Resources
At the moment, we are still working on uploading all our studies and documents, so please bear with us. The documents listed can be downloaded. If there's anything missing, please send us an e-mail at and we will be more than happy to send the documents to you.
Company reports
Brand performance 2011
Acne Studios Brand Performance Check 2011
Alteks Brand Performance Check 2011
Araco Brand Performance Check 2011
Bierbaum Proenen Brand Performance Check 2011
Buttonboss Brand Performance Check 2011
De Berkel Brand Performance Check 2011
Cheap Monday Brand Performance Check 2011
Filippa K Brand Performance Check 2011
Heigo Brand Performance Check 2011
HempAge brand performance check 2011
hessnatur brand performance check 2011
Jack Wolfskin brand performance check 2011
J.C. Rags brand performance check 2011
J. Lindeberg brand performance check 2011
McGregor Fashion Group brand performance check 2011
Nudie Jeans brand performance check 2011
Odd Molly brand performance check 2011
Odlo brand performance check 2011
Schijvens brand performance check 2011
switcher Brand Performance Check 2011
Mayerline brand performance check 2011
crown east brand performance check 2011
hessnatur brand performance check 2011
Brand performance 2010
Van Puijenbroek Brand Performance Check 2010
Black Out Brand Performance Check 2010
Buttonboss Brand Performance Check 2010
Clean & Unique Brand Performance Check 2010
Continental Brand Performance Check 2010
ECC Couture Brand Performance Check 2010
Expresso Brand Performance Check 2010
Hempage Brand Performance Check 2010
Hessnatur Brand Performance Check 2010
Hydrowear Brand Performance Check 2010
Kwintet Brand Performance Check 2010
Mammut Brand Performance Check 2010
Manderley Brand Performance Check 2010
Tricorp Brand Performance Check 2010
Switcher Brand Performance Check 2010
Manroof Brand Performance Check 2010
Odd Molly Brand Performance Check 2010
Odlo Brand Performance Check 2010
Pama Brand Performance Check 2010
PWG Brand Performance Check 2010
Suit Supply Brand Performance Check 2010
Brand performance 2009
De Berkel Brand Performance Check 2009
Fabric Scandinavien brand performance check 2009
Expresso Brand Performance Check 2009
Heigo Brand Performance Check 2009
Acne Studios Brand Performance Check 2009
Filipa K Brand Performance Check 2009
hessnatur Brand Performance Check 2009
Mammut Brand Performance Check 2009
Manroof Brand Performance Check 2009
McGregor Brand Performance Check 2009
Odlo Brand Performance Check 2009
Tricorp Brand Performance Check 2009
Van Puijenbroek Brand Performance Check 2009
social reports 2010
Social Reports 2010
- Acne
- ACP (ambassador)
- Blackout
- Bout (ambassador)
- Buttonboss
- Crown East
- De Berkel
- Expresso Fashion
- Fabric Scandinavien
- Filippa K
- Groenendijk (ambassador)
- Heigo
- HempAge
- hessnatur
- Jack Wolfskin (also available in German and French)
- J.C. RAGS
- J.Lindeberg
- Mammut
- Manderley
- Manroof
- Mayerline
- Nudie Jeans
- Odd Molly
- Odlo
- Pama
- P&P Projects (ambassador)
- PWG
- Schijvens
- Sparkling Ideas (ambassador)
- Switcher (download from their website, multiple languages)
- Van Puijenbroek
The following companies failed to hand in their social report:
- A. Mauritz en Zn. B.V.
- Alteks.co.uk
- Continental Clothing Company Ltd
- De Berkel B.V.
- E.C.C. Couture B.V.
- Hydrowear B.V.
- Kwintet Far East Limited
- Kwintet KLM Kleding N.V.
- Lasaulec B.V.
- McGregor Fashion Group B.V.
- Permess South East Asia Ltd
- Power Workwear B.V. (= Groenendijk)
- Secur protects@work BV
- Suit Supply B.V.
- The Cotton Group sa/nv
- Vereniging Clean & Unique
- Wiltec B.V.
social reports 2009
Social Reports 2009
- Blackout
- De Berkel
- E.C.C. Couture B.V.
