Our commitment to doing business in an ethical way is central to how we operate. We care about the welfare of everyone, humans and animals, in our supply chain and the environmental footprint we leave behind. At Lush, we recognise that a large part of our success has been due to the establishment of direct and close working relationships with our suppliers. We require everyone in our supply chain (all direct and indirect suppliers of raw materials and packaging products and their subcontractors) to share and adhere to these policies. We use these policies as a framework for conducting our business. New suppliers will only be fully authorised as a Lush supplier in receipt of the completed and signed policy document.
Third party auditing of our suppliers’ records and procedures may also be carried out. This may be done as a random spot check or used where further validation of the declaration is needed.
These standards consist of legal obligations and/or standards we consider minimum standards that everyone must adhere to. These standards are marked with the following symbol: ⚫
Please note – we understand that there can be very unique circumstances. If for any reason adhering to any of the standards outlined in this document could have a detrimental effect on you as a supplier or anyone in your supply chain please get in touch with us.
Progressive Standards & Supporting Change
Whilst these standards are still important to us, we understand that suppliers may need time / require support to reach these standards. We accept that we cannot solve all problems overnight. If these standards are not met, we work with our suppliers to set benchmarks, to achieve mutually acceptable solutions in an agreed time frame. This then allows us and suppliers to benchmark against our continuous improvement. After an agreed timeframe, the supplier can highlight any change in internal policy, procedure and practice to demonstrate the improvements made. Even though non-compliances may still exist, the supplier may have implemented a system to monitor non-compliances and to ensure that they move towards compliance on a gradual basis. This process allows you as our supplier and us to know what improvements have been made over time.
These standards are marked with the following symbol: ◯
We ask all of our suppliers to:
The provisions of this policy constitute minimum and not maximum standards and should not be used to prevent you from exceeding these standards. You are expected to comply with national and other applicable law and, where the provisions of law and this Policy address the same subject, to apply that provision which affords the greater protection.
This policy applies to a suppliers operations as follows:
1.1 Employment is freely chosen ⚫
1.1.1 There is no forced, bonded or involuntary prison labour.
1.1.2 Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice.
1.1.3 Lush strictly prohibits human trafficking in all its and our suppliers’ operations.
1.2 Freedom of association and the right to collective bargaining are respected ⚫
1.2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
1.2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
1.2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
1.2.4 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.
1.3 Working conditions are safe and hygienic ⚫
1.3.1 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 minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
1.3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
1.3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
1.3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
1.3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.
1.4 No child labour ⚫
1.4.1 No child should be employed or work if:
1.4.2 Light work may be allowed for 12 and 13-year-olds in most developing countries provided it does not interfere with schooling.
1.4.3 No-one aged below 18 years should engage in any dangerous/hazardous work that might jeopardise their physical, mental or moral well-being because of its nature or the conditions under which it is carried out.
1.4.4 Children and young persons under 18 shall not be employed at night or in hazardous conditions.
1.4.5 Suppliers shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child.
Please note – we understand that there can be very unique circumstances. If for any reason adhering to 1.4 or any of the standards outlined in this document could have a detrimental effect on you as a supplier or anyone in your supply chain please get in touch with us.
1.5 Legal minimum wages are paid and all workers employed shall be provided with all legally mandated benefits. ⚫
1.5.1 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.
1.5.2 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.
1.5.3 Employer Pays Principle: No worker shall pay for a job – the costs of recruitment should be borne not by the worker but by the employer.
Repayment of Recruitment Fees: If it is discovered that workers have paid recruitment fees, the full cost of those fees should be reimbursed to the worker by the business partner who is responsible for the violation, including for any sub-agents in the recruitment supply chain where this was within the reasonable due diligence control of the business partner.
1.6 Working hours are not excessive ⚫
1.6.1 Working hours must comply with national laws, collective agreements, and the provisions of 1.6.2 to 1.6.6 below, whichever affords the greater protection for workers. Sub-clauses 1.6.2 to 1.6.6 are based on international labour standards.
1.6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week unless the individual concerned has expressed the desire to.
1.6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment.
1.6.4 The total hours worked in any seven-day period shall not exceed 60 hours, unless the individual concerned has expressed the desire to do so, or where covered by clause 1.6.5 below.
1.6.5 Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where all of the following are met:
1.6.6 Workers shall be provided with at least one day off in every seven-day period or, where allowed by national law, two days off in every 14-day period. * International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.
1.7 No discrimination is practiced ⚫
1.7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination, general day-to-day workplace practice or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
1.8 Regular employment is provided ⚫
1.8.1 To every extent possible work performed must be on the basis of a recognised employment relationship established through national law and practice.
1.8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, subcontracting, 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.
1.8.3 There shall be no zero-hour contracts unless it is the preferred choice of the employee.
1.8.4 There should be equal balance between the employee’s employment
conditions, rights, responsibilities and duties set out in the contract and the employer’s.
1.9 No harsh or inhumane treatment is allowed ⚫
1.9.1 Physical abuse or 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 minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this standard address the same subject, to apply that provision which affords the greater protection.
1.10 Homeworking & Subcontracting ⚫
1.10.1 We accept the presence of homeworking and subcontracting within our supply chain where mutually agreed. We want to work with our suppliers to ensure good labour conditions in our supply chains. We ask our suppliers to communicate this policy to all homeworkers / subcontractors and to declare to Lush where homeworking / subcontracting occurs in supply chains.
2.1 Use of Genetically Modified Organisms (GMO) & Microorganisms (GMM) ⚫
2.1.1 Suppliers shall not use genetically modified organisms & microorganisms in the production of any material supplied to Lush. This includes paper and paper products and transgenically modified trees and plants that have genes of other animals and plants inserted.
