Responsible Recruitment Register

Workers do not pay recruitment fees or deposits to secure their job, their employer-provided accommodation, or any training and equipment necessary to carry out their jobs.

Job applicants will never be charged fees of any kind or expected to provide gifts/other incentives in connection with their job application, whether for a temporary or permanent position. Any complaints of hidden labour exploitation, including ’cash for jobs’, will be dealt with in accordance with the company’s Disciplinary Policy & Procedure.

ASW Follow Amfori Code Conduct. The Code of Conduct makes it mandatory for the signitory to Adhere to international principles of responsible recruitment, including the Employer Pays Principle, and require the same from their recruitment partners, when engaging and recruiting all workers, either directly or indirectly, especially members of vulnerable groups such as temporary and migrant workers

We commit to work with our global supply chain partners to create conditions so that: 
No workers pay for their job; 
Workers receive a timely refund of fees and costs paid to obtain or maintain their job; 

Accenture suppliers do not use, encourage or engage in human trafficking. They do not, among other things: charge workers recruiting fees

Committed to eliminating the practice of migrant workers paying recruitment costs and fees to secure their employment. Adidas support the Dhaka Principles for Migration with Dignity to enhance respect for the rights of migrant workers from the moment of recruitment, during employment and through to further employment or safe return.

Employees should not be charged fees in exchange for employment or have collateral in the form of money, identification or other personal belongings held – without workers’ consent – as a condition of employment. 

Suppliers shall not demand employment fees or similar expenses. In particular when employing migrant employees, actively confirm that employees are not subject to unreasonable obligations in their country of origin.

Due to the risk of bondage and indenture arising from the use of recruitment fees, ALDI and all its business partners are to abide by the ‘Employer Pays Principle.’ This means that no worker should pay for a job, and all costs related to recruitment must be borne by the employer.

Workers may not be charged recruitment fees at any point in the recruitment process. Suppliers to analyze and monitor the practices of recruitment agencies and labor brokers and to employ agencies that act ethically and in the best interests of workers.

Workers shall not be required to pay employers' agents or sub-agents' recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker."

Workers shall not be required to pay employers, agents, or sub-agents recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

Do not require employees to leave their passports, official identification documents, or work permits in our custody, compel employees to pay recruitment fees or lodge deposits at the time of, or during, the course of recruitment or employment, or otherwise violate the rights of employees to freely vacate or resign from their job or their rights to freedom of movement. We ensure that similar standards as above apply when using any recruitment agency during the course of
recruitment or employment.

Subscribe to the RBA Code of Conduct (RBA Code) and not only use it within own operations but also expect key suppliers to recognize the RBA Code as well.

Angus is embedding the Responsible Recruitment Toolkit to drive ethical and professional recruitment within the supply chain. Organization's progress illustrates positive impact on people’s working lives including: How they are recruited – removing the possibility of recruitment fees being charged and Having accurate information about the job;

Individual workers or job-seekers must not be charged or bear recruitment fees or any charge payable to business partners or any third party working on behalf of business partner

Supplier must ensure that workers do not pay fees or make payments connected to obtainingor keeping employment throughout the hiring process and the period of employment. Supplieris responsible for payment of all recruitment fees and expenses relating to employment, bothin supplier’s country of operation and in the worker’s home country.

Employees shall not be required to pay employers’ or their agents’ recruitment fees or other similar fees to obtain their employment.

Employees are not required to pay any fees related to their employment. Applied Materials sets expectations for social responsibility in supply chain, requiring vendors and suppliers to comply with both company Standards and the Responsible Business Alliance (RBA) Code of Conduct.

The Supplier or its recruitment partners must not require workers to pay deposits or recruitment fees for a job. If any such fees are found to have been paid by workers, they must be repaid.

As a full member of the Responsible Business Alliance (RBA, formerly EICC), ARRIS is committed to supporting the RBA Code of Conduct and as such its suppliers must conform to these requirements and encourage their sub-suppliers to conform as well.

No worker, including migrant workers, should pay for a job (based on the ILO definition of recruitment fees). The costs of recruitment should be borne by the employer.

ASM require all suppliers to complete an RBA self-assessment questionnaire to assess their risk factors in our supply chain. Risks are identified based on various aspects, such as their management system availability, but also the presence of vulnerable groups including young workers and foreign migrant workers. 

ASML is a member organizaiton of RBA

Workers shall not be required to pay Employers’ or agents’ recruitment fees or other related fees for their recruitment and must not be bonded through other loans or fees. If any such fees are found to have been paid by Workers, such fees must be repaid to the Worker by the Employer, including international travel costs.