- Expresso Fashion
- Fabric Scandinavien
- Filippa K
- Hess Naturtextilien
- Kwintet (Far East) Limited
- Kwintet KLM Kleding
- Mammut
- Manroof
- McGregor Fashion Group
- Odd Molly
- Odlo
- Pama International + annex
- PWG bedrijfsveilige kleding
- Switcher
- Van Puijenbroek
The following companies joined FWF after 30 June 2009 and are not required to hand in a social report for 2009:
- Alteks.co.uk
- Araco International B.V.
- Bierbaum-Proenen GmbH & Co. KG
- HempAge
- Hydrowear B.V.
- Lasaulec B.V.
- Jack Wolfskin
- J.C. Rags
- J.Lindeberg
- Manderley Fashion bv
- Mayerline
- Nudie Jeans
- Permess South-East Asia
- Rivema
- Schijvens Confectiefabriek Hilvarenbeek B.V.
- Transa
- The Cotton Group
The remaining companies have yet to hand in a social report. This will be part of FWF's evaluation of these companies' progress (see MSA reports 2010), reports of which will be uploaded throughout 2010. These companies are:
- ACNE Studios
- Bo Weevil B.V.
- Buttonboss B.V.
- Continental Clothing Company Ltd
- Crown East B.V. (Faithful)
- Heigo Nederland B.V.
- Suit Supply B.V.
- Tricorp Textiles Europe B.V.
- Vereniging Clean & Unique
social reports 2009 (ambassadors)
Social Reports 2009 (ambassadors)
FWF currently has thirteen ambassador members. Two of these have handed in their annual reports 2009:
ACP (in Dutch)
Groenendijk/Power Workwear (in Dutch)
P&P Projects
Four ambassadors were not required to hand in an annual report, as they only joined FWF recently. We look forward to receiving their reports next year:
Lasaulec (joined in 2010)
Polichlo Safety & More (joined in 2010)
Secur Group (joined 15 July 2009)
Wiltec (joined 1 September 2009)
The remaining seven companies have failed to hand in an annual report. This will be part of FWF's evaluation of their performance, as transparency is one of FWF's management system requirements.
A. Mauritz
Bout BV (joined 1 June 2009)
Dirksen (joined 1 May 2009)
SBO Group
Sparkling Ideas
Joh. Steenkist
social reports 2008
Social Reports 2008
One of the requirements of FWF membership is that both FWF affiliates and FWF ambassadors annually report on their progress. Along with the annual work plans (which are confidential) the companies' social reports form the basis for the subsequent management system audits FWF performs. The social reports are also an important way for companies to tell the world about their CSR efforts.
The following companies have reported on their FWF activities in 2008:
Buttonboss
CCO Poulis Group B.V.
De Berkel B.V.
Expresso Fashion B.V.
Fabric Scandinavien AB
Filippa K AB
Groenendijk Bedrijfsschoenen & -kleding B.V.
Hess Natur-Textilien GmbH
McGregor Fashion Group B.V.
P&P Projects B.V.
Pama International B.V.
SBO Group
Secon Group B.V.
Sparkling Ideas
Switcher SA
Van Puijenbroek Textiel
Tricorp Textiles Europe B.V.
The following companies joined FWF in the second half of 2008 or in 2009 and were thus not required to report on 2008:
ACP
Blackout AG
Bout B.V.
Dirksen BV
E.C.C. Couture B.V.
HempAge
Hydrowear B.V.
Kwintet Far East Limited
Mammut Sports Group AG
Manderley Fashion bv
Manroof GmbH
Nudie Jeans
Odd Molly International AB
ODLO Sports Group AG
Rivema
Secur protects@work BV
The Cotton Group sa/nv
Vereniging Clean & Unique
Wiltec B.V.
The following companies failed to submit a social report on 2008:
A. Mauritz en Zn. B.V.
ACNE Studios
Bo Weevil B.V.
Continental Clothing Company Ltd
Crown East B.V. (Faithful)
Du Pon & De Bruin B.V.
F. ENGEL K/S
Gsus wholesale and design b.v.
Heigo Nederland B.V.
Joh. Steenkist-Schijfsma B.V.
Kwintet KLM Kleding N.V.
Mexx Europroductions B.V.
Power Workwear B.V. (= Groenendijk)
PWG Bedrijfsveilige Kleding BV
SGA Bedrijfskleding BV
Suit Supply B.V.
