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ASOS Ethical Standards

1. ABOUT US

ASOS is a global online fashion and beauty retailer and offers over 50,000 branded and own label product lines across womenswear, menswear, footwear, accessories, jewellery and beauty with approximately 1,500 new product lines being introduced each week.

Our online store can be found at: www.asos.com

More information about ASOS can be found at: www.asosplc.com

2. WHAT WE SEEK FROM OUR SUPPLIERS

2.1 ASOS’ business model requires us to have a unique and versatile supplier base which is able to create and manufacture the wide range of products we sell to our customers. We look for suppliers who can demonstrate that they are self-sufficient in being able to meet all the requirements for sustainable supply, including those set out in our Ethical Standards. Furthermore we seek supply chain partners who will work with us to develop and improve our products, processes and systems.

2.2 This will only be achieved in a relationship built on trust, where both ASOS and our suppliers

are open about improvement areas and are willing to work together.

2.3 Some key qualities we seek in our suppliers and manufacturing sites are:

the ability to unfailingly comply with all applicable laws and regulations, and consistently achieve all ASOS operating requirements, including without limitation ASOS Ethical Standards;

a culture of ongoing improvement in production efficiency, labour and environmental standards;

a willingness to be open, to raise challenges and seek help;

providing feedback to ASOS on how we can improve our supply chain management;

ownership for addressing areas where improvements are needed and for accurately and transparently communicating all areas where ASOS Ethical Standards are not being met.

3. WHAT THE ASOS ETHICAL STANDARDS ENCOMPASSES

The ASOS Ethical Standards encompass both this document, together with any other ASOS policy in place at any time which relates to or affects how we and our suppliers do business. As at the date of this document, such policies include (without limitation) those listed below (copies of which are attached for ease of reference), although this is not an exhaustive list, and the relevant policies will change in both number and wording over time:

The ASOS Ethical Code of Conduct

The ASOS Young Worker and Child Labour Policy

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The requirements and obligations set out in the Ethical Standards, the above policies, and such other policies as ASOS may put in place from time to time, will be deemed to automatically form part of all purchase orders between ASOS and each supplier as of the date of this document. They will also be automatically deemed to be incorporated into the current contract or terms of business between each supplier and ASOS. A breach of these Ethical Standards will therefore constitute a breach of all purchase orders, contracts and terms of business in place at that time.

4. RESPONSIBILITIES

4.1 ASOS responsibilities

Our primary ethical responsibility in sourcing goods is to carry out due diligence and research to enable us to favour sources that either meet the ASOS Ethical Standards, or have the potential to do so.

However, we understand that our commercial actions may influence our suppliers’ ability to meet our Ethical Standards. Our commitment to the following procurement principles are designed to ensure that our trading practices are fair and to help create the trust needed to build positive relationships and sustainable businesses. With this aim, we will endeavour at all times to:

Operate with integrity in all aspects of our business;

make our commercial, social and environmental standards clear;

pay suppliers, according to the agreed payment terms and conditions;

negotiate all changes to orders giving reasonable notice;

work with suppliers to improve relationships, sustainability and efficiency in the supply chain relationship;

assess performance against the ASOS Ethical Standards fairly and as accurately as we can;

communicate this performance openly and encourage suppliers to improve;

commit to supporting suppliers that are open with us in disclosing issues and working with them to try to bring about lasting improvements;

provide an appeal process for any supplier to raise concerns directly to the Ethical Trade Manager at ethicaltrade@asos.com

in the unfortunate event that de-listing becomes necessary for whatever reason, give reasonable notice for de-listing, along with the reasons for the decision.

ASOS encourages all of its suppliers to seek advice from us on the above aims, and to be alert to any possible actions by ASOS which may not accord with those aims.