Where migrant labour is used Bakkavor expects its suppliers to have a clear understanding of the processes, fees and costs associated with this. This includes all the fees and costs incurred for migrant worker recruitment, origin, transit (where applicable), destination countries and any outstanding debts the worker may incur because of the process. Based on this understanding, a time bound action plan should be developed to move to a responsible recruitment model in line with Employer Pays Principles and ILO definition on recruitment fees and costs and be incorporated within a recruitment policy.

Employers must not require workers to provide deposits or recruitment fees. If recruitment fees exist, the employer is responsible for payment of all employment eligibility and recruitment fees.

The supplier has policies and processes in place ensuring that workers do not pay recruitment fees to obtain or secure the job (Employer Pays Principle).

Not charge workers’ recruitment fees or utilize firms charging workers such fees, and to not utilize fraudulent or misleading recruitment practices

This policy prohibits the charging of recruitment fees and related costs to migrant workers, and promotes the ILO's Employer Pays Principle, which requires that no worker should pay for a job - the costs of recruitment should be borne by the employer, not the worker.

Where migrant labour is used James T. Blakeman & Co. Ltd expects its suppliers to have a clear understanding of the processes, fees and costs associated with this. This includes all the fees and costs incurred for migrant worker recruitment, origin, transit (where applicable), destination countries and any outstanding debts the worker may incur because of the process.

BMW is a member organizaiton of RBA

The organisation shall ensure workers do not pay any recruitment fees at any stage of the recruitment process.

Employers are responsible for all costs and fees associated with recruitment of workers regardless of the manner or location of the imposition or collection of the fee. Workers do not pay recruitment or other fees irrespective of the method of payment or by whom it was collected. Workers do not suffer unlawful pay deductions, to secure a job or for continued service, nor disproportionate monetary penalties as a disciplinary measure.

Suppliers and agents/labour brokers working on their behalf, should not require Workers to pay recruitment fees, take out loans or pay unreasonable service charges or deposits

The supplier should bear the full costs of recruitment and placement of workers. Migrant workers should not be charged any fees for recruitment or placement. The employer must not require the worker to surrender identification documents.

The employer should bear the full costs of recruitment and placement.

Not require workers to pay employers’ or agents’ recruitment fees or other related fees for their employment, and if Supplier learns that any such fees have been paid by workers, repay such fees to the worker.

Workers shall not be required to pay fees and costs associated with their recruitment.

Canadian Natural will never require any payment such as an application fee nor will we ever ask for credit card information from prospective candidates. Canadian Natural does not require job applicants to pay any sort of fee.

Workers shall not be required to pay employers’ agents or sub-agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker. 

Suppliers must ensure that no fees or costs have been charged, directly or indirectly, in whole or in part, to jobseekers and workers for their services directly related to recruitment for temporary or permanent job placement, including when using the services of private recruiters, labor brokers or employment agents or performing recruitment activities directly. Workers must not be required to pay employers’ or their agents’ recruitment fees or other similar fees to obtain their employment (such as host country fees like levies, fees for work permits, or fees for renewing work documents, or home country fees like visa fees, medical checks, or any other costs that are not the legal responsibility of the worker). 

Workers should not pay recruitment or similar fees to obtain employment. The costs of recruitment should be borne by the employer.

Cisco has adopted the Responsible Business Alliance (RBA)Code of Conduct for supply chain suppliers. The Code reflects the basic tenets of responsible manufacturing agreed upon by the electronics industry.

All fees such as recruitment. Remewal, work or exit visas, will be paid for by thr employer.

Suppliers must take steps to recruit responsibly. This includes not engaging in deceptive recruiting practices, including the charging of fees or recruitment charges.

The Colgate-Palmolive Company believe that every worker should have freedom of movement, no worker should pay for a job, and no worker should be indebted or coerced to work. We expect that employers will not hold workers passports, original identification documents or other valuables unless required to do so by law. We also expect that fees and costs associated with recruitment and employment should be paid by the employer, not the employee.

Suppliers should pay the costs of recruitment directly to the extent possible. When not possible, or where the migrant worker is legally required to pay a fee or cost directly, the migrant worker shall be reimbursed by the Supplier as soon as practicable upon arrival, but no later than one month after the worker’s arrival in the receiving country.

Any fees incurred by Conagra Brands suppliers when using employment agencies in the hiring or recruiting of workers must be paid by Conagra Brands suppliers and such fees cannot later be assessed against workers.

Suppliers will not require payment of fees or the surrendering of government-issued identification, passports or work permits as conditions of employment.

