Social Audit
Ethical Compliance, Social Responsibility
Verification of working conditions and compliance with ethical and social standards.
Ethical Risks
"Violations of labor standards can damage reputation and lead to sanctions."
Ethical Compliance
We audit working conditions, wages, working hours, and respect for workers' rights.
The SA 8000 Standard
Social Responsibility and Human Rights in the Workplace
Designed to help companies manage human rights, SA 8000 provides specific requirements that help you develop and improve social responsibility within your operations, while demonstrating a commitment to ensuring a fair working environment and transparent business practices. The standard encourages organizations to develop, maintain, and apply socially acceptable practices in the workplace. The fundamental elements of the standard are based on the UN Declaration of Human Rights, conventions of the International Labour Organization (ILO), international human rights norms, and national labor laws.
Why SA 8000?
SA 8000 is applicable to companies of any size looking to demonstrate to customers and other stakeholders that they care. The essence of the standard is the belief that all workplaces should be managed in such a way that fundamental human rights are protected and that management should be prepared to accept responsibility for this. Certification demonstrates to customers and stakeholders that priority is given to implementing the internal processes necessary to ensure the human rights of your employees. Benefits range from stronger employee loyalty and increased trust from customers and stakeholders to more reliable business partnerships.
The 9 Essential SA 8000 Requirements
Transparent, measurable, and verifiable standards
The standard prohibits child labor (under the age of 15 in most cases) but allows young workers (under 18) under certain conditions. Certified companies must establish a remediation plan for child workers and provide adequate financial and other support to enable these children to attend and remain in school until they reach the appropriate age.
Workers cannot be required to hand over their identity documents or pay 'deposits' as a condition of employment. The standard prohibits any form of forced labor, including debt bondage or human trafficking.
Companies must meet basic standards for a safe and healthy working environment, including potable water, restroom facilities, applicable safety equipment, and necessary training. There must be clear procedures for emergencies and a working environment that prevents accidents and occupational diseases.
The standard protects workers' rights to form and join trade unions and to bargain collectively without fear of reprisal. Companies must respect the right of workers to elect their representatives and to participate in union activities.
No discrimination is permitted on the basis of race, caste, national origin, religion, disability, gender, sexual orientation, union membership, or political affiliation. Companies must ensure equal opportunities in hiring, remuneration, access to training, promotion, termination, or retirement.
The standard prohibits corporal punishment, mental or physical coercion, and verbal abuse of workers. Companies must treat all workers with dignity and respect, and disciplinary measures must be clear, fair, and documented.
The standard provides for a maximum working week of 48 hours, with a minimum of one day off per week, and a cap of 12 hours of overtime per week which must be remunerated at a premium rate. Overtime must be voluntary.
Wages paid must meet all minimum legal standards and provide sufficient income for basic needs, with at least some discretionary income. Wages must be paid in a timely manner, in compliance with applicable laws, and cannot be withheld as a disciplinary measure.
The standard defines procedures for effective management implementation and an SA 8000 compliance review, from designating responsible personnel to keeping records, addressing concerns, and taking corrective actions. It also focuses on the organization's initiative to conduct reviews of its suppliers and subcontractors, private employment agencies, and sub-suppliers to ensure their compliance with the SA 8000 standard.
The SA 8000 Certification Process
Steps towards certification (conducted by accredited bodies)
Preparation for Certification
Any organization seeking certification must be committed and establish clear goals for implementation, evaluation, and maintenance. The certification journey starts with understanding the standard, building internal competence and awareness, and implementing a compliant management system.
System Implementation
It is essential to identify the internal and external factors that influence your organization. This includes legal requirements and demands from other interested parties. This understanding determines the necessary process of your management system. By identifying the risks and opportunities that need to be managed, you can implement controls, objectives, and performance indicators necessary to ensure continuous improvement.
Internal Audit and Review
Prior to the certification audit, you should have conducted internal audits and management reviews. This is part of implementing the social responsibility management system but is also essential for identifying any gaps.
Third-Party Certification
Certification by an independent third party evaluates the performance of your social responsibility management system against the SA 8000 requirements. It identifies what works well and improves your ability to manage and mitigate risks. This in turn builds confidence in your performance internally, and trust externally, so that you are prepared to meet customer and legislative requirements, needs, and expectations.
Benefits of the SA 8000 Standard
ISO 9001 Certified
International Standards
Expert Team
Qualified Inspectors