2.2 Environment and Biodiversity ⚫
2.2.1 A supplier’s operations should not contribute to the destruction of natural habitats / areas of ‘conservation interest’ including primary forest, peatland, coastal habitats, water meadows, water reservoirs etc.
2.2.2 There is an implemented Environment plan / policy which takes into consideration: Avoiding actions that adversely affect biodiversity and natural habitats e.g. clearing native forests, fracking, draining reservoirs.
2.2.3 Suppliers do not exceed legal pollution limits (air, soil, water) and all required permits are held.
2.2.4 If material supplied to Lush is listed under any CITES appendix, a sustainable extraction management plan is in place to ensure that the species is able to regenerate at the same pace as is being extracted.
2.2.5 Suppliers need to advise Lush if a material/product sold to Lush falls under CITES control.
2.2.6 If the supplier imports the product from outside of the EU, or buys from a third party that does, then the supplier must provide Lush with a copy of the CITES import permit.
2.3 Chemical Management Practices ⚫
2.3.1 There is a detailed Health and Safety Risk Assessment and training provided for the handling of all chemicals to include:
2.3.2 All applications of chemicals are monitored and recorded.
2.3.3 The business considers all impacts of all chemical management practices.
2.3.4 Protection measures are in place where chemicals are handled and mixed to prevent potential spillage resulting in pollution of water streams and the local environment.
2.4 Animal Welfare in Agriculture ⚫
Suppliers should enforce the following animal welfare standards. This is applicable to any animal that is involved in your operations:
2.4.1 Freedom from hunger and thirst – by ready access to fresh water and a diet to maintain full health and vigour.
2.4.2 Freedom from discomfort – by providing an appropriate environment including shelter and a comfortable resting area.
2.4.3 Freedom from pain, injury or disease – by prevention or rapid diagnosis and treatment. Freedom to express normal behaviour by providing sufficient space, freedom of movement, proper facilities and company of the animals’ own kind.
2.4.4 Freedom from fear and distress – by ensuring conditions and care which avoid mental suffering.
2.4.5 Suppliers should prohibit any form of non-domestic animal hunting or culling to take place on the land which the product is grown/ processed on. This includes animals such as badgers, rats etc which are sometimes considered ‘pests’.
2.4.6 Field operations are adjusted to avoid areas of habitat for animals e.g. bird nesting.
2.4.7 Bees and Pollinators are not harmed during any agricultural operations.
2.5 Soil Health ◯
2.5.1 There is an implemented Soil Health Management plan which aims to conserve soil organic matter.
2.6 Highly Hazardous Pesticides ◯
2.6.1 Lush promotes the use of natural techniques for pest control measures including Integrated Pest Management (IPM) and bio-pesticides.
Here is a link to the list of Lush prohibited pesticides. Please note that Lush conducts spot checks on our materials to monitor traces of prohibited pesticides for the safety of our customers.
2.6.1 None of the pesticides, fungicides and herbicides listed on the Lush Prohibited list are to be used in the production of the supplied material to Lush. Please note that this also includes the same products disguised under a different trade, scientific or common name.
2.7 Forestry Management ◯
2.7.1 If any material supplied to Lush requires further processing which uses forests as energy source (e.g. wood-fuelled distilling), the supplier must demonstrate the sustainability of those materials to Lush, assuring a net-no deforestation scenario.
2.7.2 Operations don’t disrupt bird nesting (e.g. felling occurs outside of breeding times) or breeding periods of other key animals.
2.7.3 Suppliers must have a forestry management plan in place which is shared with the relevant buyer. This should address the sustainability of the yields and the wider ecological roles of the utilised species in the local ecosystem.
2.7.4 Supplier should ensure that there are no hunting / shooting rights attached to the forest area.
2.7.5 If root stock is extracted [or trees are felled and will not re-grow through coppice] the supplier ensures that there is a [realistic] replanting plan in place.
2.7.6 Suppliers should ensure that extraction does not prohibit seed dispersal if set in a primary forest setting.
2.7.7 Any materials derived from tree tapping methods for resin should provide a sustainable tapping management plan to be shared with the relevant buyer. Suppliers should ensure that ongoing tapping does not contribute to declining tree health and endangering the tree population.
2.7.8 Suppliers should ensure that no Genetically Modified or Genetically Engineered Transgenic Trees are planted.
3.0 Fair Share ⚫
3.1 Suppliers accept responsibility for helping to gain transparency of the supply chains of ingredients supplied to Lush.
3.2 The legal and customary rights of indigenous people and local communities to control their traditional lands and protect their cultural identity must be ensured by suppliers.
3.3 The supplier must confirm that all necessary due diligence was undertaken and that they are compliant with the Nagoya Protocol where applicable. Suppliers will be asked to provide proof of this.
4.0 Legal Obligations ⚫
4.1 Suppliers must adhere to all relevant legal obligations and all relevant Lush policies. These policies include our ‘Anti-Slavery & Human Trafficking’, ‘Anti bribery and corruption policy’, amongst others, which can be found here: https://weare.lush.com/lush-life/our-policies/anti-bribery-and-corruption-policy/
4.2 Suppliers must have systems in place to review and adhere to their legal obligations under regulations such as The UK Modern Slavery Act (or any other legislation designed to combat modern slavery and offences relating to trafficking and slavery), The Human Rights Act, The Nagoya Protocol, tax and environmental laws and where relevant the Convention on International Trade in Endangered Species of Wild Fauna and Flora (CITES), to protect endangered plants and animals and to help regeneration of degraded environments.
4.3 Any legal non-compliance must be reported to Lush immediately.
All malpractice concerns should be reported to: [email protected]
For further information on whistleblowing please refer to our whistleblowing policy here: https://weare.lush.com/lush-life/our-policies/lush-whistleblowing-policy/
For any questions or comments regarding this document please contact: [email protected]