Workers should not be required to pay employers’ or agents’ recruitment fees or other related fees for employment. If such fees are found, then these fees should be repaid to the worker.

Employees shall not pay any fees or other payments to the employer or agent for the purpose of being hired or as a condition of employment. No such fees shall be deducted and withheld from wages or otherwise passed on to the Employees.

No worker should pay for a job. Fees and cost associated with recruitment and employment should be paid by the employer, not the employee (Employer Pays Principle).

Dell Technologies is a founding member of RBA. The RBA Code of Conduct establishes standards for safe, responsible, ethical, and sustainable business operations in which workers are treated with respect and dignity. The RBA and Dell Technologies prohibit charging employees these fees, including withholding funds from their pay.

Suppliers to strictly prohibit the use of forced labour, whether in the form of slave labour, indentured labour, bonded labour, coercion of any employee through any means, or any other forms including debt bondage and any financial burdens on workers by withholding wages or paying expenses such as recruitment fees.

Workers must not be charged any recruitment fees, expenses, or other costs to obtain their jobs. Any expenses associated with obtaining a job must be covered by the employer and workers must be reimbursed if they have paid any such fees

Forced labor may include deception, restriction of movement, isolation, physical or sexual violence, intimidation and threats, retention of identity documents, withholding of wages, debt bondage (including the payment of recruitment fees, abusive working or living conditions), or excessive overtime. Suppliers that employ migrant workers must ensure that migrants will not be hired through fraudulent recruitment practices or pay recruitment fees.

Employees shall not be required to pay employer’s or agent’s recruitment fees or other related fees for their recruitment and must not be bonded through other loans or fees. If any such fees are found to have been paid by employees, such fees must be repaid to the worker by the employer, including international travel costs if any.

Employers and the third party employers they use shall ensure that workers are not required to pay any recruitment fees, transport costs, or any other charges related to obtaining work at any point in the recruitment process.

Dyson has a zero recruitment fees policy for migrant workers in its contract manufacturers. The policy requires employers, rather than the worker, to bear the cost of recruiting a migrant worker (e.g. recruitment agent fee, flights and visas).

We do not use, nor do we allow, the use of any such recruitment fee at any stage of our process. We comply with all the findings of the Institute of Human Rights’ 2018 report on the subject and adhere to the “Employer Pays Principle” – we wholeheartedly agree that no worker should bear any cost at any point for the recruitment process to Entain, any

Prohibition of worker paid recruitment fees, withholding of personal documentation, excessive working hours and failure to provide a living wage. 

Employees of a Business Partner must not be required to pay any recruitment fees or other aggregate fees to obtain their employment.

Under no circumstances should workers be charged fees or expenses related to their recruitment, and they must always be free to leave their employment in accordance with applicable law or contract.

Workers shall not be required to submit original personal legal documents or make deposits of any kind at any time during the recruitment and employment process.

We support ethical recruitment aligning with the Employer Pays Principle.

No worker shall pay for the cost of recruitment. FGV shall cover costs associated with the recruitment of migrant workers in the sourcing and receiving countries

Workers shall not be required to pay employers’ agents or sub-agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

Workers shall not be required to pay employers’ agents or sub-agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

Ford is a member organizaiton of RBA

None of our employees should pay for their job. Fees and costs associated with recruitment and employment should be paid by FrieslandCampina.

Suppliers shall not charge any fees to workers which are to obtain or maintain employment.

The facility shall pay all fees and costs payable to the host government for the documentation of Foriegn Contact Worker’s employment in the host country, including any levies, fees for work permit, and fees for renewing work documents. The facility or the recruitment agency shall not collect from Foreign Contract Workers a deposit or bond or withhold part of Foreign Contract Workers’ earnings at any point of their employment.

Responsble recruitment and positive change in the way that migrant workers are recruited, with a focus on eliminating fees being charged to workers to secure employment. 

Workers shall not be required to pay recruitment fees or hiring-related fees to employers, agents, or labor brokers, unless allowed by local law.

Not charge workers recruitment fees or utilize firms charging workers such fees. Not utilize fraudulent or misleading recruitment practices. Not withhold or destroy a worker’s identify or immigration documents.

Suppliers to be compliant with the Twinings Code of Conduct, including refunding migrant worker fees and improving policies on ethical recruitment.

Employers shall ensure that migrant,contract, contingent and temporary workers are compensated directly and in full, without deduction for recruitment fees or any other agency charge for services, such as obtaining residency permits or work visas on behalf of workers. 

The employer must cover any commissions and other fees in connection with recruitment employment

Not charge individuals a fee of any kind in connection with their recruitment or ask individuals to pay a deposit as a condition of being offered work;

Migrant or temporary foreign workers are accorded treatment and protection equal to other workers. Where we use agency workers, Griffith Foods has a policy of paying all recruitment fees.

