Human Rights Policy

Nairn’s believes that business can only flourish in societies where human rights are protected and respected. We recognise that businesses have the responsibility to respect human rights and the ability to contribute to positive human rights impacts.

This is an area of growing importance to our employees, workers, shareholders, consumers and the communities where we operate. There is therefore both a business and a moral case for ensuring that human rights are upheld across our operations and supply chain.

Nairn’s Human Rights Policy is based on The Universal Declaration of Human Rights, The United Nations (UN) Global Compact, The UN Convention on the Rights of the Child, International Labour Organization (ILO) Conventions, OECD Guidelines for Multinational Corporations, UN Guiding Principles on Business and Human Rights and national laws.

This policy sets out the principles of responsibility for human rights in Nairn’s activities and our business relations. The policy outlines the minimum human rights standards we require our colleagues, our business partners, including suppliers and subcontractors, to comply with.

Fundamental Principles

Through nurturing our company values and behaviours, Nairn’s fosters a culture of respect and consideration for other people. We value open, fact-based, honest and respectful communication, and strive to achieve a working environment where employees feel comfortable in expressing their opinion without fear of retaliation.
We comply with the principles of non-discrimination, elimination of child labour and forced labour, rights to collective bargaining and freedom of association, laid down in the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work.
We respect and practice the rights recognized by law in the countries of operation.
We do not get involved in initiatives that could result in crime or infringement of rights in the countries we operate in, and we expect our managers, employees and supply chain to comply with this.
We prohibit the employment or exploitation of children in any part of our operations or supply chain in line with the UN convention on The Rights of the Child.
We ensure that wages are fair for a standard working week, meet basic needs and provide some discretionary income, in line with ILO guidance – not only legal minimums.
Nairn’s fosters a culture where personal differences are respected and appreciated, and promotes equal opportunity, particularly in relation to recruitment, compensation and benefits, promotions and training. We do not discriminate based on gender, ethnicity, religion, race, nationality, age, physical capacity, sexual orientation, marital status, union membership or political opinion.
Within the legal framework and regulations, we support our employees’ rights of freedom of association, assembly, and collective bargaining, and we respect freedom of expression. We do not subject our employees who exercise these rights to any form of discrimination.
We are committed to providing a safe working environment for our employees and business partners; we take all the necessary precautions to ensure that our employees have the necessary knowledge and equipment in scope of Occupational Health and Safety Legislation.
We are committed to providing all our employees a safe work environment, free from all kinds of ill-treatment and harassment. We encourage our employees to report any such situations using their right to freedom of expression.
All Nairn’s employees, including part time employees and temporary workers, have a written working contract. Working hours, overtime and days off all comply with national law and any negotiated company agreements.
We provide workers with a compensation package that meets or exceeds the country legal minimum standards and compensation terms established by legally binding collective bargaining agreements, where these apply.
We adopt and adhere to policies that respect permanent and temporary workers as well as outsourced workers and, at a minimum, safeguard their rights under their employment contract, local, national labour and social security laws and regulations, and applicable collective agreements.
Employment at Nairn’s shall always be based on a voluntary agreement, and the work shall always be carried out without any form of coercion or harassment, either physical or psychological. We have hiring procedures and trained staff in place to ensure that workers enter employment freely and equally and that they are never prevented from leaving.
Nairn’s is committed to full compliance with the UK Modern Slavery ACT (2015) and publishes an annual Modern Slavery Statement setting out steps we have take to prevent forced labour and human trafficking in our operations and supply chain.

Implementation of Guidelines

The responsibility for implementing Nairn’s Human Rights Policy lies with Nairn’s Managing Director. Nairn’s Operation’s Board have the responsibility for updating the policy and ensuring efficient management resources to develop relevant support material and awareness training. This includes:

Communicating The Human Rights policy to all managers and trade union representatives
Reviewing our formal and informal grievance procedures to identify and address infringements of rights

Expectations and Responsibilities

Our managers, employees and those acting on behalf of Nairn’s are required to comply with this policy and to report any potential violations through their line manager and/or notify through relevant company grievance channels.

Breaches of this policy can also be reported at a confidential external helpline SeeHearSpeakup 0800 056 2529 or a report can be filed via their website www.seehearspeakup.co.uk/en/file-a-report (Username-Nairn’s, Password–Oatcakes). Alternatively, a breach can be emailed to them on report@seehearspeakup.co.uk (stating Nairn’s in the subject header).

We require all suppliers of goods and services to Nairn’s to confirm that all their activities comply with the provisions of this Human Rights Policy, by signing it before any commercial relationship for any products or services can begin.

In signing this policy, suppliers to Nairn’s confirm that they undertake due diligence with those sub suppliers both before agreeing to commence commercial relationships as well as on an ongoing basis.

Nairn’s may undertake audits, site visits or require evidence of compliance from suppliers and partners, and we expect full cooperation.

We continually evaluate and review how best to strengthen our approach to addressing human rights, including labour rights. We believe that working through external initiatives and partnerships, for example with other industry, trade union, suppliers and other business partners, is often the best way to address shared challenges.

This Human Rights Policy Statement consolidates our existing commitments and brings increased clarity on our processes and procedures. Its principles are implemented across all our operations.