4.2 Manufacturing site responsibilities

In return we need the suppliers and sites that manufacture our goods to:

fully understand all applicable laws and regulations, all elements of these ASOS Ethical Standards and all other ASOS requirements and applicable policies;

put in place the necessary investment, systems and controls to meet the ASOS Ethical Standards;

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be able to demonstrate that the ASOS Ethical Standards are continuously met throughout production;

ensure that ASOS representatives, including third-party auditors, are given access to all sites used to manufacture ASOS goods and that records and documents presented are both accurate and complete;

advise ASOS in advance of any new sites intended for the production or processing of ASOS goods, including the intention to sub-contract any orders;

to voluntarily report any actual or likely inability to meet the Ethical Standards; take responsibility for addressing all areas of non-compliance and for seeking help from ASOS, or from other parties, where the site is not able to make the required improvements alone.

4.3 Supplier/Agent responsibilities

Where non-manufacturing suppliers or agents are used in any part of the supply chain, we require them, in return, to:

fully understand all applicable laws and regulations, all elements of these ASOS Ethical Standards and all other ASOS requirements and applicable policies;

to meet the ASOS Ethical Standards in their own operations and in their business relationship with factories manufacturing for ASOS;

to carry out sufficient monitoring and provide adequate professional support to factories to ensure that the ASOS Ethical Standards are consistently met throughout the year;

only select manufacturers and factories for ASOS production that either meet the ASOS Ethical Standards or have the clear potential to do so;

notify ASOS in advance of any new manufacturers and factories being used for production (including sub-contracting) and inform ASOS of those sites that are no longer being used;

to inform ASOS of any changes to manufacturer or factory address/contact details;

to voluntarily report to ASOS any actual or likely inability on the part of any manufacturer or factory to meet the ASOS Ethical Standards.

5. REPORTING, MONITORING AND IMPROVEMENT

Any issues a supplier may have with ASOS’s actions in relation to these Ethical Standards should immediately be reported to the ASOS Ethical Trade Manager at ethicaltrade@asos.com. All such emails will be treated in confidence and ASOS will not permit or tolerate any retaliatory action against suppliers who report any such concerns or issues in good faith. ASOS will work together with reporting suppliers to address any issues raised.

It is the responsibility of suppliers at all times to monitor their own compliance with all of their obligations under these Ethical Standards. If any supplier at any time is struggling to meet those obligations or discovers any breach or non-compliance with these Ethical Standards, that supplier is encouraged to immediately report that actual or likely non-compliance to the ASOS Ethical Trade Manager at ethicaltrade@asos.com as a matter of urgency.

ASOS will also implement and maintain a system for continuously reviewing the ability of all parts of its supply chain to comply with the ASOS Ethical Standards. As part of this process, suppliers will be risk-assessed based on available information e.g. self-assessment questionnaires, sites assessments, ASOS audits, and audits carried out on behalf of third parties.

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Other information such as quality and delivery performance will also be taken into consideration.

ASOS will use this information to assess both suppliers and manufacturing sites. The outcome of these assessments will be communicated to the relevant suppliers (and agents where applicable) and will influence our commercial sourcing and purchasing decisions.

ASOS requires all its suppliers and sites manufacturing goods for ASOS to maintain the highest standards of business integrity. Any attempt to conceal, falsify, or withhold information, or any attempt to influence the outcome of an audit, whether carried out for ASOS or on behalf of another party, will be viewed as a major breach of contract and may result in the immediate termination of business. The audit process should be free from undue influence and any auditor requesting a bribe or other inappropriate incentive should be reported to ASOS immediately.

6. ADDRESSING ISSUES

It is our aim to support suppliers and sites who openly declare to us where they need help. Our objective is to build a self-reliant, profitable and sustainable supply chain which is continuously improving and to direct our resources towards improving working conditions across our entire supply base.

To protect ASOS’ reputation, ASOS must reserve the right in the event of any non-compliance with any part of these Ethical Standards to terminate any purchase order to which the non-compliance directly or indirectly relates without any liability or obligation on ASOS’ part.

However, even where suppliers have major non-compliance, we will seek to support them and to continue trading with them providing that they are transparent with ASOS relating their performance and that they demonstrate a willingness to improve.