No use of forced, bonded, indentured or involuntary prison labour. Workers should not pay for a job or have their freedom of movement denied.

workers in the company’s supply chain will not be forced to pay for their jobs or bear the cost of recruitment, transportation or other fees associated with their employment

None of employees should pay for their job. Fees and costs associated with recruitment and employment should be paid by HEINEKEN. 

Demonstrating zero tolerance for forced labor based on the following three principles:
1. Every worker should have freedom of movement 
2. No worker should pay for a job
3. No worker should be indebted or coerced to work

The employer is responsible for payment of employment eligibility fees of contract and/or foreign workers, including recruitment fees and costs. 

Migrant workers shall not be required to pay for their employment. The costs and fees associated with recruitment, travel and processing of migrant workers shall be covered by the supplier

Foreign migrant workers shall not be required to pay for their employment. Suppliers shall maintain adequate controls to ensure that workers have not been charged recruitment or placement fees during their recruitment process. Suppliers should pay the costs of recruitment directly to the extent possible. When not possible, or where the foreign migrant worker is legally required to pay a fee or cost directly, the foreign migrant worker shall be reimbursed by the supplier as soon as practicable upon arrival, but no later than one month after the worker’s arrival in the receiving country.

Workers shall not be required to pay employers’ or agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker

Suppliers must ensure that no fees or costs have been charged, directly or indirectly, in whole or in part, to job-seekers and employees for the services directly related to recruitment for temporary or permanent job placement, including when using the services of private recruitment, a labor broker or employment agent or performing recruitment activities directly. 

HUGO BOSS is a member of the Fair Labor Association (FLA). The FLA code of conduct recomends no recruitment fee charging,

Recruitment practices are transparent and fair and ensure zero recruitment fee. Direct recruitment is encouraged and recruitment process is well documented.

Strongly believe that migrant workers should be treated with respect, we have committed to advocate for this goal more widely, with governments, businesses and other relevant organisations, and continue to look for ways to assist and support migrant workers.

Workers shall not be required to pay any fees or deposits for recruitment or hiring purposes.

Workers must not be required to pay recruitment expenses either in their home country or the country where work is performed.

Workers shall not be required to pay Suppliers recruitment fees or other related fees for their employment.

 Statement on Combating Modern Slavery details the prohibitions against holding worker passports and charging workers fees to obtain or keep employment. 

No worker should pay for a job. Fees and costs associated with recruitment and obtaining employment should not be paid by workers.

J M Smucker is committed to the principle that no worker should pay for their job and encourages Suppliers to ensure that workers are not charged fees related to recruitment, placement or maintaining a job. Where such fees are charged, employers should seek to reimburse workers.

Workers shall not pay recruitment fees or other related expenses for their employment. If it is discovered that workers have paid fees, the supplier shall ensure that the workers are repaid in full.

The Group adopts the ‘Employer Pays Principle’ - no worker/employee should pay for a job. The cost of the recruitment should be borne not by the worker, but by the employer.

The Partnership prohibits its supply chain from charging workers to secure work, including the payment of recruitment fees or associated costs as defined by the ILO. This is particularly relevant for migrant workers.

Ensure that workers, including foreign migrant workers, do not pay fees or other costs associated with their recruitment and employment (for example, legal costs, travel, lodging, passport or visa processing, medical exams, training, or personal protective equipment).

Suppliers must follow the “Employer Pays Principle” and adhere to the tenet of the Priority Industry Principles that “No worker should pay for a job”. Employees shall not pay any fees or costs to the Supplier, Labour Agent/Agency, or any other third party associated with recruitment. Examples of fees and costs include, but are not limited to, legal fees, travel, lodging, passport and visa processing, medical exams, in-country support services, personal protective equipment, and training.

Prohibit recruitment fees paid by workers themselves and do not impose restrictions on workers’ freedom of movement.

Suppliers must ensure no fees or related costs are charged to applicants and workers for recruitment and that no monetary deposits, financial or collateral guarantees or personal possessions are demanded as a condition of employment.

Prohibiting forced labor (prohibition of forced labor against the will of workers, prohibition of collecting money (fee, deposit, etc.) when concluding a labor contract, etc.)

The Supplier must not demand that employees hand over their passports or other legally recognized IDs as a condition of employment or require them to pay fees related to their employment.

Working must be voluntary and workers must be free to leave work and terminate their employment or other work status at any time. Workers must not be required to make any monetary deposits or surrender any original identification documents as a condition of employment.

