the person filing the complaint.


  1. Subcontracting


Wild Saint London does not permit subcontracts without our prior written approval. All salesman-sample and production orders must be produced within facilities that have been approved by Wild Saint London, without exception. The suppliers are required to continuously monitor approved subcontractors and sub-suppliers for social and environmental responsibility using standards that meet or exceed this Code.


  1. Animal Welfare


Suppliers must respect animal welfare and work progressively towards adopting healthy and humane practices towards animals based on best available technology and standards. Suppliers must ensure the fibers sourced to the manufacturer do not come from countries or regions where animal welfare is not respected or where the activity results in deforestation. It is the supplier’s responsibility to adopt mechanisms to ensure and prove the above guidelines are followed


  1. Transparency


Wild Saint London and our suppliers are responsible and have the goal to ensure social and environmental responsibility and the integrity of our product content claims throughout the supply chain. Wild Saint London believes transparency and traceability is a crucial step to transform the industry and work towards this goal. Therefore, Wild Saint London requires suppliers to map and continuously track and monitor all locations in all levels of their supply chain and, upon request, provide transparency information into the owned and/or subcontracted farms, mills, plants, factories, and other sites that are involved in the production of Wild Saint London’ s products.