Ethical Trading


We’re in it together...

Peacocks is committed to ethical practices in all operations. This is not just a legal or compliance issue, it is a cultural one; a belief in looking after one another and the planet on which we all live together.

Every day we deliver high quality, excellent value products to our customers. However this output will never overshadow our ethical commitment to people with whom we trade. Their dignity, legal and human rights are paramount.

We work with suppliers all over the world. Some of these countries do not have the legal and cultural framework which mean there are ethical issues which we cannot stop overnight. That won’t stop us trying though. We go beyond a simple customer/supplier relationship investing in training and partnerships with local suppliers. We also take a hands-on approach to making sure that our provision of work and livelihoods make a positive contribution to the social and financial development of the communities with which we trade.

Peacocks are members of the Supplier Ethical Data Exchange (SEDEX). We use their internationally recognised system to support the management and monitoring of our supply base. SEDEX enables our highly experienced team to work with independent auditors all over the world. Together we improve the supply chain and train the manufacturers of our products in our code of conduct. The result is measurable improvements to both working practices and working conditions throughout our supply chain.

We have included our code of conduct below so you can see the commitment and importance we place on ethics in all our supplier relationships.

The Peacocks Code of Conduct.

  1. Employment is Freely Chosen
    1. There is no forced, bonded or involuntary prison labour. This includes forced labour due to peer pressure.
    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.
  2. Freedom of Association and the Right to Collective Bargaining are Respected
    1. Where such organizations are legal in their own country workers have the right to join or form trade unions of their own choosing and to bargain collectively
    2. The employer adopts an open attitude towards the activities of trade unions and their organizational activities.
    3. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace
    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. Working Conditions are Safe and Hygienic
    1. A safe and hygienic working environment shall be provided, meeting local legal requirements and bearing in mind the prevailing knowledge of the industry and 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, as so far is reasonably practicable, the causes of hazards inherent in the working environment.
    2. Unrestricted access to clean toilet facilities and potable water, and if appropriate sanitary facilities for food storage, shall be provided.
    3. Accommodation, where provided shall be clean, safe, and meet basic needs.
    4. The company shall assign responsibility for health and safety to a senior management representative.
    5. All workers to receive regular and recorded health and safety, and fire safety training, and such training shall be repeated for new or re-assigned workers.
  4. Child Labour Shall not be Used
    1. The use of child labour is not acceptable. Employees in all manufacturing units, including sub contractors, must meet the minimum legal working age in the country where they are working.
    2. Children and young persons under 18 years of age shall not be employed at night or in hazardous conditions.
  5. Wages and Benefits
    1. Wages and benefits paid for a standard working week meet, at a minimum, national legal requirements, or local industry standards – whichever is higher. In any event, wages should always be enough to meet basic needs and to provide some discretionary income.
    2. All workers are provided with written and understandable information about their employment conditions and wages before they enter employment and each time the wage is paid.
    3. Deductions from wages as a disciplinary measure are not permitted. There shall be no deductions not required by national law without the written permission of the worker.
  6. Working Hours are not Excessive
    1. Working hours must comply with national laws and benchmark industry standards, whichever affords greater protection.
    2. Workers should not be required, on a regular basis, to work more than 48 hours per week. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded regularly, and must be compensated at a premium rate.
    3. Workers must be provided with at least one day off for every seven. Holidays and sick leave must comply with national law.
  7. No Discrimination is practiced.
    1. There must be 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
    1. As far as possible, work performed must be on the basis of a recognized employment relationship, established through national law and practice
    2. Obligations to employees under labour law must not be avoided through the use of fixed term contacts, labour only, or sub contracting, home working or through apprenticeship schemes where there is no real attempt to impart skills or provide regular employment.
    3. Employers are encouraged to promote training and education for their employees.
  9. No Harsh or Inhumane Treatment is Allowed
    1. Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall not be permitted.
    2. Any disciplinary procedures taken by the employer must be fair and documented.
  10. Environment
    1. Suppliers will ensure their activities, and those of their suppliers are conducted with due regard for the environment and comply with applicable environmental regulations.
  11. Management Systems
    1. Management will appoint a senior person to be responsible for the implementation and management of this policy
    2. Management will be fully updated on all relevant national law and able to provide documentation to prove compliance.