Kraft Heinz abides by the “The Employer Pays Principle.” As such, suppliers must ensure that individual workers and job seekers are not charged for their jobs and that the cost of recruitment should be borne, not by the worker, but by the employer.

Employers are not to require employees to pay recruitment fees to them or agents.

Lam Research follow the code of conduct of Responsible Business Alliance (RBA)

Suppliers must pay the cost of recruitment or reimburse workers who have paid recruitment fees

Recruitment fees may not be charged to workers.

No recruitment fee(s) shall be charged to any foreign migrant worker. Any commissions and other fees in connection with employment of migrant workers must be covered by the employer.

The employee shall not be urged to provide any deposits or personal identity documents to the supplier, unless such a requirement is provided for in relevant laws. Should such a requirement be present, the supplier shall return any deposits or documents to the employee upon termination of employment.

Vendors, employment agencies, and intermediaries must not require workers to lodge any monetary deposits, or require mandatory saving. Lululemon Athletica is a member of FLA.

Any use of forced labor, slavery, servitude or trafficking in human beings by our suppliers, as well as withholding identity papers or work permits or requiring workers to deposit a bond or the use of any other constraint, is strictly prohibited. 

As a part of Institute for Human Rights and Business ‘Leadership Group for Responsible Recruitment’ M&S is committed for employer pays principle.

Suppliers should respect and adhere to internationally recognised labour and human rights standards as defined in the principles of the United Nations Global Compact. Suppliers should:
not use or benefit from any kind of forced or involuntary labour and prohibit the use of recruitments fees, deposits, including by recruitment agencies, or other practices that may prevent employees from freely ending their employment;
 

No worker should pay for a job –
Fees and costs associated with recruitment and obtaining employment should not be paid by workers.

Workers are not charged or required to pay fees or deposits to obtain or maintain employment. Pay is not withheld, and no conditions are present that constrain a worker’s ability to freely choose employment.

Workers shall not be required to pay recruitment, hiring, or other similar fees related to their employment. Suppliers must bear or reimburse to their workers the cost of any such fees.

No migrant worker should have to pay recruitment fees and related costs to secure their employment. This commitment is informed by the Employer Pays Principle and the ILO’s general principles and operational guidelines for fair recruitment.

Follow RBA code of conduct.

Suppliers shall not require workers to pay employer’s or agent’s recruitment fees or other employment related fees, such as for skill tests, additional certifications or medical exams/ screening. If any such fees are found to have been paid by workers, suppliers shall repay such fees to workers. 

Mondelēz support CGF's Priority Industry Principles on Forced Labor that include : No worker should pay for a job

Refrain from having employees pay recruitment or other fees to obtain or retain their employment, and any such fees should be paid by the employer, not the employee.  Make employees aware of the terms and conditions of employment either orally or in writing.

Morris and Watson is a member of the Responsible Jewellery Council (RJC). 
RCJ code: Use deceptive recruitment practices and/or require employees to pay any deposits, equipment advances or recruitment fees (either wholly or partially) as part of the recruitment process. If any such fees are found to have been paid by employees, they shall be reimbursed. 
 

Labour providers should not charge workers for finding them a job or for services that are integral to the work-finding process.

No fees, guarantee money, or other monies, regardless of designation, will be collected or received. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

Nationwide recognises the risk of bondage arising from the use of recruitment fees and will never ask job applicants to pay recruitment costs, at any point in the recruitment process. Where migrant labour is used, recruitment suppliers and Nationwide should pay for all recruitment-related fees and costs (with the exception of personal visa costs), in line with the Institute of Human Rights and Business’ Employer Pays Principle and the International Labour Organization’s Definition on recruitment fees and costs.

Recruitment fees should not be borne by the Worker in order to secure a job.

Not charge fees or costs nor request deposits for job placement services, from jobseekers, his/her employers, agents, nor subagents. The Supplier’s financial arrangements with agents and subagents shall not allow fees from job-seekers as part of the agents’ or subagents’ revenue for services provided. Should it become evident that recruitment fees have been paid, the supplier shall have to establish a plan to reimburse the worker of any fees, costs or deposits paid.

Workers shall not be required to pay employers’ or agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

Workers will not be required to pay employment eligibility fees, including costs or fees associated with recruitment and employment.

Comply with the Principles and Criteria for the Production of Sustainable Palm Oil* set forth by the Roundtable on Sustainable Palm Oil (RSPO), that include porohibition on recrutiment fees.

Follow RBA code of conduct. 