As a last resort, if suppliers do not demonstrate material improvement within a reasonable timescale, ASOS reserves the right to de-list that Supplier in accordance with ASOS’ current De-Listing Policy, in which event the reasons for de-listing will be clearly explained. De-listed suppliers can re-apply for approved status if they are able to meet ASOS standards at a future date.

7. SUPPLIER SELECTION AND MANAGEMENT

All new suppliers to ASOS will undergo a screening and selection process which will include an assessment of their ability to meet ASOS Ethical Standards. This will be carried out fairly, based on an evaluation of the supplier’s overall contribution, cost and capabilities. Suppliers will be awarded an initial “in progress” status with the opportunity to progress to “approved” status if first orders and site inspections meet required standards.

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ASOS Ethical Code of Conduct

The ASOS Ethical Code of Conduct below sets out the minimum standards that ASOS requires from all suppliers who manufacture or procure goods for ASOS. They are based on the conventions of the United Nations and International Labour Organisation core standards and reflect the best practice industry standards being applied globally by a number of retailers. The code applies to all suppliers and all sites manufacturing goods for ASOS.

It is the supplier’s responsibility to meet these standards and to be able to demonstrate to ASOS that it has done so. ASOS will support sites who disclose difficulties in meeting the standards and seek to work with them to put in place necessary improvements.

1. BUSINESS INTEGRITY

ASOS maintains the highest standards of business integrity and requires its suppliers to do likewise. There shall be no improper advantage sought, including the payment of bribes, to secure the delivery of goods to ASOS, or to influence the outcome of an independent audit or review. This includes audits that are commissioned directly by the supplier, or on behalf of other customers.

Both suppliers and sites manufacturing goods for ASOS must also commit to making sites and corresponding documents and personnel available for periodic audit or inspection. It is expected that ASOS representatives, including third-party auditors, be given complete and accurate information to enable them to make a full assessment of a site’s level of compliance.

Suppliers should note that ASOS reserves the right to withdraw orders immediately and without notice if there is evidence of any form of bribery or corruption relating to a supplier or factory. ASOS also reserves the right to withdraw orders from any supplier who conceals, falsifies or withholds information relating to a site’s performance.

2. COMPLIANCE WITH ALL APPLICABLE LAWS & REGULATIONS

Suppliers and factories that produce goods for ASOS must fully understand and comply with all applicable laws and regulations in the countries where they operate, including laws relating to employment, health and safety, and the environment.

3. TERMS OF EMPLOYMENT

All workers, including those on part-time, temporary or agency contracts, must have formal contracts of employment that meet local legislation. Contracts must include wages, payment frequency, deductions, benefits, working hours, holidays, notice periods, sick pay, maternity pay and any other locally required aspects of employment.

All workers must be employed voluntarily and have the freedom to leave their employment if they give their employer reasonable notice. There must not be any form of social pressure, unpaid loans or other restrictions imposed by the employer that would restrict this freedom.

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Private recruitment agencies or employers shall not charge directly or indirectly, in whole or in part, any fees or costs to workers.

All workers must be hired and treated based on their ability to carry out their work and their performance. There must not be any form of discrimination or preferential treatment in the hiring, terms of employment, levels of pay, opportunities and treatment of workers.

The factory must take the necessary measures to ensure that all employees have a legal right to work.

The factory should make every effort possible to provide regular, secure employment. The use of temporary contracts or agency labour must not be used as a means of denying workers their rights or benefits under employment law. Apprenticeships and training contracts are encouraged, but must be legally compensated and provide adequate levels of training or development.

The factory must take the necessary steps to ensure that all elements of this Code are being fully applied to workers employed through agencies.

4. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING

Workers must be able to communicate openly with management regarding working conditions without fear of reprisal, intimidation or harassment.

Workers must be free to associate or to join organisations that represent them, including trade unions, without prior authorisation from management. Factory management must not prevent, or discriminate against, workers who wish to lawfully and peacefully associate, organise or bargain collectively. The decision whether or not to associate should be made solely by the workers.

