Human Rights & Working Conditions


We take responsibility not only for our own products but also for the people who develop, produce and sell them. We are therefore committed to respecting human rights along our entire value chain and expect the same from our employees, business partners and third parties directly or indirectly related to HUGO BOSS. To meet this goal, we have established a process (due diligence process) for complying with human rights due diligence obligations, which is updated at regular intervals.


Respect for human rights along our entire value chain is fundamental to us – as explained in the Human Rights Statement by the HUGO BOSS Managing Board. This position is applied throughout our organization through the HUGO BOSS Code of Conduct, the HUGO BOSS Supplier Code of Conduct and the HUGO BOSS Human Rights Policy. In this way, our own employees and those of our partners around the world are covered by the rules, which are based on international standards.

Collaboration with our suppliers

Work has to be humane, safe, and fair. These are the foundations of the HUGO BOSS Supplier Code of Conduct, which the company and its suppliers pledge to follow. They define a minimum standard for countries where local laws have weaker provisions and are a prerequisite for collaboration with HUGO BOSS. Learn more about our supplier management and the fundamental social and environmental standards that apply here.


    We are aware that our international sourcing activities are associated with potential and actual negative impacts on these rights. Human rights-related risks such as occupational health and safety are therefore also an elementary component of the company's management of risk, in which a defined process (Due Diligence process) is applied. This involves analyzing and classifying risks and determining specific measures depending on their type and assessment. External stakeholders have also been involved in the past in order to prioritize the risk areas and risk groups. We carry out risk assessments for the entire value chain – from the production of raw materials to the manufacture of fabrics and apparel, including administration and transportation, through to the sale of the products to the customer as well as when entering into new business relations such as merger & acquisitions or joint ventures. In our human rights due diligence process, we focus on materiality, severity of consequences and the possibilities for compensation. It also takes into account so-called "vulnerable groups" which are generally at increased risk of potential human rights violations. These include children, young workers, women, migrant workers, indigenous peoples and homeworkers. As we bear a particularly large responsibility for our own employees and have a direct influence on how we deal with human rights issues, we also consider them as a separate group in our risk analysis. Our assessment is based on various risks, such as the sector risks defined by the Organization for Economic Co-operation and Development (OECD) in the Guidelines for Multinational Enterprises. 


    The current analysis shows that there is an increased risk of potential human rights violations especially in our supply chain and in the sourcing of raw materials. The results of this analysis are also in line with the results of our materiality analysis. In this context, relevant risk areas such as child and forced labor (including modern slavery and human trafficking), working hours, occupational health and safety, freedom of association and collective bargaining, fair remuneration, and discrimination were assessed. Due to severe consequences of actual violations in the areas of child and forced labor, these risks were prioritized. In addition, an increased risk for children and migrant and foreign workers in the areas of child labor, forced labor and occupational health and safety was identified. Our last assessment based on the Company’s own audit data from 2020 furthermore revealed that Asia performs weaker than other regions.


    The results of the risk analysis show us where we need to take targeted action to minimize human rights risks. In doing so, we pursue an approach that aims to reduce the likelihood of human rights violations occurring from the start. To this end, we have introduced targeted measures for our supply chain that prevent negative impacts on human rights or, in the event of a negative impact occurring, make amends. For example, we require all our suppliers to comply with certain social standards that we have defined in our HUGO BOSS Supplier Code of Conduct and monitor their compliance at regular intervals. In addition, we provide our suppliers with guidelines for particularly sensitive issues, for example with the HUGO BOSS Child Labor and Forced Labor Policy. Extensive information on our social management in the supply chain, such as social audits and engagement on key issues, can be found here.


Transparent complaints procedure

If our preventive measures are not sufficient to prevent negative human rights impacts in individual cases, we give those affected the opportunity to report them. We provide our own employees with several internal complaint channels. If a HUGO BOSS employee has worries or questions, they can contact their direct superior, the central compliance department, the local compliance officer, Human Resources and the Works Council (for HUGO BOSS AG employees) or a whistleblower hotline (for employees in the USA) at any time. 