Best practices 2009
Best Practices 2009
For the annual members' day 2010, fifteen companies submitted a 'best practice example' of their work in 2009 to improve labour conditions in their supply chains. During the day, these best practices were displayed on a 'wall of fame'. You can download them here.
Complaints
General
FWF complaints procedure
When a complaint is filed by a factory worker, manager or local trade unionist or NGO worker, FWF informs the affiliate(s) sourcing from the factory in question and investigates the complaint.
Once the investigation is complete, the affiliate is asked to formulate a response and the report, the response and FWF's verification plan are published.
Once the entire procedure is closed and the verification process concluded, the final report is also published.
2011
2011
In 2011, the following complaints were filed:
China
- factory supplying Mayerline - report
In October, a worker from a factory supplying Mayerline contacted the FWF complaints handler. He had been fired from his job upon refusing to work (unreasonable) overtime and the factory had attempted to force the worker to sign a resignation letter, which would mean he would forfeit the right to severance pay.
The investigation by FWF showed that the complaint was grounded. Mayerline immediatley contacted the factory, while the worker contacted the local labour bureau. After some negotiations, the worker was re-hired. Verification by FWF showed that the issue had been resolved and the worker was satisfied with the way the complaint had been handled.
- factory supplying J.Lindeberg - report
In May, shortly after an audit, a complaint was filed concerning the 'living wage' and 'Freedom of Association' standards. As the issues raised in the complaint were confirmed by the audit report, no separate investigation was needed. J.Lindeberg followed FWF's recommendation and sent a formal letter to factory management. Negotiations between factory management and workers followed. After FWF and J.Lindeberg were informed that the issues were resolved, FWF's local complaints handler contacted the workers who had filed the complaint. While they had resigned from the factory, they had received legally required compensation. FWF will carry out a verification audit in 2011 or 2012 to check that factory management is sticking to its commitment to payment of legal minimum wages.
Indonesia
- Factory supplying Jack Wolfskin - report
Update January 2012: when an audit in November showed that the factory was not (sufficiently) addressing the non-compliances, Jack Wolfskin required the factory to start implementation of the Corrective Action Plan immediately and report on progress on a monthly basis. Failure to comply will have consequences for JW's business relationship with the factory.
In April 2011, FWF received a complaint through the Indonesian trade union SBGTS. The complaint touched on a number of labour standards, including freedom of association. Members of SBGTS were dismissed by management in relation to their activities as members of the trade union.
An investigation showed that the complaints were grounded. FWF member Jack Wolfskin was aware of the problems and had been working on remediation for quite some time. Seeking cooperation with other buyers from the factory, Jack Wolfksin will make one more attempt at improving the situation. Should this attempt fail, then FWF will expect Jack Wolfskin to implement a responsible exit strategy.
Turkey
- Factory supplying J.C. Rags - download the report and the assessment
In November 2010 a complaint was filed against one of JC Rags’ Turkish suppliers. According to the complaint, unionised workers had suffered several forms of discrimination including unjust dismissals and threats by supervisors. Several brands sourcing from the factory decided to cooperate in order to resolve the issues. Dutch branch organisation MODINT coordinated the collaboration between buyers, involved industry organisations, BSCI and FWF.
From the start this coalition urged the involved parties in Turkey to negotiate directly with each other in good faith. As this did not resolve the deadlock, an extensive Freedom of Association assessment was done at the involved facilities in cooperation with FLA. The assessment showed that the complaint was grounded and made with a number of recommendations. Shortly after the completion of the assessment, the trade union and the factory managed to sign a collective bargaining agreement. During 2011, several or the recommendations from the assessment report have been implemented jointly by the factory and the trade union.
Vietnam
- factory supplying Vaude - report
In December 2011, FWF received a complaint through workers from a factory supplying Vaude. Several workers filed complaints for working overtime without a proper salary. Moreover they stated that they had to sign a document stating that working overtime is voluntary. An investigation showed that these complaints were partly grounded. Working overtime was indeed necessary, caused by new product developments. There was however no evidence for the issue that workers had to sign a document about voluntary working hours. Salaries were paid according to Vietnamese law. From the complaints and the investigation it was concluded that communication with the workers was not optimal. Vaude developed an action plan to address this issue. In 2012 FWF will carry out an audit at the factory to verify improvements.
2010
2010
In 2010, the following complaints were filed:
China
- factory supplying Mammut and Odlo - intermediate report
The complaint concerns excessive overtime and overtime payments. Mammut and Odlo are in the process of executing the corrective action plan together with the factory. Verification will follow in 2011.