Management must not attempt to influence employee representatives to work in the management’s interest.

In countries where employers are formally required to consult with their employees, this requirement must be met.

Where trade union membership is unavailable to workers, the employer must enable workers to develop a parallel means of association and bargaining. This includes making adequate facilities and time available.

Employees must be allowed to stand as worker representatives on trade unions, works councils or other formal representative groups. They must not be restricted, penalised or discriminated against and must have access to management and co-workers in order to carry out their representative functions.

5. WAGES AND WORKING HOURS

Wages

Workers must be provided wages, overtime pay, benefits and paid leave which meet or exceed legal minimum levels, and suppliers must comply with collective agreements.

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Payments must be regular and made in full with clear written details given to workers of how their wages have been calculated. Overtime payments must be at a premium rate, compatible with local legislation.

Workers must be provided with all benefits they are entitled to under national or local law e.g. paid leave, bonus, sick pay.

Where the minimum wage is insufficient to provide a living wage1, factories must actively seek ways to improve wages e.g. through productivity programmes.

Where employees are paid according to their output (piece work), their wage must still meet the legal minimum wage standard. A formal, agreed piece rate calculation must be in place which ensures that workers are paid fairly and are able to meet the legal minimum wage standard, or above, within normal working hours.

Deductions

Legally required deductions that entitle employees to state benefits must be made and passed on by the employer to the State.

The cost of clothing and protective equipment required to perform work safely must be paid in full by the employer.

Deductions from wages or any other form of financial penalty must not be used as a disciplinary measure.

Working hours

Hours in excess of contracted standard hours (overtime) must be offered fairly, contracted voluntarily and paid at a premium rate. Workers must be able to refuse to work overtime without any form of penalty. Workers who refuse overtime must not be denied the opportunity to work overtime in the future.

Working hours must not exceed the maximum set under local law. Where there is no legislation governing maximum working hours, total working hours worked in any 7 day period must not exceed 60 hours. There must be adequate management systems in place to ensure weekly working hours are within these limits, except in emergency or unusual situations.

Workers must have at least one full day away from work per week on a regular basis. The working week may be extended in exceptional circumstances but employees must not work more than 12 days in any 14 day period.

6. EMPLOYING YOUNG WORKERS

Factories must have effective systems in place to check the ages of all recruited employees and must hold copies of official documentation for every worker that verifies their date of birth. In countries

1 A living wage is the minimum hourly income necessary for a worker to meet basic needs. These include shelter (housing) and other incidentals such as clothing and nutrition. Note that a legal minimum wage may not meet these basic needs.

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where official documents are not available to confirm the exact date of birth, the factory must verify workers’ ages using an appropriate and reliable assessment method.

All workers must be at least 15 years old, or meet the legal minimum age of employment if this is higher.

Young workers between the minimum age of employment and 18 years old can be employed, provided there are adequate precautions to protect them. They must not be employed at night, work overtime or carry out any form of hazardous work2.

If children are found to be working directly or indirectly for the supplier, the supplier must immediately inform ASOS who will support a solution that puts the best interests of the child first.

For further information, refer to the ASOS Young Worker and Child Labour Policy.

7. WORKING ENVIRONMENT

Factory managers and supervisors must treat all workers with respect and dignity at all times.

Management must implement a culture where all workers feel safe and are respected by their colleagues. The need for a respectful and dignified working environment must be communicated so everyone understands the boundaries of acceptable behaviour.

Any form of discrimination, preferential treatment, verbal abuse or any other form of behaviour that is disrespectful or intimidating must be thoroughly investigated. If proven, it must be dealt with through a formal disciplinary process.

All discipline must follow a formal disciplinary procedure which sets out a step-wise process for investigating and improving inappropriate actions or behaviours. All disciplinary actions must be handled professionally and fairly and must be documented. Employees undergoing discipline must have the right to a fair appeal.

