SMETA 7.0 Member Manual Annex 4 The Workplace Requirements August 2024 V1.0

sedex.com

Head Office: 5 Old Bailey, London, EC4M 7BA

SMETA 7.0 Member Manual Annex 4

Page 1 of 9

SMETA 7.0 August 2024 v1.0

The SMETA Workplace Requirements

The SMETA Workplace Requirements break down the ETI base code and Sedex additions into clear

auditable requirements and require the auditor to input what evidence they have reviewed to confirm

whether those requirements are met or not met. Workplace Requirements provides clear instruction on

the items to be checked at audit, governed by the standard of the ETI Base Code, as well as local

legislation; ensuring that sites comply with whichever provides the greater protection for workers. The ETI

Base Code is based on both international standards and International Labour Organization (ILO)

conventions.

ETI Code &

Sedex Addition

Workplace

Requirement ID

Workplace Requirement Description

0: Enabling

accurate

assessment

0.A

Allow the auditor to conduct and complete the audit without obstruction

to all requested documents, interviewees and the facility itself (including

outbuildings and accommodation). Provide the auditor with genuine

and authentic records.

0.B

Not offer bribes to or threaten the auditor, nor in any way induce the

auditor to be dishonest.

0.C

Provide an accurate site description and Sedex site profile declared prior

to or during the audit.

0.D

Maintain a written human rights policy statement that is approved at the

most senior level, communicated to all personnel, and trained to

relevant personnel.

1: Employment is

freely chosen

1.A

Not seek to profit from forced labour, human trafficking, debt bondage/

bonded labour or any other form of modern slavery.

1.B

Not control workers through threats, penalties, coercion, physical force,

violence, or harsh or inhumane treatment.

1.C

Ensure that workers can freely leave the workplace and living

accommodation (where provided), allowing for what is reasonable (e.g.

for safety or security in hazardous worksites). Security guards or other

authoritative figures should not restrict workers’ freedom of movement

beyond what is reasonable.

1.D

Ensure that any surveillance (primarily human but also electronic, such

as CCTV or facial recognition), if used, is not excessive or for the purpose

of controlling or intimidating workers.

1.E

Not unreasonably prevent workers from communicating with others

inside or outside the workplace, deny workers social interaction or

otherwise intentionally subject workers to isolation.

1.F

Not retain workers' original passport, travel or identity documents or any

other valuable item. In cases where workers fear the theft or loss of

personal items (for example, at on-site or dormitory housing), provide a

safe, documented, voluntary storage option, with unrestricted access for

workers.

1.G

Allow workers to resign at the end of their contract or at any time, without

paying a fee, and receiving the full wages owed including any holiday

pay/benefits, provided they give a period of notice in line with applicable

law or not greater than one month, whichever period is shorter.

1.H

Pay workers according to a regular pay schedule, in line with applicable

law and not more than on a monthly basis.

sedex.com

Head Office: 5 Old Bailey, London, EC4M 7BA

SMETA 7.0 Member Manual Annex 4

Page 2 of 9

SMETA 7.0 August 2024 v1.0

1.I

Not intentionally place workers in debt. For example, by undervaluing the

work performed, inflating interest rates or charging workers above

market rates (e.g. for food or housing). Any loans or advances must be

minimal and to the worker's benefit, for repayment on mutually agreed

and acceptable terms.

1.J

Not charge or withhold part of a worker’s salary as a deposit, or require

workers to post bonds or repay government levies.

1.K

Not withhold any payments until a worker's term of work is complete

(forced savings), delay payments, or implement any other financial

scheme that prevents workers from leaving their employment.

1.L

Ensure that workers can achieve the legal minimum wage without

breaching applicable laws or the terms of collective bargaining

agreements on working hours, overtime and rest days.

1.M

Carry out appropriate due diligence to minimise the risk of workers being

placed in a situation of forced labour by third parties.

1.N

Ensure any prison labour is voluntary and the site undertakes

appropriate due diligence to ensure the workers meet the requirements

of the ETI Base Code

1.O

Comply with all other applicable laws that impose conditions on Code

Area 1.

1.A: Responsible

recruitment and

entitlement to

work

1.A.A

Review original photographic identification to validate that all workers

(including non-directly hired workers) have the legal right to work, or

require any labour provider and on-site subcontractor to do the same,

and put in place effective due diligence to monitor that they do so.

1.A.B

Retain records necessary to demonstrate that all workers have the legal

right to work.

1.A.C

Ensure that the nature of work, working conditions, living conditions,

employment terms, living costs, wages and benefits accurately reflect

those communicated to workers during recruitment.

1.A.D

Include appropriate requirements and protections for children and

young workers within service agreements with employment agencies

and recruitment partners.

1.A.E

Have systems in place to verify that all workers are recruited legally and

fairly, including conducting appropriate due diligence to verify that any

third-party employment agencies or other recruitment brokers are

following ethical practices.

1.A.F

Ensure that payment to employment agencies and other recruitment

partners is adequate to cover the costs to the agency of recruitment.

1.A.G

Undertake due diligence to understand the type and value of

recruitment fees and related costs of recruitment which workers have

paid (legal or otherwise, as defined by the ILO and including travel and

visa costs). Where international travel takes place, this must include both

the departure and destination countries. This due diligence should

include interviews or surveys of a sample of workers.