- factory supplying Araco - report
This complaint concerned the legally binding employment relationship - a worker without a contract and for whom no insurance premium was paid resigned and was refused the remainder of her wages. A quick response from Araco and factory management resolved the complaint quickly and the worker received the payments she was due.
- factory supplying Blackout - report
Similar to the previous complaint, this also concerned the legally binding employment relationship. Prompt action by Blackout resulted in the worker receiving the payments he was due.
- factory supplying Gaastra (McGregor group) - report
This complaint concerned a legally binding employment relationship, excessive overtime and payment of a living wage. The immediate complaint - the worker had been refused the rest of her wages after resignation - was solved through quick action by Gaastra. The remaining issues - excessive overtime and payment of overtime compensation - need to be integrated in the corrective action plan Gaastra is working on with the factory.
- factory supplying Schijvens - intermediate report
This complaint concerns excessive overtime and payment of a living wage. As the complaint came in very shortly after the audit and confirmed the findings from the audit, corrective action will be integrated into the corrective action following o the audit. Verification will take place in 2011.
- factory supplying Fabric Scandinavien - report
This complaint, filed on 30 December 2010, concerned a number of serious issues, including child labour, attempts to coach workers before an audit and refusal of resignation. Upon investigation, no child labour was found, though there were unregistered juvenile workers. The other parts of the complaint were (partially) grounded and a process of remediation has been discussed with Fabric Scandinavien. FWF verified in March that the most serious complaints have been remedied.
India
- factory supplying Odd Molly - intermediate report
A (former) worker in a factory supplying Odd Molly filed a complaint that concerned unlawful dismissal (legally binding employment relationship), excessive overtime and payment of a living wage. The worker had been dismissed for leaving the factory without permission, when no permission was granted upon request. He was not paid his last salary and received no severance pay. He also complained about excessive overtime and non-payment of overtime premiums. The ensuing investigation confirmed the findings and a corrective action plan was drafted. The worker, meanwhile, received the salary he was due and some retrenchment compensation, though still not in compliance with the law. In 2011, FWF should verify that the corrective action has been implemented. As Odd Molly, for reasons unrelated to the complaint, has decreased production and may leave the factory altogether, verification may not be feasible.
Tunisia
- factory supplying Expresso Fashion - report
The complaint in Tunisia concerned unlawful dismissal of several workers and late payment of salaries. While salaries had been paid late on one occasion, this had been repaired at the time of the investigation. The dismissals were found to be within the boundaries of the law.
Turkey
- factory supplying McGregor Fashion Group - report
A complaint in Turkey concerned a factory supplying FWF affiliate McGregor. The complaint was filed by local trade union representatives and concerned unfair dismissal of union members. The dispute was settled in court in favour of the workers, but the factory kept refusing to reinstate them or where they did, harassment followed. After action by McGregor, an agreement was reached with the trade union, resulting in the dismissed workers being compensated. McGregor is currently working with the factory to improve the situation concerning Freedom of Association.
- factory supplying hessnatur - report
A former employee of one of hessnatur's turkish suppliers filed a complaint in March 2010, claiming unlawful dismissal because of union membership and harassment of workers who wanted to join a union. FWF found the complaint to be justified and set up a corrective action plan with hessnatur which included either re-hiring or financially compensating the worker. The factory, however, refused to comply until hessnatur, after repeated attempts to pressure the factory management, decided to halt production. The worker was reinstated after that. However, due to other - business - reasons, hessnatur decided not to go back to the factory, making further improvements and verification by FWF impossible.
Vietnam
- factory supplying Kwintet Far East - report
A number of workers from a factory supplying Kwintet Far East complained about structural, excessive overtime. An investigation showed that overtime did take place and was not properly recorded, making it difficult to judge whether the overtime was excessive. As the failure to register overtime had also been found during the audit that had taken place two months earlier, the complaint was closed and corrective action integrated in the corrective action plan following the audit.
2009
2009
In 2009, complaints were filed regarding nine factories in China and three in Turkey. FWF finds that complaints are usually filed soon after an audit has been performed, as during the audit the complaints handler - who is usually also the worker interviewer - is better known to workers and the threshold to complain is much lower. Thus, affiliates who do many audits are more likely to receive complaints about their suppliers.
