Historical reference: the 11 principles below describe the BSCI 2014 code, not the current edition. amfori BSCI is a social assessment and improvement programme, not a scheme issuing “BSCI certificates”. Its monitoring system covers 13 performance areas; use the applicable current Code of Conduct and guidance.

amfori BSCI — Programme and performance areas

This article describes the BSCI Code of Conduct version 1/2014 and is retained as historical reference. It is not the latest code.

The following 11 principles summarize the 2014 text introduced in the original article. For current implementation, consult the applicable amfori Code of Conduct and System Manual.

1. Freedom of association and collective bargaining

Business partners should respect workers’ right to establish unions freely and democratically, avoid discrimination based on union membership, and respect collective bargaining.

Workers’ representatives should be able to access and engage with workers at the workplace.

Where free and democratic union activity is restricted or prohibited, workers should be able to freely elect representatives with whom the company can discuss workplace matters.

2. No discrimination

Workers should not be discriminated against, excluded or given preferential treatment on grounds such as sex, age, religion, race, caste, origin, social background, disability, ethnicity, nationality, lawful association membership, political affiliation or opinion, sexual orientation, family responsibilities, marital status, illness or another discriminatory ground. Such grounds must not be used to justify harassment or disciplinary action.

3. Fair remuneration

Fair remuneration should enable a decent life for workers and their families, together with legally required social benefits.

Pay must meet at least the statutory minimum wage or an applicable industry standard established through collective bargaining, whichever is higher.

Wages should be paid lawfully, regularly, on time and in full. Any permitted payment in kind must comply with applicable ILO principles. Pay should reflect skills and education and be based on normal working hours.

Deductions are permitted only under the conditions and within the limits set by law or collective agreement.

4. Decent working hours

The historical code states that normal working hours should not exceed 48 per week, subject to the exceptions recognized by the ILO and the more detailed conditions below.

National law, industry standards and collective agreements must be interpreted within the relevant international framework. Exceptions to the normal-hours limit apply only under the conditions recognized in that framework.

Overtime should be exceptional and voluntary, paid at a premium of at least 1.25 times the normal rate under the historical code, and should not significantly increase occupational risk. Workers should receive daily rest breaks and at least one day off in every seven, subject to clearly defined collective-agreement exceptions. Any more protective applicable legal requirements still apply.

5. Occupational health and safety

Workers and local communities should enjoy healthy working and living conditions. Vulnerable people, including young workers, pregnant and new mothers, and people with disabilities, require particular protection.

Business partners should comply with occupational health and safety rules and consider international standards where domestic provisions or enforcement are inadequate.

Cooperation between management, workers and their representatives supports a safe and healthy working environment; an occupational health and safety committee is one possible mechanism.

Systems should identify, assess, prevent and respond to potential health and safety threats. Effective measures should reduce the causes of accidents, injury and occupational illness as far as reasonably practicable.

Protection following occupational accidents should be improved, including through compulsory insurance arrangements where applicable.

Equipment, buildings and employer-provided accommodation should be structurally sound and safe, with measures to prevent foreseeable emergencies. Workers must be able to leave imminent danger without prior permission.

Adequate occupational medical assistance and related facilities should be available.

Workers should have drinking water and safe, clean eating and rest areas, together with hygienic food preparation and storage facilities where provided. Effective personal protective equipment should be supplied without charge.

6. No child labour

The historical code prohibits direct or indirect employment below the age for completing compulsory schooling or below 15, except for recognized ILO exceptions. Apply the relevant minimum-age requirements and the more protective rule.

Recruitment should include respectful, reliable age verification. If a child is found working, remediation must protect the child rather than simply remove them into potentially more harmful work, such as sexual exploitation or drug trafficking. Where appropriate, decent work for an adult family member may form part of a protective solution.

7. Special protection for young workers

Young workers should not work at night or in conditions harmful to their health, safety, morals or development.

Work assigned to young workers should not harm their health or development. Hours must allow schooling, approved vocational orientation and participation in relevant training or instruction.

Appropriate arrangements should prevent, identify and reduce risks to young workers, including access to effective grievance mechanisms and suitable occupational health and safety training.

8. No precarious employment

Employment should not create avoidable social or economic insecurity. Work should be based on a recognized, documented employment relationship consistent with national law, practice and international labour standards, applying the more protective provisions.

Before work begins, workers should receive understandable information about their rights, responsibilities and employment conditions, including hours, remuneration and payment terms.

Decent employment arrangements should support both women and men with parental or caring responsibilities, including migrant and seasonal workers whose children may remain in their home communities.

Employment arrangements must not be used to evade legal protections. Examples include sham apprenticeships that provide neither skills nor regular employment, seasonal or contingent work used to undermine protection, and labour-only contracting used for that purpose. Subcontracting must not reduce workers’ rights.

9. No bonded labour

Business partners must not participate in slavery, forced, bonded, trafficked or other involuntary labour. Benefiting from such practices through business partners can create a risk of complicity.

Particular care is necessary when directly or indirectly recruiting migrant workers.

Workers should be free to leave employment with reasonable notice to the employer.

Workers must not be subjected to degrading or inhumane treatment, corporal punishment, mental or physical coercion, or verbal abuse.

Disciplinary measures should be documented and explained to workers in clear, understandable language.

10. Environmental protection

Business partners should take necessary measures to avoid environmental degradation.

They should assess significant environmental impacts, establish effective policies and procedures, and prevent or reduce adverse effects on communities, natural resources and the wider environment.

11. Ethical business behaviour

Business partners must not engage in corruption, extortion, embezzlement or bribery, including promising, offering, giving or accepting improper payments or other advantages.

Accurate information about activities, structure and performance should be maintained and disclosed as required by applicable rules and established industry practice.

Information must not be falsified and supply-chain facts must not be misrepresented.

Personal information concerning workers, business partners, customers and consumers should be collected, used and processed with due care and in line with privacy, information security and regulatory requirements.

These are the principles presented in the historical 2014 article. Current projects must use the applicable amfori framework and legal requirements.

Historical reference documents

BSCI Code of Conduct 2014 (Vietnamese)

BSCI System Manual 2014 (historical)

amfori — Applicable current Code of Conduct