Code of Conduct

Our garments, accessories and personal care products are produced by hard working people in factories throughout the world – China, Vietnam, India, and Guatemala are a few of the countries where our products are produced. While Abercrombie & Fitch does not own the factories producing our products, we do require all factories with whom we work to follow the standards set forth in our vendor Code of Conduct.

Child Labor

Abercrombie will not tolerate the use of child labor by its vendors. 'Child Labor' is defined as the employment of persons younger than the age of 14, the local legal minimum working age, or the local legal age for compulsory education, whichever is higher (i.e. employees under legal age).

Involuntary Forced Labor

Abercrombie will not tolerate the use of convict, indentured, slave, bonded, or other forced involuntary labor, including human trafficking, either directly or indirectly, by its vendors, or by any subcontractors utilized by its vendors. All employees, both foreign and national, must be treated equally, and will not be required to pay fees to agencies or the factory in exchange for employment. Those factories that do employ foreign migrant employees should refer to Migrant Employee Addendum.

  • Holding Documents (e.g., Passport, work permit, etc.)
  • Forced overtime without pay or penalty

Harassment or Abuse

Vendors shall treat each of their employees with respect and dignity. None of Abercrombie's vendors' employees shall be subject to any physical, sexual, psychological or verbal harassment or abuse.

  • Physical abuse of employees
  • Verbal abuse of employees

Compensation

Wages and benefits must be in conformity with the minimum wage prescribed by local law or the prevailing local industry wage, whichever is higher. Employees must be provided with benefits and overtime compensation that conform to the better of applicable local law or prevailing local industry standards.

  • Unauthorized deductions from pay
  • Not paying required benefits
  • Hourly rates (regular or overtime) below legal limit

Age Documents & Hours

Vendors must have documentation providing employees' age and restrict working hours for juveniles and pregnant women as prescribed by local law.

  • Missing age documents for employees
  • Unrestricted working hours for women and children
  • No health check or work registration for juvenile employees

Non-Discrimination

Vendors must employ employees on the basis of their ability to perform requisite tasks, and not on the basis of their personal characteristics or beliefs.

  • Disallowing Islamic prayer time and/or dress code, or any religious discrimination

Laws and Workplace Regulations

Vendors' workplace policy must adhere to all local laws and Abercrombie's code of conduct.

  • Employment contracts not completed according to law
  • Employee handbooks not provided according to law
  • Regulations for Vendor, Factory, Mill and/or their subcontractors not approved by Ministry of Labor/not posted

Freedom of Association

Vendors must recognize and respect the legal rights of employees to free association. Vendors must not threaten, penalize, restrict, or interfere with employees' lawful efforts to organize or join associations of their choosing.

  • Penalizing employees based on meeting/membership activities

Health and Safety

Vendors must provide employees with a safe, clean, and healthy working environment, including living and eating facilities (where applicable), which comply with all relevant local laws and regulations.

Workplace

  • Drinking water available 24/7
  • Safety equipment not available/not being worn (i.e. gloves)
  • Broken windows/glass
  • Obstruction of emergency exits
  • First aid kit violations
  • Exposed electrical wiring/damaged wiring
  • Fire hydrants not properly charged and/or expired
  • Employees not trained in use of fire extinguishers
  • Plan for fire drill/evacuation not posted
  • Bathrooms are not clean or properly stocked

Dormitories

  • Lock in policy
  • Drinking water
  • Glass fire hydrant boxes in dormitories broken
  • Insufficient hot water for showers (based on local health code)
  • Bathrooms are not clean or properly stocked

Hours of Work/Overtime

Employees work hours must be reasonable and in compliance with local laws and standards with no regularly scheduled work weeks in excess of 60 hours (or lower if prescribed by local law or local industry standards).

  • Not recording all working hours
  • Hours allowed by policy/law exceeded

Environmental

Operations of Vendor, Factory, Mill and/or their subcontractors must impact the environment as minimally as possible and comply with all relevant local laws and regulations. For example:

  • Improper disposal of wastewater
  • Chemical waste being improperly deposited into sewer system