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Ethical Policy

Wolf & Whistle ensure the suppliers we work with adhere to the ETI base code, as documented below. This has been communicated with the factories we work with and we have ensured that they comply with all the points.

  1. Employment is freely chosen
    • 1  There is no forced, bonded or involuntary prison labour. 

    • 2  Workers are not required to lodge "deposits" or their identity papers
with their employer and are free to leave their employer after reasonable notice. 

  2. Freedom of association and the right to collective bargaining are respected
    • 1  Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. 

    • 2  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. 

  3. Working conditions are safe and hygienic 


3.1 A safe and hygienic working environment shall be provided

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


  • 3  Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided. 

  • 4  Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers. 

  1. Child labour shall not be used
    • 1  There shall be no new recruitment of child labour. 

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

  2. Wages are paid
    • 1  Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher.
    • 2  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. 

    • 3  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. 

  1. Working hours are not excessive

6.1 Working hours must comply with national laws

6.2 Working hours, excluding overtime, shall be defined by contract

6.3 All overtime shall be voluntary.

6.4 Overtime shall always be compensated at a premium rate.

6.5 Workers shall be provided with at least one day off in every seven day period or, where allowed by national law, two days off in every 14 day period.

  1. No discrimination is practiced


7.1 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.

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

    • 2  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. 

  2. No harsh or inhumane treatment is allowed 


9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other

harassment and verbal abuse or other forms of intimidation shall be prohibited.

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