When a complaint is filed within three months after a factory audit and the issues confirm the audit findings, the complaint is usually integrated with the corrective action plan that resulted from the audit.
China
For five of the nine complaints in China, this was the case and no seperate report will be published (see annual report 2009). Two of the complaints were inadmissible. The reports for the two complaints that were investigated separately can be downloaded here:
- April 2009: supplier of Filippa K in China - verification pending
- May 2009: supplier of McGregor Fashion in China - complaint closed
Turkey
In Turkey, two consecutive complaints concerned a factory supplying a company with whom FWF engaged in a pilot between May 2008 and June 2009 to evaluate how an affiliation to FWF might work. The complaints touched on a wide array of Code Standards and included verbal abuse and harassment of workers, forced overtime, and serious wage issues. The investigation confirmed almost all of the issues. In spite of efforts by both FWF and the company's local agent, the company decided to stop sourcing from the factory, making further action on the part of FWF impossible.
The third complaint in Turkey concerned a factory supplying FWF affiliate Blackout AG. A worker claimed she had been unlawfully dismissed, that there were unregistered workers, breaks were refused, the work pace was excessive and workers were verbally abused. The investigation was delayed while the results of legal proceedings were pending. When this dragged on, FWF decided to conduct offsite interviews. Just when the investigation was concluded, the court case was decided in favour of the plaintiff, awarding her legal compensation for the unfair dismissal. Most of the other complaints were found justified and Blackout has received FWF's recommendations for remediation. Verification will take place when a corrective action plan has been implemented.
2008
2008
See also the FWF complaints procedure.
When a complaint is filed by a factory worker, manager or local trade unionist or NGO worker, FWF informs the affiliate(s) sourcing from the factory in question and investigates the complaint.
Once the investigation is complete, the affiliate is asked to formulate a response and the report, the response and FWF's verification plan are published.
Once the entire procedure is closed and the verification process concluded, the final report is also published.
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In 2008, seven complaints were received.
There were six complaints in China, of which three were deemed admissible.
April 2008: supplier of Expresso Fashion
April 2008: supplier of Mexx Europroduction
May 2008: supplier of Mexx Europroduction and McGregor Fashion Group
A factory supplying Expresso Fashion paid wages much later than is required by law, there was excessive overtime and wage slips were unclear or not handed out at all. While management at first denied, extra research showed the complaint to be justified. Management then admitted the problem and the Expresso Fashion hired a consultant to guide the factory in the remediation process. In 2010, FWF audited the factory to check the remediation process. While the wage situation has improved, overtime is still a structural problem. Expresso Fashion will look into the root causes of this problem.
Also in China, two complaints were filed about the same factory. One concerning late payment, which was paid two days after the complaint was filed. The second complaint was more complex: the factory was not allowing workers to resign, withholding payment if they did. Wages were far below the legal minimum, let alone the living wage and (unpaid) overtime was excessive. The food in the canteen - where workers were forced to eat - was bad.
The two FWF affiliates sourcing from this factory were informed of the complaint. As together they are buying around 95% of the factory's production capacity, they are able to apply considerable pressure on the management. The two companies are currently working on addressing the problems and verification by FWF is pending.
In Turkey, there was a complaint concerning failure to register workers for social security (required by law). The complaint was deemed admissible. The FWF affiliate sourcing from the factory in question has incorporated the complaint in the current corrective action plan. Verification by FWF is pending.
2007-2006
2007-2006
See also the FWF complaints procedure.
When a complaint is filed by a factory worker, manager or local trade unionist or NGO worker, FWF informs the affiliate(s) sourcing from the factory in question and investigates the complaint.
Once the investigation is complete, the affiliate is asked to formulate a response and the report, the response and FWF's verification plan are published.
Once the entire procedure is closed and the verification process concluded, the final report is also published.
The complaints procedure as described above was established in 2009. Complaints filed before 2008 are listed below.
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In 2007, three complaints were filed about factories in India, Tunisia and Vietnam. The report for the complaint in India can be downloaded here.
In the case of Tunisia, the FWF affiliates terminated their business relationships with the factories concerned, making it impossible for FWF to proceed with the procedure. On the case in Vietnam, the report is pending.