There must be a process for employees to formally raise grievances with management. Employees who raise grievances must not be penalised or intimidated.

8. HEALTH AND SAFETY

Adequate measures must be in place to protect the health and safety of all people at factory site and any other supplier workplaces, including temporary workers and workers on agency contracts. This must include a formal and regular assessment of risks and a corresponding programme of improvement. The specific risks to vulnerable workers e.g. young workers, pregnant workers or workers with disabilities must be assessed separately.

Management’s responsibility does not end with providing safe systems of work. Management must also ensure that safe working systems are understood through formal and informal training and that they are being followed. It is appropriate to use the disciplinary process for anyone who wilfully puts themselves or their colleagues at risk.

2 All aspects of local law must be complied with relating to the employment of young workers. In some countries this includes a specific risk assessment.

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Occupational Safety Exposure to potential safety hazards must be controlled through proper design, engineering, management systems, maintenance, safe work procedures and training. Where hazards cannot be adequately controlled by these means, workers must be provided with protective equipment. Workers shall not be disciplined for raising safety concerns.

Emergency Preparedness Emergency situations and events are to be predicted and assessed e.g. fire, explosion, flooding, earthquake. Emergency plans and responses must be developed and practiced e.g. evacuation procedures, worker training and drills, fire detection and fire fighting, adequate exit facilities.

Occupational Injury and Illness Measures must be in place to manage, track and report occupational injury and illness, including provisions to: encourage worker reporting; record cases of injury and illness; provide necessary medical treatment; implement corrective actions to eliminate causes; facilitate the return of workers to work.

Industrial Hygiene Worker exposure to chemical or biological hazards must be identified, evaluated, and controlled. Workers must be made aware of the hazards associated with any substances or processes. When hazards cannot be adequately controlled, workers’ health must be protected by appropriate personal protective equipment and/or by limiting exposure.

Physically Demanding Work Exposure to the hazards of physically demanding tasks must be identified evaluated and controlled e.g. manual handling; heavy or repetitive lifting; prolonged standing; highly repetitive tasks. Adequate training must be given to ensure that employees adopt safe working practices.

Machine Safeguarding Production and other machinery must be evaluated for safety hazards. Physical guards, isolation switches and barriers must be provided and properly maintained where machinery presents an injury hazard.

Sanitation, Food, and Housing Workers must have access to clean toilets, potable water and hygienic food storage/preparation and eating facilities. Where provided, worker dormitories must: be well maintained, clean and safe; have sufficient emergency exits, hot water for bathing and showering; have adequate heat and ventilation; provide reasonable personal space and personal freedom.

9. ENVIRONMENTAL MANAGEMENT

Suppliers must comply with all relevant laws and regulations regarding the protection and preservation of the environment. This includes obtaining and maintaining all required environmental permits (e.g. discharge monitoring), approvals and registrations.

Factories must also adhere to all applicable laws, regulations and customer requirements regarding specific substances that are restricted (or prohibited) by law or by ASOS.

In sourcing suppliers, we will consider their environmental performance and, in particular their commitment to minimising harmful impacts of their operations on the community, environment and natural resources.

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Areas our suppliers must assess and manage include:

Waste management: Elimination or reduction of waste by practices such as modifying production, improved maintenance, materials substitution, conservation, recycling and re-use of materials.

Energy and water reduction: Reduction of the consumption of water, electricity, gas, oil and other fuels through improved employee awareness, investment in energy/water saving equipment, improvement in production efficiency , use of rainwater and recycled water etc.

Hazardous Substances: Safe handling, movement, storage, use, recycling or reuse and disposal of hazardous chemicals and other materials.

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ASOS Young Worker, Child Labour and Prevention of Children Entering Production Sites - Policy

INTRODUCTION This Policy is intended to help all organisations that are involved in the manufacture or supply of goods to ASOS, collectively known as suppliers, understand the steps they need to take to protect young workers and to ensure compliance with the United Nations International Labour Organisation’s Conventions relating to child labour.

