Barbour's Base Code of Ethics

For Ethical Trade information, read more here.

Where the Supplier undertakes to supply the Products to Barbour, the Supplier shall ensure that the manufacturing, storage and distribution of the Products takes place in factories or workplaces either owned by the Supplier or by its sub-contractor (where consent to sub-contract has been given):-


  • That apply ethical treatment in relation to their workers as approved by Barbour’s reasonable standards;
  • Where the workers are paid not less than the statutory minimum for the country in which they are employed or industry standard benchmarks, (whichever are higher), all workers are provided with both a) written and understandable information about their employment conditions in respect of wages before they enter employment and b) the particulars of their wages for the relevant pay period each time they are paid;
  • No deductions from pay are made which are not permitted by national legislation without the express consent of the relevant worker;
  • Where working conditions are safe and hygienic according to health and safety legislation within the country of origin and workers shall receive regular and recorded health and safety training which shall be repeated for new or reassigned workers (the responsibility for health and safety having been assigned to a senior management representative);
  • Child labour shall conform to the strict provisions of the International Labour Organisation of the United Nations as amended from time to time;
  • Where there is access to clean toilet facilities, drinkable water and clean facilities for food storage and where accommodation is provided, this meets the basic needs of the workers;
  • Where no worker employed is under the statutory minimum working age in the country in which the factory or workplace is based;
  • Where no worker works more than 12 hours a day and 48 hours per week and shall be provided with at least one day off for every 7 day period on average;
  • Overtime is voluntary, not demanded on a regular basis and shall be paid at a premium rate;
  • Where no worker is forced to lodge or ‘deposit’ their identity papers, passport or other formal documents required for work and are free to leave employment with reasonable notice being given by the worker;
  • Where no discrimination is practised in any way including race, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation;
  • Where the workers' presence in the workplace is voluntary and not as the result of any direct or indirect coercion including force, bonded or prison labour;
  • Where no harsh or inhumane treatment is allowed including mental cruelty, physical punishment, verbal abuse, sexual harassment or any other form of intimidation;
  • Where the workers' rights to freedom of association and collective bargaining are respected and there is no prohibition on joining a union which is not under the control of the management of the Supplier;
  • Where worker’s representatives are not discriminated against and have access to carry out their representative functions in the workplace;
  • Where the right to freedom of association and collective bargaining is restricted under law, the Supplier facilitates (and does not hinder) the development of parallel means for independent and free association and bargaining; and
  • That comply with all applicable employment standards, regulations or other legal or statutory requirements for the country in which they are employed including (but not limited to) requirements relating to pay, working conditions, health, fire and safety regulations.
  • The Supplier shall ensure that all obligations under applicable national and local legislation are adhered to relating to the payment of taxes arising from the regular employment relationship and the Supplier shall not avoid such obligations through the use of labour-only contracting, sub-contracting, or home-working arrangement, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment. Such obligations will also not be avoided through the excessive use of fixed-term contracts of employment.
  • Either on or before the Commencement Date or upon request by Barbour during the Term, the Supplier shall immediately notify Barbour of the place and country of origin of all factories or workplaces used to manufacture, store or distribute the Products and will not, without the prior written consent of Barbour, use any other factory or workplace until such prior written consent is obtained from Barbour.