In 2006, a complaint was filed concerning the Metraco factory in Turkey where (then) FWF affiliate O'Neill was sourcing. The complaint involved unlawful dismissal of union members and harassment of others, constituting an infringement on the right to Freedom of Association and Collective Bargaining and was found justified. The report can be downloaded here.
In 2006, a complaint was filed concerning the FFI factory in India from which Mexx (Liz Claiborne) was sourcing. The complaint included a number of major issues, like severe (physical) harassment of workers, unlawful dismissal and forced, unpaid overtime. The complaint and ensuing process received a lot of publicity in The Netherlands in 2006-2007. The report for this procedure can be downloaded here.
Labour standards
payment of a living wage
payment of a living wage
Wages and benefits paid for a standard working week shall meet at least legal or industry minimum standards and always be sufficient to meet basic needs of workers and their families and to provide some discretionary income. (ILO Conventions 26 and 131). Deductions from wages for disciplinary measures shall not be permitted nor shall any deductions from wages not provided for by national law be permitted. Deductions shall never constitute an amount that will lead the employee to receive less than the minimum wage. Employees shall be adequately and clearly informed about the specifications of their wages including wage rates and pay period.
freedom of association
freedom of association
Freedom of association and the right to collective bargaining
The right of all workers to form and join trade unions and bargain collectively shall be recognised. (ILO Conventions 87 and 98) The company shall, in those situations in which the right to freedom of association and collective bargaining are restricted under law, facilitate parallel means of independent and free association and bargaining for all workers. Workers' representatives shall not be the subject of discrimination and shall have access to all workplaces necessary to carry out their representation functions. (ILO Convention 135 and Recommendation 143)
reasonable hours of work
reasonable hours of work
Hours of work shall comply with applicable laws and industry standards. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every seven-day period. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate. (ILO Convention 1)
- FWF overtime policy - 2009
- Overtime in Turkey - 2006
there is no discrimination in employment
there is no discrimination in employment
Recruitment, wage policy, admittance to training programmes, employee promotion policy, policies of employment termination, retirement, and any other aspect of the employment relationship shall be based on the principle of equal opportunities, regardless of race, colour, sex, religion, political affiliation, union membership, nationality, social origin, deficiencies or handicaps (ILO Conventions 100 and 111).
- FWF gender policy statement - March 2011
For affiliates & ambassadors
logo FWF
logo FWF
Use of the FWF logo is subject to approval by FWF. Please contact for questions.
NB: some browsers will not open the logos. Where this is the case, simply right-click on the relevant link and 'save link/target as...'
For printing, we have a full colour logo (jpg, photographic in cmyk on white background) which is the preferred option. In addition, a black & white (jpg, photographic on white background) logo and a reversed out logo (png, freestanding) are available. The default background for our logo is white, but for printing on an existing, coloured background, we also have a freestanding version (at request).
Digital
On their website, affiliates and ambassadors have several options. We have the logo available on white background (jpg) or the logo freestanding (png). We also created a flash file (as on our home-page, with the logo turning around on mouse-over and revealing the back of the embroidery), which links to our website.
Hangtags/labels
As of 2009, FWF has a new communication policy for members, allowing for the use of the FWF logo in hangtags and/or labels, provided certain conditions are met. If you are interested in using the FWF logo on a hangtag or label, please contact FWF’s communications manager .
communication policy for affiliates
communication policy for affiliates
The communication policy for affiliates is part of the FWF Manual. It contains information on how to use the logo and on the conditions that have to be met in order to be able to use hangtags/labels.
Download the separate policy here.
manuals for FWF Affiliates and Ambassadors
manuals for FWF Affiliates and Ambassadors
Fair Wear Foundation has two kinds of membership. Companies who have direct influence on the labour conditions in their supply chain become 'Affiliates', while trade firms that buy from brand companies can apply for Ambassadorship. The requirements and possibilities for each category are different, as described in the manuals below.
format work plan
format work plan
Affiliates
Ambassadors
- work plan 2012 (EN)
- supplier register 2012 (EN)
- werkplan 2012 (NL)
- leveranciersregister 2012 (NL)
Factories
format social report
format social report
audit quality assessment tool
audit quality assessment tool
FWF affiliates often ask for a tool to help assess the quality of audit reports prepared by other organisations. The verification team therefore developed the FWF audit quality assessment tool, which provides an easy-to-use checklist of questions for evaluating audits. The checklist is an editable PDF, which means information can be typed into the file and saved, and can be downloaded here.
worker information sheets
membership fee tables
membership fee tables
FWF publications & reports
FWF reports
fwf reports
FWF publications
FWF publications
FWF and Fairtrade organisations
It is not uncommon for people to ask online and at public events ‘How is Fair Wear Foundation different from Fair Trade?’ or ‘Is FWF the same thing as Fair Trade?’ While it is valuable to recognise the distinctions between these approaches, it is also important to recognise how much they have in common.