ASOS defines a young worker as someone under the age of 18 who is legally entitled to work and a child worker as someone under the age of 18 who is not legally entitled to work.

ASOS supports the employment of young workers within its supply chain, provided that adequate precautions are put in place for their protection.

Children must not be involved in the manufacture or supply of goods to ASOS. Children who are made to work, or who choose to work, are deprived of their rights to a childhood and education and are at risk of endangering their physical, mental and social well-being.

ASOS expects suppliers to monitor their own supply chains and to contact ASOS immediately if they have any concerns regarding young workers or child workers. In return, if instances of child labour are identified, ASOS commits to supporting and working with suppliers to develop responsible solutions that are in the best interests of these children and encourage children back into education.

ASOS’ suppliers are responsible for the implementation of this policy and for making ASOS aware of any issues as soon as an underage worker is suspected and/or verified. This is so suppliers can get immediate and informed advice on how best to manage each situation.

PROTECTING YOUNG WORKERS Young workers between the minimum age of employment and 18 years old can be employed, provided there are adequate precautions to protect them. They must not be employed at night, work overtime or carry out any form of hazardous work. They must not work in or near areas where chemicals are used. ASOS supports formal work-based training programs that enable young workers to learn new skills. These programs must be aimed at developing young workers’ skills and experience and meet local legal requirement (where applicable). Young workers on training programs must be paid at least minimum wage for every hour worked including any training time.

Supplier responsibilities:

Factories must have effective systems in place to check the ages of all workers used on site. Factory management must check and hold copies of official documentation that verify the date

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of birth for every worker. This documentation must show that the worker is legally old enough to work / meets ASOS minimum age requirements.

Site must have training/understanding of how to check the validity of documentation (i.e. in date and genuine) and ensure it belongs to the worker in front of them.

If official date of birth documents are not available (because the Government does not issue such documents) the worker’s age must be established using other appropriate and reliable methods.

Ensure full compliance with local requirements relating to restrictions on work young workers can do.

Conduct specific young worker risk assessments to identify any hazardous work or conditions and put systems in place to ensure young workers are protected.

Ensure young workers are not engaged in night work, hazardous work or physically demanding work.

Do not allow children in production areas under any circumstances.

PREVENTING CHILDREN FROM ENTERING PRODUCTION SITES Children must not be permitted in production areas at any time. This includes the children of workers who live in factory provided accommodation and children brought to care facilities on site. Supplier responsibilities The supplier agrees to:

1. Ensure children cannot enter production areas. 2. All workers and auxiliary workers e.g. security guards, cleaners understand that children

cannot enter production areas under any circumstance. 3. Provide safe and adequate supervision of children living in factory provided accommodation. 4. Provide safe and adequate supervision of children brought to the factory whilst their

parents/guardians work Supplier prevention systems must include:

Full security and monitoring of all site entrances (when facilities are open and/or accessible)

Clear procedures for checking, verifying and recording the identity and age of all visitors

Security personnel who are fully trained on and understand procedures

Enforcement of minimum age requirements within production areas Suppliers will demonstrate that they have a system in place to supervise children and meet the following standards of care: Factories with children living in factory provided accommodation must:

Ensure children have proper adult supervision during work time from a parent, guardian or nominated and approved adult

Be accompanied by a trained care giver, their parent or guardian from site gates to child-permitted areas

Have a registered guardian(s) who have the right to collect children and take them off the production site – security personnel should retain secure copies of guardians’ photo identification at site entrances/exits

Ensure accommodation provided and its facilities is safe for children e.g. railings on staircases

Keep a register of all children living on site, next of kin and other key contacts

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Provide appropriate play areas separate to the production area Factories with children being cared for at on-site facilities e.g crèches must:

Ensure children of school attending age attend school. They can stay in on-site facilities after school hours and during school holidays

Have a parent and/or guardian’s written consent to place children the in facility

Be accompanied by a trained care giver, their parent or guardian from site gates to child-permitted areas

