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Ethical Trading Policy

Fikkerts Ltd is a Yorkshire-based company that aims wherever possible to source raw materials and component products locally.  In the case of more specialised ingredients e.g., climate-specific herbs or fragrance oils etc, this is not always possible, resulting in slightly more complex supply chains, involving people all around the world.

As a long-established, family-owned business we recognise our responsibilities and prioritise the protection of human rights on behalf of both the individuals and the communities touched by our trading activities.

This policy sets out the ethical standards followed by Fikkerts and expected of our suppliers to protect human rights across our international supply chains.

Policy Objectives/ Purposes

his policy outlines the minimum standard we expect to be in place throughout our supply chains to protect human rights. It further outlines our approach to trading fairly.


In this policy, we refer to “children” as people who are younger than [18] years of age. “Young children” are people younger than [14].

“Child labour” refers to work that deprives children of their childhood and affects their schooling, their potential and their dignity. It’s work that’s harmful to them mentally, physically and socially.

Related Policies

This document is part of a broad suite of policies that ensure we treat all our stakeholders in line with our values, whilst minimising the impact our business activities have in the world.

It should be read in conjunction with the following Fikkerts policies:

  • Anti-bribery & Corruption Policy
  • Anti-Slavery & Human Trafficking Policy
  • Whistleblowing Policy
  • Child Labour and Remediation Policy

Who this Policy applies to

This policy applies to all key stakeholders engaged in our business activities, including directors, employees, agency workers, seconded workers, volunteers, agents, contractors and suppliers.

Approach to sourcing

Fikkerts values and ways of doing business are clearly defined, live strongly across our organisation and are recognised as improving the lives of people, communities and the planet. Central to these ways of working is our commitment to developing enduring, mutually beneficial relationships with suppliers who share our values and maintain the highest standards of quality and ethics. Our approach to sourcing is based on collaboration; we work in close partnership with our suppliers to build long-term sustainable relationships, improve quality, and invest in addressing material sustainability challenges. We commit to paying sustainable prices for quality products, based on fair terms of trade.

This policy applies to all key stakeholders engaged in our business activities, including directors, employees, agency workers, seconded workers, volunteers, agents, contractors and suppliers.

Human Rights

As a minimum standard, our sourcing activities ensure that the conventions of the International Labour Organisation (ILO) are adhered to by following the Ethical Trading Initiative (ETI) Base Code. The ETI Base Code is accepted as a global reference standard and is widely used as a benchmark against which to conduct social audits and develop ethical trade action plans. By adopting the ETI Base Code, we commit to the following:

 Employment is freely chosen.

  • There is no 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.

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

 Working conditions are safe and hygienic.

  • 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, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

  • Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

  • Access to clean toilet facilities and 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 responsibility for health and safety to a senior management representative.

Child Labour shall not be used

  • There shall be no new recruitment of child labour.

  • Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; “child” and “child labour” being defined in the appendices.

  • Children and young persons under 18 shall not be employed at night or in hazardous conditions.

  • These policies and procedures shall conform to the provisions of the relevant ILO standards.

 Living wages are paid

  • 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 to 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.

Working hours are not excessive

  • Working hours must comply with national laws, collective agreements, and the provisions below, whichever affords the greater protection for workers. These provisions are based on international labour standards.

  • Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week*

  • All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.

  • The total hours worked in any 7-day period shall not exceed 60 hours, except where covered by clause 6.5 below.

  • Working hours may exceed 60 hours in any 7-day period only in exceptional circumstances where all of the following are met:

  • this is allowed by national law.

  • this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce.

  • appropriate safeguards are taken to protect the workers’ health and safety; and

  • the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.

  • Workers shall be provided with at least one day off in every 7-day period or, where allowed by national law, 2 days off in every 14-day period. * 

  • *International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced

No discrimination is practised

  • 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.

Regular employment is provided

  • To every extent possible work performed must be on the basis of a recognised employment relationship established through national law and practice.

  • Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.

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.

Ethical Assurance

As part of our human rights due diligence process, our sources of supply are assessed to understand the human rights risks inherent in our supply base. Fikkerts are members of SEDEX (Supplier Ethical Data Exchange) which is a web-based system for suppliers to share ethical trading information with their customers. Suppliers identified as carrying risks associated with human rights are expected to have ethical processes in place throughout their own supply chains. Fikkerts reserve the right to disengage with suppliers who do not take appropriate measures to remedy non-compliance.


Made in Yorkshire,
Not Tested on
Paraben &
SLS Free
Naturally Derived
Sustainable Palm

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