2.3. Working hours and adequate rest Working hours must comply with legal limits and not exceed 48 hours per week on a regular basis . Overtime must be voluntary and not be demanded on a regular basis. It should not exceed 50% of the normal working hours in one day or exceed 12 hours per week and must be compensated in accordance with either local legal rate or 125% of the regular rate, whichever is higher. S ufficient rest days must be provided to all employees, classified as at least 24 consecutive hours in a 7 - day period. 2.4. Freedom of association and worker representation E mployees’ rights to freedom of association, freedom of opinion, and freedom of expression must be recognised and upheld. E mployees’ rights to organise or join trade unions and engage in collective bargaining must be respected. Employees m ay not be discriminated against or penalised for union membership or participation in worker representation. In countries where these rights are restricted by law, alternative forms of independent representation and negotiation must be accepted in accordance with international labour standards. 2.5. Protection of migrant and vulnerable workers Al l employees must be treated fairly, regardless of employment status or origin. Migrant workers must receive the same terms, conditions, and protections as local workers performing the same roles. This protection also applies to vulnerable groups such as temporary workers, pregnant or nursing workers, and young workers, who must be employed in accordance with local law and international standards. 2.6. Safe and dignified working conditions A safe, clean, and healthy working environment must be provided, including access to drinking water, toilets, adequate lighting and ventilation, temperature control, and sufficient space. 2025 Code of Conduct p. 5
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