Employ carers who can demonstrate sound child care experience and have no criminal history

Employ sufficient number3 of carers for the number of children

Provide training to carers on child care and site policies and procedures

Permit parents/guardians to visit their children during breaks

Ensure children are collected by their registered parent/guardian within a reasonable time period

Ensure children are never left without a carer

Facility is separate to any production area/building

Facility is structurally safe and fit for purpose e.g. has clean running water for drinking and bathing, resting areas, toys, activities, proper ventilation and means for temperature control

Provide food and drink for children Supplier responsibilities if a child is found on site If a child is found at a production site, the supplier agrees to:

Immediately take the child away from the production area, to a safe place

Check that the child is safe and has not been harmed

Contact the parent/guardian to collect the child

Arrange for a trained care giver4 to stay with the child until the parent/guardian arrives

Investigate the situation to understand how and why the child was permitted to enter the production area

Identify improvements that can be made to management systems in order to prevent children from entering production sites, and communicate these improvements to ASOS

Implement management system improvements and closely monitor that procedures are being followed

ASOS will send a formal letter to suppliers that do not demonstrate cooperation with the above requirements. ASOS reserves the right to discontinue sourcing if the supplier does not demonstrate action towards a remediation plan. Orders and payment will be placed on hold until the situation is dealt with and a remediation plan is in place.

3 for under two year olds - one carer to three children

two to three year olds - one carer to four children

three to five year olds - one carer to eight children

4 If trained care givers are not available, ensure you provide clear guidance on their roles and responsibilities to the children including daily activities that must be carried out.

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CHILD LABOUR REMEDIATION Children must not be involved in any part of ASOS’ supply chain. However, if child labour is found, ASOS commits to continuing its business relationship with the supplier and providing them with support as long as they are willing to work together to develop responsible solutions that are in the best interests of the children. Supplier responsibilities If a child worker is present at a factory, or involved in off-factory production, the supplier must:

Minimise the risk to the children by removing them from the production area or, if the children are working from home, stopping their work.

If the factory is providing accommodation they should continue to make this available until a resolution has been found.

A health check should be carried out if the child and their parent/guardian consent. This must be carried out free of charge to the family and ASAP so it does not delay the safe return of children to their families.

Immediately inform ASOS’ Ethical Trade Manager.

While a remediation programme is being developed, the factory should quickly collect contact details for the child, not dismiss the children from their employment and should continue to pay their wages. Under no circumstances should the children continue to work or be present in a production area during this period.

ASOS responsibilities

If child workers are found in the ASOS5 supply chain, ASOS will seek to work in partnership with the supplier and appropriately qualified organisations to develop a responsible solution that is in the best long-term interests of the children. Such programmes will be based on available best practice and will seek to meet the educational, social and economic needs of the children concerned. This will include:

Providing protection for the children’s immediate safety and welfare

Understanding the economic and social reasons for employing children

Working with the family to support the child back into education

Developing a remediation plan that secures the children’s education and right to a childhood

Evaluating alternative ways of supporting the children/family financially

Ongoing monitoring of the children’s welfare

If you ever find or suspect the presence of child labour OR children on a production site you must contact ASOS Ethical Trade Manager immediately so we can decide the best course of action in each situation. It is important that we find a responsible way to deal with children

found on site.

If you have any concerns or questions regarding young or child workers, please contact the ASOS Ethical Trade Manager6. 5 ASOS’ responsibilities are guided by Impactt’s Operational Procedures for the Remediation of Child Labour

6 http://www.impacttlimited.com/wp-content/uploads/2012/01/Impactt_Operational-Procedures-for-Remediation-of-Child-Labour-in-Industrial-contexts1.pdf

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CONTACTS

For further information please contact the Ethical Trade Department at:

ethicaltrade@asos.com Ethical Trade ASOS.com Greater London House Hampstead Road London NW1 7FB United Kingdom Alice Strevens Senior Ethical Trade and Sourcing Manager, ASOS.com alices@asos.com