Supplier Ethical Code of Conduct

Think Rugs is committed to ensuring that all workers involved in the manufacture, finishing, packing, or management of our goods are treated fairly and with respect. We expect all our suppliers, including sub-contractors and business partners, to comply with this ethical policy, as well as all applicable laws and regulations in the countries and territories in which they operate.

We believe that this is essential to maintaining a positive reputation in the industry and to build trust with our customers, stakeholders, and the wider community.
Our commitment to ethical business practices is essential for sustainable growth and development, and we are committed to continuous improvement of our ethical policies and practices.

We acknowledge that this ethical policy is only the first step towards ensuring ethical business practices, and we are committed to working with our suppliers, employees, and other stakeholders to ensure that our ethical policies and practices are continuously reviewed and improved.

Sam Tippett - Managing Director Think Rugs

Employment is Freely Chosen:

  • We do not tolerate forced, bonded, or involuntary prison labour.
  • Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.
  • Freedom of association and the right to collective bargaining are respected.
  • The right of all workers to join or form trade unions of their own choosing and to bargain collectively is acknowledged.
  • Worker representatives are not discriminated against and have access to conduct their representative functions in the workplace.
  • Risk assessments shall be conducted to understand areas of vulnerability, raise awareness internally and externally to establish clear policies and due diligence on human trafficking.
  • Think Rugs prohibits any exploitative labour practices or any associated criminal conduct.

Child Labour:
  • We do not permit the recruitment of children under the age of 15.
  • No children or young person under the age of 18 shall be permitted to work during night shifts.
  • No children or young person under the age of 18 shall work in hazardous conditions that include machinery, chemicals, cutting machinery, forklifts, or heavy lifting.
  • Factories shall participate in programs that enable children under the age of 15 to have the opportunity to attend and remain in education until at least 15 years of age.

Hours of Work:
  • Working hours must comply with national laws and collective agreements.
  • Working hours, excluding overtime, shall be defined by contract and shall not exceed 48 hours per week on a regular basis.
  • All overtime shall be voluntary. Overtime should not exceed 12 hours per week on a regular basis. Overtime must not be used to replace regular contracted hours. Workers must be compensated at a premium rate according to the national law.
  • Workers shall be provided with at least one day off in every seven-day period, and holidays should be granted in accordance with local laws.

Wages and Benefits:
  • Wages and benefits paid for a standard working week meet, at a minimum, national legal standards, or industry benchmark standards, whichever is higher. In any event, wages should always be enough to meet basic needs and provide some discretionary income.
  • All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment, and about the particulars of their wages for the pay period concerned each time that they are paid.
  • Deductions from wages as a disciplinary measure shall not be permitted, nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.

Freedom of Association:
  • Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
  • Think Rugs adopts an open attitude towards the activities of trade unions and their organizational activities.
  • Worker representatives are not discriminated against and have access to conduct their representative functions in the workplace.
  • Where the right to freedom of association and collective bargaining is restricted under the law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association.

  • There is no discrimination in hiring, compensation, access to training, promotion, termination, or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

No harsh or inhumane treatment is allowed.
  • Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
  • Every employee shall be treated with respect and dignity.
  • Think Rugs operates an independent anonymous whistleblowing helpline, this information should be made available to all workers so that they can report a breach of this policy or other unlawful conduct.

Health and Safety
  • Suppliers must be committed to continuous improvement of factory standards and improving the working conditions of the people who make Think Rugs products.
  • A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, as far as is reasonably practicable, the causes of hazards inherent in the working environment.
  • Workers shall receive regular and recorded health and safety training; such training shall be repeated for new or reassigned workers.
  • Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
  • Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
  • The company observing the code shall assign trained first aid personnel.
  • Think Rugs do not accept any factories that operate in vertically shared production sites.

Agency Labour
  • If workers are sourced from a third party, suppliers must ensure that the third party is reputable and (if required) properly licensed (for example under the gang masters licensing act 2004)
  • Suppliers must take reasonable steps to ensure that all workers supplied have the right to work in the country of operation and are engaged on terms that comply at least with minimum legal requirements in that country.
  • Agencies must be made aware of and give a written commitment to comply with this Code of Conduct.

  • Suppliers must declare all production facilities to Think Rugs.
  • No subcontracting should take place unless authorized by Think Rugs.
  • Suppliers and manufacturers for Think Rugs must ensure any subcontractor, including homeworkers are aware of and have been given a written commitment to comply with this Code of Conduct.
  • All suppliers to Think Rugs will take place at least every two years (more often if required) to assess compliance with this code. 
  • Audits must be unannounced or semi announced in a minimum of a 2-week window. 
  • Suppliers should report any known breaches of this code to Think Rugs and take corrective action within the specified time. 
  • Think Rugs may conduct unannounced audits at their own discretion.