WRAP’s 12 Principles

ITVC Global introduces the following overview of WRAP’s 12 Principles to support understanding and responsible implementation.

The Principles draw on recognized international workplace standards and applicable local laws. They cover human resources, occupational health and safety, the environment, import/export and customs compliance, and security, including relevant ILO principles.

WRAP independently monitors and certifies facility compliance to support lawful, humane and ethical manufacturing. Participation is voluntary, and facilities are expected to pass relevant expectations to contractors and suppliers.

WRAP — published 12 Principles

1. Compliance with laws and workplace regulations

Facilities must comply with applicable laws and regulations wherever they operate.

This includes local and national labour and business requirements, applicable international obligations, anti-corruption and transparency rules, and environmental law.

2. Prohibition of forced labour

Facilities must not use involuntary, forced, bonded or trafficked labour.

Employment must be voluntary. Prohibited practices include forced, prison, bonded and trafficked labour, coercive contract terms, punitive barriers to leaving employment and retention of residence or travel documents. Recruitment arrangements must use lawful contracts that workers understand, and recruitment fees must not be charged to workers.

3. Prohibition of child labour

The original article stated a minimum age of 14. Current WRAP Principle 3 specifies at least 15, or 14 in less-developed countries, and the applicable legal minimum where higher; work must not interfere with compulsory schooling. This is not a blanket authorization to employ 14-year-olds in Vietnam.

Factories must prevent child labour, including internationally recognized worst forms, and comply with compulsory-schooling requirements. Where young workers below 18 may lawfully work, the type and amount of work, hours and other conditions must satisfy the relevant restrictions; hazardous tasks such as chemical handling or heavy machinery operation are prohibited.

4. Prohibition of harassment and abuse

The workplace must be free of harassment and abuse by supervisors or colleagues and of corporal punishment.

Respect workers’ rights and dignity. Prohibit physical coercion, sexual harassment, threatening or indecent behaviour, abusive language, bullying and unwanted physical or verbal contact. Train managers, supervisors and workers to prevent such conduct.

5. Compensation and benefits

Workers must receive at least the legally required total compensation, including mandatory wages, allowances and benefits.

Pay workers fully and on time under applicable local and national rules, including overtime and holiday premiums and required benefits such as social insurance.

6. Hours of work

Daily and weekly working time must meet applicable legal limits. The WRAP description provides for at least one rest day in seven, with an urgent-business exception under the programme; this does not override applicable legal protections.

Regular and overtime hours are subject to legal limits. Long-term participation in WRAP depends on meeting those limits, even where implementation presents practical challenges.

The original article describes incremental improvement under WRAP where hours are transparent, voluntary and safe, workers are fully paid under Principle 5, and progress is demonstrated between audits. Such a programme arrangement does not waive the law; confirm the current working-hours action-plan requirements with WRAP.

7. Prohibition of discrimination

Employment, pay, promotion and termination should be based on ability to perform the job rather than personal characteristics or beliefs.

Decisions must not discriminate on grounds such as race, colour, national origin, sex, sexual orientation, religion, disability, pregnancy, political opinion or affiliation, social background or similar factors. Employment conditions should reflect legitimate job requirements.

8. Health and safety

Provide a safe and healthy workplace and safe, healthy accommodation where supplied.

Identify and address risks proactively. Provide safe drinking water without charge, appropriate medical support, emergency exits, protective equipment, suitable lighting and workstations, clean toilets and adequate job-safety training.

9. Freedom of association and collective bargaining

Recognize and respect workers’ lawful rights to freedom of association and collective bargaining.

Workers should be free to choose whether to join an association, without discrimination. Both workers and management must follow applicable law, and effective channels should be available for workplace grievances.

10. Environment

Comply with environmental laws, regulations and standards applicable to operations at every location.

Monitor environmental practices and manage solid, liquid and gaseous waste so that releases and disposal are safe and lawful.

11. Customs compliance

Comply with customs rules and maintain controls addressing unlawful transshipment of finished goods.

Mark and label merchandise accurately and retain records of materials, orders and production.

12. Security

Maintain security procedures to prevent undeclared cargo, including illicit drugs, harmful substances, explosives and other contraband, entering export shipments.

Put effective controls in place. WRAP uses US Customs and Border Protection’s CTPAT guidance for foreign manufacturers as a benchmark under this security principle.