1.A.H

Collaborative Action Required: Include provisions within service

agreements that hold labour providers or on-site subcontractors

contractually responsible to ensure no recruitment fees or related costs

are incurred or charged to workers and specifies the responsible party

for reimbursing workers accordingly if they incur fees or costs. 

sedex.com

Head Office: 5 Old Bailey, London, EC4M 7BA

SMETA 7.0 Member Manual Annex 4

Page 3 of 9

SMETA 7.0 August 2024 v1.0

1.A.I

Collaborative Action Required: Verify that workers who are found to pay

recruitment fees or related costs (legal or otherwise, as defined by the

ILO and including travel and visa costs), are fully reimbursed in a timely

manner.

1.A.J

Comply with all other applicable laws that impose conditions on Code

Area 1.A

2: Freedom of

Association and

Right to

Collective

Bargaining are

respected

2.A

Ensure that all workers understand their legal rights in relation to trade

unions, collective bargaining agreements and worker committees.

2.B

Not prohibit, discourage or interfere with workers’ rights to join a trade

union of their own choosing or other form of worker representation,

including worker committees or similar arrangements where the right to

freedom of association is restricted under law. This should include the

fair and free selection and election of representatives, and their rights to

engage in collective bargaining.

2.C

Have an established and regular method of communication with trade

unions or other form of worker representation.

2.D

Give appropriate time and space for worker representatives to operate.

Ensure all workers are aware of who their representative is, their activities

and how they can engage with them.

2.E

Comply with all other applicable laws that impose conditions on Code

Area 2.

3: Working

conditions are

safe and

hygienic

3.A

Ensure a safe working environment. Put in place adequate controls to

prevent accidents and injury (including long-term injury) to health

arising out of, associated with, or occurring in the course of work.

3.B

Conduct risk assessments regarding the potential hazards arising from

work. The risk assessment shall be reviewed whenever processes

change and at least annually considering any incidents and findings.

3.C

Appoint a suitably qualified manager responsible for health and safety

with the appropriate knowledge and authority to effectively implement

health and safety systems and processes.

3.D

Form a health and safety committee (or include H&S in worker

committees) which includes workers, and/or their representatives.

3.E

Provide and record health and safety training to all new workers, prior to

exposure to risks. Provide continued training to existing workers, as

appropriate for the hazards and levels of risk identified.

3.F

Have a system in place to measure the effectiveness of health and

safety training carried out. Ensure training content is

understood/implemented by workers.

3.G

Provide sufficient first-aid supplies onsite, and ensure that adequately

trained personnel are available during all shifts.

3.H

Where identified as necessary to reduce residual risk, provide (without

charge to workers) and ensure the use of appropriate personal

protective equipment (PPE).

3.I

Record all accidents and near misses and ensure these are investigated.

Ensure accident/incident log is routinely reviewed by appropriate

personnel and appropriate corrective and preventative actions are

taken.

3.J

Permit workers to stop working, seek safety or leave the premises,

without the threat or fear of retaliation, when they believe hazards in the

workplace have placed them in imminent danger.

263

Wuthering Heights Book Summary

Wreck It Ralph Movie Characters

FAQs of SMETA 7.0 Member Manual Annex 4 The Workplace Requirements August 2024 V1.0

What are the key components of the SMETA 7.0 Workplace Requirements?

The SMETA 7.0 Workplace Requirements include several key components aimed at ensuring ethical labor practices. These components cover areas such as employment conditions, which emphasize the importance of freely chosen work and the prohibition of forced labor. Health and safety measures are also a critical focus, requiring organizations to maintain a safe working environment and conduct regular risk assessments. Additionally, the manual outlines the rights of workers to join trade unions and engage in collective bargaining, reinforcing the importance of worker representation.

How does the SMETA 7.0 Manual address child labor?

The SMETA 7.0 Manual explicitly prohibits the use of child labor, ensuring that no worker is under the age of 15 or the local legal minimum, whichever is higher. It mandates that organizations verify the ages of their workers through original identification documents. Furthermore, it stipulates that young workers, those under 18, can only perform age-appropriate work and must not be employed in hazardous conditions or during night shifts. The manual also outlines remediation processes for any instances of child labor, ensuring compliance with international labor standards.

What health and safety requirements are included in the SMETA 7.0 Manual?

Health and safety requirements in the SMETA 7.0 Manual emphasize the need for a safe working environment, including the implementation of risk assessments to identify potential hazards. Organizations are required to appoint qualified personnel to oversee health and safety measures and to provide adequate training for all workers. The manual also mandates the availability of first-aid supplies and personal protective equipment (PPE) at no cost to workers. Regular drills and inspections are necessary to ensure compliance with safety protocols and to prepare for emergencies.

What is the significance of the SMETA 7.0 Manual for auditors?

The SMETA 7.0 Manual serves as a crucial resource for auditors tasked with evaluating workplace compliance with ethical labor standards. It provides clear guidelines and requirements that auditors must assess during their evaluations, ensuring that organizations adhere to both the ETI Base Code and local laws. This manual helps auditors identify areas of non-compliance and recommend improvements, ultimately promoting fair labor practices and enhancing worker rights across industries. Its structured approach facilitates consistent auditing processes and helps organizations maintain accountability.