Policies - How We Manage Human Rights

Nkuku uses due diligence, supplier engagement and improvement planning to prevent and address the salient human rights risks connected with our business and supply chain.

Our approach is supported by supplier risk assessments, Sedex and SMETA information where available, our Responsible Sourcing Manual, visits by our UK and India teams, supplier training, traceability work and ongoing dialogue. We aim to agree corrective actions and support improvement, while reserving the right to suspend or end a relationship where serious harm is not addressed.

1. Fair pay and living wages

  • Require compliance with legal minimum wages and benefits.
  • Review wage records and payment practices through due diligence and visits.
  • Discuss living wage progress and the effect of purchasing practices with suppliers.
  • Plan orders and lead times carefully to reduce avoidable pressure and income volatility.

2. Working hours and overtime

  • Set expectations for lawful working hours, rest days and voluntary overtime.
  • Review time records and overtime payments during assessments.
  • Use realistic lead times and communicate changes as early as possible.
  • Agree corrective actions where excessive hours are identified.

3. Health and safety in small workshops

  • Assess fire safety, machinery, ventilation, chemicals and personal protective equipment.
  • Raise health and safety observations during supplier visits and follow up actions.
  • Provide or facilitate guidance and training where improvement is needed.
  • Escalate serious or immediate risks promptly.

4. Child labour and young workers

  • Prohibit child labour and require reliable age-verification processes.
  • Monitor for unapproved subcontracting and informal work that could reduce visibility.
  • Require young workers to be protected from hazardous work and unlawful hours.
  • Use a child-centred remediation approach if a case is identified.

5. Forced labour and debt bondage

  • Prohibit forced labour, recruitment fees, document retention and restrictions on movement.
  • Review recruitment practices, contracts and worker documentation.
  • Use worker interviews and grievance channels to identify hidden risks.
  • Require urgent remediation where indicators of forced labour are found.

6. Freedom of association and worker voice

  • Expect suppliers to respect lawful freedom of association and collective bargaining.
  • Promote confidential ways for workers and stakeholders to raise concerns.
  • Prohibit retaliation against anyone who reports a concern in good faith.
  • Encourage worker representation and regular dialogue.

7. Discrimination, dignity and respect

  • Set clear expectations against discrimination, harassment, abuse and degrading treatment.
  • Review recruitment, pay and promotion practices where relevant.
  • Encourage accessible reporting routes and fair investigations.
  • Require corrective action when unequal or abusive treatment is identified.

8. Homeworking and informal labour

  • Nkuku does not currently use approved homeworking in its supply chain.
  • Require suppliers to disclose subcontracting and obtain approval before changes.
  • Map supply chain relationships and monitor for unauthorised informal work.
  • If homeworking is proposed, assess pay, hours, safety, age verification and worker protections before approval.

9. Natural materials and land-related impacts

  • Work to trace priority natural materials to their source.
  • Assess social and environmental risks linked to extraction and harvesting.
  • Seek evidence of lawful sourcing and respect for community and land rights.
  • Engage suppliers on safer and more responsible material practices.

10. Gender equity and women workers

  • Promote equal pay, opportunity and access to skilled work.
  • Review whether workplace practices create barriers for women.
  • Encourage appropriate maternity protection and flexible working practices.
  • Support safe reporting of gender-based discrimination or harassment.

11. Migrant and contract labour

  • Review contracts, recruitment terms, deductions and payment practices.
  • Prohibit recruitment fees and retention of identity documents.
  • Assess accommodation where it is provided by an employer.
  • Ensure grievance channels are accessible to migrant and contract workers.

12. Community and livelihood impacts

  • Build long-term supplier relationships where possible.
  • Communicate forecasts and material changes to orders as early as possible.
  • Consider the effect of purchasing decisions on workers and artisan communities.
  • Encourage suppliers to diversify responsibly and strengthen business resilience.

Monitoring and accountability

We monitor findings, corrective actions, training, grievances and progress on supply chain visibility. Our approach is reviewed as risks and recognised good practice evolve.

For more context, see our Salient Human Rights Policy, Human Rights Policy and Modern Slavery Statement.