Suppliers must not require workers to pay any fees or other payments to the Supplier or a third-party for the purpose of being hired or as a condition of employment. Suppliers must not deduct or withhold such fees from wages or otherwise pass such fees on to workers.

Suppliers must ensure that their employees do not pay any fees, costs or expenses related to their employment and can freely leave  and enter relevant company facilities.

We worked with suppliers to ensure their compliance with the principles of zero hiring fees and freely chosen employment. When violations are discovered, we require suppliers to return hiring fees to workers.

Workers shall not be required to pay employers’ agents, or sub-agents recruitment fees or other related fees for their employment. Such fees and expenses include, but are not limited to expenses associated with recruitment, processing, or placement of workers. If any such fees are found to have been paid by workers, Supplier shall be responsible that such fees shall be repaid to the worker.

The supplier ensures that throughout the hiring process and employment period, no deposits (monetary or otherwise) are collected from employees, including temporary, seasonal and migrant labour and employees provided by agencies, recruiters or brokers. In cases where a fee was collected in violation of this guideline, the supplier shall promptly pay, as appropriate, all such fees either directly to labour contractors/ agencies or other providers of labour, or promptly reimburse the effected worker

The supplier ensures that throughout the hiring process and employment period, no deposits (monetary or otherwise) are collected from employees, including temporary, seasonal and migrant labour and employees provided by agencies, recruiters or brokers. In cases where a fee was collected in violation of this guideline, the supplier shall promptly pay, as appropriate, all such fees either directly to labour contractors/ agencies or other providers of labour, or promptly reimburse the effected worker

Workers will not be obligated or forced to make monetary deposits in relation to their employment, pay recruitment fees associated with obtaining work, or leave their original identity or immigration documents to the employer.

Workers are not to be charged any fees related to recruitment or employment. In the event such payments have been made, they should be refunded.

Fees and costs associated with recruitment and employment should be paid by the employer, not the employee.

Suppliers, manpower supply companies, and staffing agents shall not collect any recruitment fees from workers.

Supplier shall ensure that it pays all recruitment fees and related costs associated with the recruitment of migrant workers and that applicants or selected migrant workers do not pay any fees, expenses or deposits in connection with their application or employment.

Workers must not pay, directly or indirectly any fees or related costs for recruitment and or employment including those that may be issued by a recruitment agency. You should bear the full cost of any recruitment (including health checks) and placement and contract-end repatriation and pay any legally allowed recruitment fees. These shall not be passed onto the worker nor deducted from their wages.

The supplier shall adhere to international principles of responsible recruitment, including the Employer Pays Principle, and require the same from their recruitment partners, when engaging and recruiting all employees, either directly or indirectly, especially members of vulnerable groups such as temporary and migrant employees.

The employer should bear the full costs of recruitment, placement, and contract-end repatriation.  

Aligning standards with the Employer Pays Principle to help ensure that every worker has freedom of movement, is not required to pay for a job, and is not indebted or coerced to work.

In Horticulture, the types of slavery we have identified as being most likely are: Forced Labour
• The payment of fees for recruitment or associated costs and the retention of identity documents

Employees must not be required to pay recruitment fees and are free to withdraw from the employment relationship with reasonable notice.

A worker must not be required to pay any fees to a vendor or recruitment agent in order to secure or maintain employment... In the event where it is not possible to pay the recruitment and employment associated fees in advance, Vendor shall reimburse the worker in full and within thirty (30) days of arrival in host country.

Fair recruitment practices should include the prohibition of workers paying recruitment fees before, during or after a recruitment process. If any migrant worker is charged recruitment fees, then that worker shall be reimbursed;

Employees do not need to pay any recruitment fees. Pou Chen Group as a member of Fair Labor Association (FLA), by actively participating in various projects and upholding FLA’s participating suppliers’ obligations, is devoted to work with FLA and support related industry initiatives.

Any fees associated with the employment of Workers must be paid by the Employer.

Princes supports the Employer Pays Principle which states that: 'No worker should pay for a job - the costs of recruitment should be borne not by the worker but by the employer'. Princes also supports the Dhaka Principles for Migration with Dignity which provides a set of key principles that employers and recruiters should respect in order to uphold the human rights of migrants.

No recruitment fees or related costs are to be paid by workers. Recruitment fees are defined in accordance with the GLAA Licencing Standards and UK law.The company follow Employer Pays Principle

Focus on elimination of recruitment fees. Puma is a member of FLA.

VH maintains a “no fees” policy and suppliers, factories and facilities are required to ensure that migrant workers are not responsible for paying fees or expenses to secure or maintain employment with a factory or facility at any point during the employment life cycle.