Read more about FWF and Fairtrade here.
The Fair Wear formula
In March 2010, FWF published the Fair Wear formula, in which the FWF approach is outlined. The design by Ruben @ Buro RuSt combines with the texts by Anne Lally to create an innovative, attractive description of the FWF approach to improving labour conditions in garment supply chains. In hardback or paperback. For a demonstration, visit Buro RuSt. To order a copy (the beautiful hardcover is € 10, the paperback for free!), please send an e-mail to . Or download the pdf here.
Acquisition brochure
Early 2010, FWF published an acquisition brochure in seven languages. Right-click on the required language to download the brochure in PDF or for hard-copy.
press releases
press releases
- 29 March 2011: press release sustainable procurement - NL (in Dutch)
Policy documents
FWF Charter (including Code of Labour Practices)
FWF Complaints procedure
FWF Complaints procedure
Download the FWF complaints procedure here.
FWF believes that the best grievance procedure is one that is fair and effective – and local.
While it would be ideal that companies’ efforts would ensure good conditions, the reality is not there yet. What’s more, workers often lack access to fair and effective complaints channels locally.
FWF’s complaints procedure serves as a safety net. It is designed to ensure workers in member companies’ supply chains always have recourse in instances of noncompliance – but only in instances where workers are not able to access local grievance systems. FWF’s system only applies when other options, such as factory grievance systems or local labour courts, are not fair, effective, and accessible.
In every country where it is active, FWF has a local complaints handler. This ensures that workers making products for FWF affiliates can safely and fairly seek redress for violations of the Code.
For a complaints system to be effective, workers need access to it. FWF complaints handlers therefore need to possess key skills and competencies.
All FWF complaints handlers…
…are accessible: Because they are based locally, they can be reached in the time zone and on a local number. In most cases, complaints handlers are also the worker interviewer during audits, which means workers have seen them and can put a face to the name on the information sheet.
…can understand: They speak the local language(s) and English, allowing them to follow up on details with workers, FWF staff, and FWF affiliates. This means better and faster follow up.
…are trustworthy: Handlers are usually female representatives from labour or women’s NGOs. They are able to communicate with workers in a way that enhances trust.
FWF Code standards
FWF Code standards
FWF Low risk policy
FWF Low risk policy
FWF and Fairtrade
FWF and Fairtrade
It is not uncommon for people to ask online and at public events ‘How is Fair Wear Foundation different from Fair Trade?’ or ‘Is FWF the same thing as Fair Trade?’ While it is valuable to recognise the distinctions between these approaches, it is also important to recognise how much they have in common. In fact, it may be consumers’ recognition of the common goal we share at our core – i.e. fair treatment for the people who make the goods we use – that leads them to ask this question.
FWF has always had a close working relationship with Fair Trade organisations: fair traders sit on our board and are involved in our multi-stakeholder efforts at the local level. And, as both FWF and Fair Trade mature, we are finding new opportunities to work together. So the response to such questions is: ’FWF and Fair Trade differ in some significant ways. Yet these differences – combined with shared core values – are what make the two approaches complementary.
Read more about FWF and Fairtrade here.
FWF on counterfeit
FWF on counterfeit
Companies affiliated to Fair Wear Foundation (FWF) are sometimes confronted with counterfeit: imitations of branded goods, produced and sold with the intent to take advantage of value built up by a brand. Counterfeit weakens companies’ efforts to make sustainable improvements of labour conditions in their supply chains.
Download FWF's statement on counterfeit here.
FWF guidance paper on abrasive blasting
FWF guidance paper on abrasive blasting
Exposure to dust is a serious health hazard for workers in the garment industry. This is especially true for those working with abrasive blasting of garments. Workers exposed to crystalline silica (sand) through abrasive blasting of garments like jeans are at great risk of contracting silicosis, a deadly lung disease. The connection between silicosis and sandblasting of jeans is well-documented.
