Menu
  • Sign In
My Cart
  • Compare Products
Advanced Search

FINAL CLEARANCE NOW ON - UP TO 80% OFF

FINAL CLEARANCE NOW ON
UP TO 80% OFF
Free Delivery over £100
Free Returns
Trustpilot affirmation
Designed By Us
Price Match Promise

BEDECK LIMITED - CODE OF CONDUCT FOR THE SUPPLY OF GOODS

This document details the standard of conduct Bedeck Ltd. requires from all of its suppliers in relation to the conditions under which goods are manufactured and supplied.

Suppliers must also ensure that all sub-contractors meet these requirements.

Bedeck Ltd. may refuse to place any business with a new supplier unless or until it receives a signed copy of this Code from the supplier, confirming that all the requirements of this Code will be met. Notwithstanding the above, in the absence of such written confirmation, the supplier shall be deemed to have read and accepted the requirements and obligations of this Code upon supplying products to Bedeck Ltd.

This Code is mandatory and will be subject to audit in the future. Bedeck Ltd. will continually assess suppliers’ compliance through evaluations at regular intervals. Any issues of non-compliance will be raised with the supplier and an agreeable resolution will be sought. Any breach of this Code shall be considered to be a material breach by the supplier of its contract with Bedeck Ltd.

CODE OF CONDUCT

1) FREEDOM OF EMPLOYMENT

  • 1.1 There is no forced, bonded or involuntary prison labour.
  • 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.
  • 1.3 We expect all our suppliers and their sub-contractors to comply with the Modern Slavery Act 2015 (UK) Modern Slavery Act 2015 (legislation.gov.uk)

2) FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING

  • 2.1 Workers, without distinction have the right to join or form trade unions of their own choosing to bargain collectively.
  • 2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
  • 2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
  • 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.

3) SAFE AND HYGIENIC WORKING STANDARDS

  • 3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and any specific health 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 it is reasonably possible, the causes of hazards inherent in the working environment.
  • 3.2 Workers shall receive regular and recorded health and safety training, and such shall be repeated for new or reassigned workers.
  • 3.3 Access to clean toilet facilities and to potable water and if appropriate sanitary facilities for food storage shall be provided.
  • 3.4 Accommodation where provided shall be clean, safe and meet the basic needs of the workers.

4) CHILD LABOUR SHOULD NOT BE USED

  • 4.1 There shall be no recruitment of Child Labour.
  • 4.2 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 him or her to attend and remain in quality education until no longer a child.
  • 4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.

5) LIVING WAGES ARE PAID

  • 5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event, wages should always be enough to meet basic needs and to provide some discretionary income.
  • 5.2 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 periods concerned each time that they are paid.
  • 5.3 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 shall be recorded.

6) WORKING HOURS ARE NOT EXCESSIVE

  • 6.1 Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.
  • 6.2 In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.

7) NO DISCRIMINATION IS PRACTISED

  • 7.1 There is 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 orientation, union membership or political affiliation.

8) REGULAR EMPLOYMENT IS PROVIDED

  • 8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
  • 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, sub-contracting, 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.

9) NO HARSH OR INHUMANE TREATMENT IS ALLOWED

  • 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.

10) ANTI-BRIBERY POLICY

DEFINITIONS

Child means any person less than 15 years of age. If local minimum age law stipulates a higher age for work or mandatory schooling, the higher age applies.

Young Person means any worker over the age of a child (as defined above) and under the age of 18.

Child Labour means any work by a child or young person younger than the age specified in the above definitions, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to be hazardous or to interfere with the child’s or young person’s education, or to be harmful to the child’s or young person’s health or physical, mental, spiritual, moral or social development.

We confirm that we have read and understood the above Code and agree to comply fully with the requirements of the Code.

Bedeck Ltd Code of Conduct January 2026