Qualcomm is a member organizaiton of RBA

Suppliers will ensure no fee recruitment, no withholding of work/travel documents, and no restrictions on freedom of movement.

Recruitment fees or related costs must not be charged to or otherwise borne by recruited workers and jobseekers. All fees must be borne by the employer.

Reiss is committed that no worker should pay for a job and has a zero-tolerance policy on the use of recruitment fees. Any costs of recruitment should be borne not by the worker but by the employer.

Workers shall not be required to pay employers’ or agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

Not requiring recruitment fees to be paid to Rio Tinto by people, and paying all recruitment fees where we work with third-party recruiters;

Shell Supplier Principles mention, "no payment of recruitment fees by workers"

Charging employee recruitment fees or providing inadequate housing based on local standards, laws, and directives is not permitted by SAIC Notors

Recognising that excessive levels of worker indebtedness, caused by high recruitment fees, is one of the most common forms of modern slavery within our company's sphere of influence, we have committed to the Consumer Goods Forum's (CG) Forced Labour Priority Industry Principles which include: every worker should have freedom of movement, no worker should pay for a job and no worker should be indebted or coerced to work.

Samsung is committed to the Employer Pays Principle and actively monitors and works with its supply chain partners to prevent the payment of recruitment fees by workers and the occurrence of other ILO forced labour indicators.

Employees must in no way be made to bear the cost of recruitment fees.

Schneider Electric has established a responsible and transparent recruitment process for migrant workers by mandating its partners who subcontract third- party workers to adhere to the Group Human Rights Policy in order to ensure that migrant workers do not pay any recruitment fees.

Workers shall not be forced to deposit money nor provide the original documents of their identification as a deposit.

Employers must not force workers to make a financial deposit or submit their identification documents, such as a passport, and freedom of movement must be assured.

Unless otherwise set forth in the laws or regulations, suppliers shall not re- strict the free behavior of their employees, including by way of unduly imposing fees or advance payments relating to their employment, or confiscating or destroying passports, identification documents or work permits, etc.

No Recruitment fees – Our core principle of zero-cost means no worker should pay for a job. Sime Darby Plantation shall bear all the costs of recruitment.

All types of employment, including temporary, immigrant, student, contract, regular and other employees, shall be based on voluntary labor, not forced labor such as slavery, human trafficking, etc., and suppliers do not impose financial burdens on job seekers or workers by collecting recruitment fees or related costs. if workers are imposed any fee or costs it must be refund

Suppliers also must not charge workers for employment and recruitment costs. In the event that recruitment fees or related costs are charged, suppliers must reimburse employees immediately, and investigations must be conducted to ensure that no other employees are indebted due to the recruitment or hiring process.

Follow RBA code of conduct. 

Workers shall not be required to pay employers’ or agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

Job seekers and current employees are not charged or required to pay fees or deposits in order to gain or maintain their employment.

Workers cannot be required to surrender their identity papers or other original personal documents or pay deposits as a condition of employment. 

Workers shall not be required to make monetary deposits for finding employment or required to pay recruitment fees to their employer, recruitment agencies, or any other intermediaries.

Suppliers must not use fraudulent or misleading recruiting tactics or require workers to pay fees or deposits in order to gain or maintain their employment.

Prohibit requiring any form of deposit, recruitment fee, or equipment advance from employees either directly or through recruitment agencies

Regarding migrant workers, who are vulnerable to forced labor, in February 2023 Suntory established the “Suntory Group Migrant Worker Employment Guidelines,” an internal policy that gives guidance to own operations related divisions as well as suppliers and business partners on how to prevent risks from materializing, and also how to provide remedy based on the IHRB’s “Employer Pays Principle” in the case that risks have materialized.

Supplier shall not require workers to pay recruitment and/or hiring-related fees to employers, agents or labor broker outside legally allowed fees. All fees charged to workers must be disclosed in advance and documented in a language that the workers understand.

We do not condone holding workers’ passports or other personal documents, charging any type of fee or deposit for employment, allowing labor agents or brokers to charge fees or engaging in deceptive recruitment practices. 

Practice the "Employer Pays Principle", and all workers are free from any form of recruitment debt encumbrances, forced labor, trafficking and the withholding of personal travel documents.

We do not use forced labour in any form. We do not confiscate personal documents of our employees, or force them to make any payment to us or to anyone else in order to secure employment with us, or to work with us

All forms of forced labour, slavery or other forms of involuntary labour, as well as the production of goods through prison labour, are strictly prohibited. The ILO general principles for fair recruitment, including the “employer pays principle”, must be observed.

Remain committed to eradicating all recruitment fees and costs across supply base however the hidden nature of many recruitment fees and costs means this can be challenging. 

