Code of Conduct
for the textile and fashion industry
Foreword
The Confederation of the German Textile and Fashion Industry (t+m), its member associations and
companies in the industry acknowledge their corporate social responsibility, regardless of the location at
which they conduct their business – whether in Germany, Europe or other parts of the world – and have
drawn up the present Code of Conduct in recognition of this fact. The Code, which is offered to the textile
and fashion industry as a voluntary instrument, sets out the principles of business best practices that
maintain a primary and constant focus on the need to observe corporate social responsibility.
The adoption of this Code of Conduct is recommended by t+m and its member associations. Each
company should undertake to observe the Code of Conduct and adopt suitable practices to ensure
compliance with its principles. Wherever possible and wherever economically feasible, each company
should declare its intent to support the stated goals. This also applies to its business with suppliers and
purchasers.
In a number of places, this Code of Conduct cites international agreements. These agreements,
which are referenced in the footnotes, are as a rule oriented and binding on sovereign states and not on
companies. Accordingly, these citations should be understood as offering businesses a contextual focus
only to the extent that this is possible for a private commercial enterprise.
1. Basic assumptions
Business leadership that acknowledges corporate social responsibility is one of the foundational, core
principles of business practice. Each and every decision a business makes must consider the consequences
from an economic, social and ecological viewpoint. The company must reconcile these interests
as appropriate while also keeping in mind the principles of the UN Global Compact1. At the places at
which they conduct their business, companies contribute voluntarily – and as individually feasible – to
the wellbeing and sustainable development of the global community. The same applies to business relationships
within the textile supply chain. Business partners are to be treated fairly. Contracts are to be
honoured, assuming this would not fundamentally change the underlying conditions. Universally-held
ethical values and principles are to be upheld, with particular attention given to human dignity
2. Scope of application
This Code of Conduct is valid for all branch offices and business units worldwide of companies signatory
to the Code.
3. Key aspects of socially responsible business leadership
Observation of the rule of law
A company signatory to the Code of Conduct (hereafter referred to simply as „the company“) observes
the laws and legal provisions of the countries in which it does business. Where national regulations
are not of a satisfactory standard, the company is to conduct a detailed review of good business practice
typical for Germany with the aim of applying this practice to support responsible corporate management.
The company pursues a course of legally unimpeachable, recognized business practice and fair
competition. In particular, the company will not be a party to an agreement or adopt a course of action
that breaches German or European antitrust legislation, or the antitrust laws of another sovereign state
in which the company does business. The company rejects corruption and bribery on the basis of the
UN Convention on the same2. The company uses suitable methods to foster transparency and business
integrity, plus responsible company leadership and management. The interests of the company are to be
kept strictly separate from the private interests of its personnel.
Consumer interests
The company considers the interests of the consumer in its business activities. The company ensures
that its products present no health or safety hazard when used for the intended purpose. Legal limits are
to be observed, with values kept as low as possible. The company also adopts a suitable approach for
considering consumer interests in information and marketing activities.
Communications
The company communicates the Code of Conduct and its implementation to employees, business
partners and other interested parties, e.g. by publishing details of the same on the company‘s official web
site. The company is prepared to discuss the contents of the Code of Conduct. Trade secrets and details
of third-party business are handled with due care and confidentiality.
4. Human rights
The company upholds and promotes human rights as given in the Universal Declaration of Human
Rights3. The company pays particular attention to upholding the human rights listed below:
– Health and safety
The company fosters a healthy working environment, working to protect employee health while ensuring
occupational safety in order to avoid accidents or injuries.
– Harassment
The company protects its members of staff from corporal punishment, from physical, sexual or psychological
harassment, and from intimidation or abuse.
– Freedom of speech
The right to free speech and freedom of expression is both protected and upheld.
– Protection of privacy.
5. Working conditions
Observation of ILO core labour standards ILO
The company upholds the eight core labour standards of the ILO4. These standards are as follows:
– The prohibition of child labour, as per ILO Convention No. 138 („Minimum Age“, 1973) and No. 182
(„Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour“, 1999).
– Prohibition of forced labour, as per ILO Convention No. 29 („Forced Labour“, 1930) and No. 105
(„Abolition of Forced Labour“, 1957).
– The promotion (and where possible the assurance) of the same level of remuneration for men and
women for work of equal value, as per ILO Convention No. 100 („Equal Remuneration“, 1951).
– Insofar as legally permissible and feasible in the country of operation, respecting the rights of workers,as per ILO Convention No. 87 („Freedom of Association and Protection of the Right to Organise“,1948) and No. 98 („Right to Organise and Collective Bargaining“, 1949).
– The prohibition of discrimination, as per ILO Convention No. 111 („Discrimination (Employment and
Occupation)“, 1958). The scope of the prohibition applies in particular to discrimination based on an
employee’s sex, race, disability, ethnic or cultural origin, religion or worldview, or sexual orientation
Working hours
Insofar as the applicable national jurisdiction does not specify a lower figure for maximum working
hours, normal working hours are not to exceed 48 hours per week.
As a minimum, employees are to be granted the equivalent of one free day within a 7-day period.
Insofar as provided for by the applicable national jurisdiction, this day may be granted within a period of
up to 14 days.
6. Environmental protection
The company complies with the applicable provisions for environmental protection, such as apply to
its various local premises. The company adopts an eco-friendly policy regardless of its place of business:
where the applicable local legislation does not provide for a level of protection that guarantees sustainable
development, the company will adopt a strategy appropriate to its economic situation in order to
achieve a satisfactory level of protection. Furthermore, the company will also treat natural resources
responsibly in accordance with the principles of the Rio Declaration5.
7. Civic engagement
The company contributes actively to the social, cultural and economic development of the country
and region in which it operates, also supporting the voluntary activities of its employees in these areas.
8. Implementation and application
The company makes every appropriate and reasonable effort to ensure the
continuous implementation and application of the principles and values defined
in this Code of Conduct, and to rectify any related shortcomings as rapidly as
possible. On request – and on condition that this occurs on a mutual basis –
contractual partners are to be informed about the key strategies involved. It
should be possible for the contractual partner to verify that fundamental compliance
with the code is assured. However, this does not justify the surrendering
of trade or business secrets, or of information that is related to competition or is
otherwise worthy of protection.
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