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 or can report violations against social standards, working conditions, or human rights in person or via form. In addition, employees and employees of our suppliers can report violations via the Company's own electronic whistleblowing portal. White-collar crimes, antitrust violations, data protection violations and violations of compliance guidelines can also be reported. Confidentiality and anonymity are guaranteed for all whistleblowing channels. Employees in the supply chain are also free to use other options such as the FLA. We also monitor incident reports beyond our own channels to identify risks in the supply chain, for example via the Incident List of the Partnership for Sustainable Textiles. If information about incidents at its own production facilities or those contracted by HUGO BOSS comes to light, the Company contacts their management to ensure that appropriate measures are taken.

It is important for us to report continuously and transparently on our activities and goals. We use various platforms for this purpose, such as our annual Sustainability Report. Especially in the chapter on partners, extensive information on measures such as social audits, which are intended to minimize particular risks in the supply chain, can be found.

  • Dealing with complaints – Whistleblowing Policy

    The HUGO BOSS Whistleblower Policy summarizes all information on the reporting of complaints due to violations by the company and for the protection of all whistleblowers.

  • HUGO BOSS Whistleblowing Portal

    The HUGO BOSS Whistleblowing portal offers confidential and anonymous communication with the HUGO BOSS Compliance department. The reporting form is available in over 26 languages.

  • Contact information for the HUGO BOSS ombudsman

    Dr. Carsten Thiel von Herff, LL.M.
    External lawyer
    Phone: +49 521 55 7 333 0
    Mobile: + 49 151 58 23 03 21
    Thiel von Herff Rechtsanwälte
    Loebellstraße 4
    33602 Bielefeld

  • Form for submitting relevant information

    Employees, suppliers (and their employees) and customers can use the following form to contact the HUGO BOSS ombudsman directly. The form is available in many languages.

  • International phone numbers

    The HUGO BOSS ombudsman can be called toll-free using the international phone numbers listed below. Any language barriers will be eliminated by arranging professional interpreters when needed.

    • Egypt: 00800 00 09 571
    • Belgium: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Bosnia and Herzegovina: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Brazil: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Bulgaria: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Croatia: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Denmark: 00800 66 28 37 626 / 00800 OMBUDSMAN  
    • Germany: 00800 66 28 37 626 / 00800 OMBUDSMAN  
    • France: 00800 66 28 37 626 / 00800 OMBUDSMAN  
    • Greece: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • India: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Indonesia: 001 803 49 32 86  
    • Ireland: 00800 66 28 37 626 / 00800 OMBUDSMAN  
    • Italy: 00800 66 28 37 626 / 00800 OMBUDSMAN  
    • Malaysia: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Macedonia: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Mexico: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Netherlands: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Austria: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Poland: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Portugal: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Romania: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Serbia: 0800 19 10 46
    • Switzerland: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Spain: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • South Korea: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Taiwan (SAR China): 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Thailand: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Turkey: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • United Kingdom: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • Ukraine: 00800 50 47 10
    • Hungary: 00800 66 28 37 626 / 00800 OMBUDSMAN
    • United States: 00800 66 28 37 626 / 00800 OMBUDSMAN
  • HUGO BOSS persons of trust in Asia

    In China, Hong Kong, and Sri Lanka, HUGO BOSS has established separate phone numbers for HUGO BOSS persons of trust (not for the HUGO BOSS ombudsman), which will record information and complaints about violations at any time.

    • China: 0086 1350 0009 061    
    • Hong Kong (SAR China): 0086 1350 0009 061  
    • Sri Lanka: 0086 1350 0009 061   
    • Bangladesh: 0086 1350 0009 061 
    • Laos: 0086 1350 0009 061 
    • Vietnam: 0086 1350 0009 061 


Everyone has the right to a fair wage that makes a decent life possible. Fair remuneration therefore plays an important role not only in our human resources work. We are also committed to fair compensation in our supply chain to enable local workers and their families to have a decent standard of living.


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