Workers shall not be required to pay employers’ agents or sub-agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker within 30 days.

Workers must not be required to pay recruitment fees or other employment-related fees to employers’ agents or sub-agents. If any such fees have been paid by workers, such fees must be repaid to the worker.

Thal Union is committed to "zero recruitment fees" for migrant workers, which means the fees for recruitment services will be covered by Thai Union or its subsidiary.

Business partners must ensure that employment agencies must only supply workersregisteredwiththemandthat workers pay no recruitment fee at any stage of the recruitment process.

Job seekers and current employees are not charged or required to pay fees or deposits in order to gain or maintain their employment.

Our vendors must reimburse their workers for any recruitment or hiring fees that are paid.

Tokyo Electron is a member organizaiton of RBA

Requesting deposit guarantees from employees to have access to safety protection equipment or other material is not allowed.

Workers shall not be required to pay employers’ agents or sub-agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker

Suppliers shall ensure that workers, including migrant workers and workers supplied through an agency, are not required to make deposits, financial guarantees or payments to employers, labour providers, brokers or agencies to obtain work. Suppliers shall be responsible for payment of all fees and expenses.

Workers should never pay to work and where Suppliers work with recruitment agents, they must ensure that workers are not charged recruitment fees or other fees related to them securing or commencing employment. Where the Supplier finds that fees have been paid by workers, these fees should be repaid to the worker.

Suppliers comply with the Institute for Human Rights and Business’ Dhaka Principles for Migration with Dignity (the “IHRB Dhaka Principles”). At the center of this work is the development and deployment of our Migrant Worker Policy & Standards (“MWPS”) that requires our suppliers to practice responsible recruitment, including ensuring that migrant workers obtain work free of coercion, deception, fees, and debt.

Workers are not required to pay a fee or deposit in connection with obtaining employment, to the employer or to any person, company or agency involved in the recruitment process. Employers are responsible for the payment of all fees and expenses in connection with a worker obtaining employment or incurred in connection to the worker performing their duties. If workers have paid any fees, these must be reimbursed by the employer.

Ensure that employees are not be charged any fees or costs for recruitment, directly or indirectly;

Supplier’s employees are not required to pay employers’ agents or sub-agents’ recruitment fees or other related fees for the employment. If any such fees are found to have been paid by employees all such fees shall be repaid to the employee.

Believe and fully support the “Employer Pays Principle” and its implementation by our global supply chain partners by 2026. In line with the ILO Definition on Recruitment Fees and Related Costs, along with Principle One of the Dhaka Principles for Migration with Dignity.

Employers must not require workers to provide deposits or recruitment fees. If recruitment fees exist, the employer is responsible for payment of all employment eligibility and recruitment fees.

Vinci is a member of LGRR and supports the EPP.

Make sure workers are never charged anything for their recruitment, directly or indirectly. This includes travel and all admin costs in both home and host countries.

Supplier shall bear all costs related to the recruitment process in full, including travel and repatriation. If it is discovered that workers have paid recruitment fees, the Supplier must reimburse the full cost of those fees to the worker.

Foreign migrant workers should not be charged any fee unless it is generally recognized as an acceptable fee to be paid by foreign recruited workers.

Our global sourcing principles on modern slavery have been strengthened by adding this policy, prohibiting the payment of direct or indirect illegal recruitment fees to secure a job.

Western Digital is a member organizaiton of RBA

Workers must not be required to pay recruitment, hiring, agents’ or brokers’ fees, or other related fees or costs for their employment either in their home country, any intermediate country, or the country where work is performed. Suppliers should recruit workers in a manner that prevents worker-paid fees. Suppliers may not require workers to make any financial deposits into accounts. If workers have paid fees in violation of these Standards, Suppliers are required to bear or reimburse to workers the cost of any such fees incurred at any point during the recruitment process, even if outside of the Suppliers’ direct control of the recruitment process.

Workers shall not be required to pay employers’ or agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

Suppliers communicate a clear policy to all labour hiring / recruitment agencies that no recruitment fees or other forms of payment are to be levied to workers.
 

World Wise Foods supports the Dhaka Principles for migration with dignity.  Employers must cover all costs of workers becoming their employees; these include agency fees, placement fees, transport costs, taxes, worker cards/permits and renewals, visa costs, medical costs, pre-departure training, orientation, insurance, and employer contributions to social security. Employers are responsible for any costs when contracts or documents need to be renewed. 

Suppliers will not withhold workers’ personal documentation (e.g., government-issued identification, passports, or work permits), and will pay any agency recruitment/employment fees. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.