Given the fatal risk associated with abrasive blasting and sandblasting in particular, and the challenges of controlling a supply chain in such a way as to guarantee that no unsafe abrasive blasting is done, FWF requires affiliates to ban all abrasive blasting throughout their supply chain. The use of sandblasting - techniques which use more than 1% of crystalline silica - while all other use of abrasive blasting should be phased out.
For more details on the steps required by FWF of its affiliates, download our guidance document on abrasive blasting here.
FWF Financial terms for service providers
FWF terms for auditors and service providers
FWF country information
FWF country guidance papers
FWF Country guidance papers
FWF is occasionally asked whether FWF membership is possible for companies sourcing from Burma or North Korea. These guidance papers are intended as a response to these questions and as guidance documents for (prospective) affiliates of FWF.
Bangladesh
Bangladesh
In 2010-2011, all FWF country studies for the FWF priority countries (Bangladesh, China, India and Turkey) are being updated and redrafted into a new, more readable format. The Bangladesh country study is expected in July 2011.
Below are the existing country studies.
The country study for Bangladesh dates from 2006. A new country study has been commissioned and will be published in 2010.
You can download FWF's country plan 2011 for Bangladesh here.
China
Suzhou supplier seminar - Sept 2011
China
Download the country plan 2011 for China here.
In 2009 FWF conducted a study that focused on wage levels in several cities that are key for China’s garment industry. According to the findings from this study, legal minimum wages for regular working hours were only about 60% of the amount that would be sufficient to meet workers’ basic needs. The report is available in Chinese and in English.
In January 2011, FWF hosted a supplier seminar in Shenzhen. The report can be downloaded here. In May 2010, a meeting for auditors and stakeholders was held in Hong Kong. Download the report here.
In 2010-2011, all FWF country studies for the FWF priority countries (Bangladesh, China, India and Turkey) are being updated and redrafted into a new, more readable format. Below are the existing country studies.
The country study for China (last updated October 2008) was last updated in October 2008 and takes into account the new labour contract law that was implemented in China on 1 January 2008.
In March 2009, FWF published a paper outlining the consequences of the global economic crisis on labour conditions the Chinese garment industry. This paper is called 'Weathering the storm' and can be downloaded here.
In September 2009, FWF published a paper on best practices in factory training in China. Content of this paper was taken from discussions during a seminar on factory training organised by FWF in Hong Kong in March 2009. This seminar was visited by fifteen NGOs and three academics from Hong Kong and mainland China. The report can be downloaded here.
A good resource for China is the report by the International Trade Union Confederation (ITUC) on labour standards in China, which was published in May 2010.
India
India
In 2010-2011, the FWF country studies for the FWF priority countries (Bangladesh, China, India and Turkey) are being updated and redrafted into a new, more readable format.
Below are the existing country studies.
Download FWF's country plan 2010 for India here.
A short paper on the Sumangali scheme in Tamil Nadu can be downloaded here, or download FWF's strategy for eliminating Sumangali practices in its affiliates' supply chains.
India has a big garment industry, concentrated mostly around Bangalore and Tirupur.
Because the labour situation is quite different in these two regions, the country study for India is split up into two separate documents as well.
Tirupur
The most recent study on Tirupur is an update on new developments dating from 2007, which in part supercedes the 2004 country study. A third additional study concerns the wage accord between the Tirupur Exporters' Association and five Tirupur trade unions.
Bangalore
FWF is currently working on updating its country study for the Bangalore region. The report on the FFI complaint in 2006, however, contains a lot of information about the labour situation in Bangalore.
Turkey
Turkey
In 2010-2011, the FWF country studies for the FWF priority countries (Bangladesh, China, India and Turkey) will be updated and redrafted into a new, more readable format.
The original country study for Turkey dates from 2004. A paper on overtime was published in 2005.
Also of interest to companies sourcing from Turkey is FWF's policy paper on abrasive blasting (sandblasting).
Country studies - other countries
Country studies - other countries
Country plans and other resources - other countries
Country plans and other resources - other countries
Strategic plans 2010
Other country documents
Risk assessment for Central and Eastern European Countries (2006)
FWF Guidance paper for companies sourcing from or considering to source from Burma/Myanmar (May 2010)
FWF Guidance paper for companies sourcing from North Korea (January 2011)