Social Aspects of the Supply Chain

The HUGO BOSS Supplier Code of Conduct forms the basis of cooperation with suppliers. Social standards are an important framework for partners, especially in countries where national legislation does not adequately protect workers.

The HUGO BOSS Supplier Code of Conduct is based on internationally recognized standards such as the core conventions of the International Labour Organization (ILO) and the United Nations Universal Declaration of Human Rights. Among other things, it prohibits child and forced labor and prescribes decent working conditions and adequate wages. The Supplier Code of Conduct also guarantees the right to freedom of association and collective bargaining. In addition, it contains provisions on environmental standards to be observed.

To support suppliers in implementing the specific requirements of the Supplier Code of Conduct, particularly with regard to child and forced labor, HUGO BOSS developed a separate guideline in 2018. The Child Labor Policy contains, among other things, guidelines on processes designed to prevent child and forced labor, as well as explanations on concrete measures that must be taken if child or forced labor is involved.

Regular audits

When we select new partners, we review whether they fulfill the social standards defined by HUGO BOSS. Businesses must pass a pre-sourcing audit to be added to our supplier portfolio. These social audits are repeated regularly over the course of the business relationship – partially announced, some unannounced. Each audit is followed by an extensive report. Detailed information about the requirements, along with training courses, help the suppliers comply with the standards.

Support for improvements

If violations of the Supplier Code of Conduct are discovered, corrective action plans are developed together with the supplier to rectify the situation. Their implementation is reviewed and documented in defined audit cycles (see our supplier factsheet for more information). If no improvement has been made, HUGO BOSS will ultimately end the partnership with the supplier as a last resort.

HUGO BOSS places great value on collaborations with businesses and organizations to achieve systematic sustainability improvements along the textile value chain through our consolidated expertise. HUGO BOSS’ commitments to collaborations for improving labor and social standards in the supply chain are summarized below.

Particularly in difficult situations, the importance of partnership and trusting relationships with our suppliers becomes apparent. We assume responsibility for our global value chain and strive to achieve high sustainability standards. Through responsible and fair purchasing practices, we are committed to a long-term stable supply chain. Therefore, HUGO BOSS voluntarily and - where possible - follows the guidelines for responsible purchasing practices developed by the Partnership for Sustainable Textiles during Covid-19. The focus is on continuous dialog with suppliers regarding the handling of orders and related payments, as well as health risks and the potential risk of infection in production facilities. Learn more here.

Respect for human rights is an important and integral part of our sustainability management. HUGO BOSS does not tolerate forced labor, coercive labor or any other manifestations of modern slavery, and expects its partners to abide by the same principles. We have summarized our position on the current reports on the Xinjiang region in this statement.

HUGO BOSS statement on Xinjiang

A fair compensation system for partners worldwide is not only the basis for a trusting, long-term partnership, but also for independent lives among employees. That’s why HUGO BOSS participates in the shaping of industry-wide standards and works on a compensation strategy for the employees of its suppliers.

In accordance with the HUGO BOSS Supplier Code of Conduct, every supplier must pay its workers compensation in the form of money or other benefits of its choice. This compensation should ensure an acceptable minimum standard of living, provide a living wage, and be adjusted regularly to adapt to changing conditions.

That’s why HUGO BOSS requires its suppliers to pay at least the statutory minimum wage or (depending on which amount is higher) an appropriate, industry-standard wage. The basic principles of fair compensation include:

• Regular payment of wages
• Compensation for actual performance and time worked
• Information about individual salaries (through detailed salary statements, for example)
• The right to collective bargaining
• The avoidance of unequal compensation

HUGO BOSS rejects all kinds of forced labor, especially modern slavery and human trafficking. HUGO BOSS regularly audits direct suppliers and partners to verify their compliance with the prohibition of modern slavery and human trafficking in accordance with our Code of Conduct, our Supplier Code of Conduct and the United Kingdom Modern Slavery Act of 2015. The following statement should send a clear signal of the HUGO BOSS commitment against all kinds of forced labor and modern slavery and demonstrate that HUGO BOSS is a socially responsible and reliable company.

Declaration on the UK Modern Slavery Act

Employees of HUGO BOSS, its partners, and its suppliers, as well as customers of the company and other third parties, have the possibility to contact the HUGO BOSS ombudsman directly with any questions or complaints about social standards, working conditions, or human rights. The ombudsman can also be contacted with indications of potential white collar crimes, antitrust violations, and violations of the compliance guidelines. Whistleblowers may remain anonymous if desired.

Learn more about the complaint mechanism for our employees here.