Code of Ethics

Sleep Thief’s Supplier Code of Conduct and Sourcing Principles

At Sleep Thief, we are committed to creating quality products that are as sustainable as possible and built to last. To do this, we have created this Supplier Code of Conduct to ensure that we partner with suppliers who share our values and to make sure that they can commit to this Code before we begin a relationship. 

Sleep Thief Sourcing Principles 

Sleep Thief was started in 2017 to help champion the slow fashion movement, and to leave the world in a better way for our little Sleep Thieves. We place huge importance on being ethical, honest and transparent in everything we do. This means that making sure our suppliers are operating at a high ethical standard is top of our list. 

We care for everyone and everything we encounter: from the livelihood of the farmers who supply our cotton, to the environments affected by our production processes, to the families that trust in us and buy our products. We want to make sure we are impacting everyone in a positive way. 

At Sleep Thief, we are currently a two woman band, and the relationships we create for the business are very important. We always aim to build long-term relationships with our suppliers and carry out our business in a transparent and fair way.

Not only do we expect our suppliers to comply with all their legal and regulatory obligations, we also expect them to care for and respect the wellbeing of their employees, communities and environments. We ask that they have read to and agree with our Sourcing Principles, and make sure that these principles are adhered to throughout their dealings with Sleep Thief.

Of tantamount importance to us are matters that specifically affect supply chains around the world, including no child or forced labour, no discrimination and the right to freedom of association and collective bargaining. We also have set principles which cover best practices in wages, working hours, communication of employment conditions and health and safety matters.  

At Sleep Thief, we carry these principles at the heart of everything we do. It is expected that our suppliers can, at the minimum, commit to meeting these principles, but we would expect them to work towards exceeding them. 

Sleep Thief Code of Conduct

1) No Child Labour

There shall be no recruitment of child labour. Children under the age of 15 shall not be recruited or employed (or higher age if required by the law). Children and young persons under the age of 18 shall not be employed at night or in hazardous conditions.

2) Employment is freely chosen

There shall be no forced, bonded or involuntary prison labour. Workers must not be required to lodge deposits or their identity papers on commencement of employment. Workers must be free to leave their employer after reasonable notice.

3) Freedom of association and employee representation

Suppliers should respect the rights of employees to join or form an association of their choosing (such as workers council, union, or workers association). Where law restricts the right to freedom of association and collective bargaining, the employer should facilitate, and not hinder, the development of parallel means for independent and free association and bargaining.

Representatives must not be discriminated against and have access to carry out their representative function in the workplace.

4) No Discrimination

There must be no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, nationality, religion, age, disability, gender, marital status, sexual orientation, union or political membership.

5) Wages and benefits of employment

Wages and benefits paid for a standard working week must meet, as a minimum, national legal requirements or industry benchmark standards, whichever is higher.

 Wages should cover the need to meet both basic needs and some discretionary income. All workers should be provided with written and understandable information about their employment conditions and wages before employment and provided with wage slips for each period they are paid.

Deductions from wages as a disciplinary measure is not permitted, except those required by law. Any such deductions must not be taken without the expressed permission of the worker concerned.

6) Hours of work and regular employment

Accurate attendance, payroll and production records shall be maintained. Suppliers must commit to working towards compliance with ILO guidelines and national laws, whichever offers greatest protection. Overtime must be voluntary and all employees should receive at least one rest day in every seven. Overtime should be paid at a premium rate.

To every extent possible work performed should be on the basis of a recognised employment relationship. Obligations to employees under labour or social security laws and regulations should not be avoided through the use of home working schemes, subcontracting or apprenticeships where there is no intent to provide regular employment. The conditions for the termination of a contract should be laid out before employment commences and conform to established and transparent company practices and local law.

7) Discipline

Employee abuse in physical, sexual or verbal form of intimidation is not acceptable and prohibited.

8) Health and safety

A safe, clean and hygienic environment should be provided, taking into account the specific hazards of the industry. Adequate steps should be taken to prevent accidents and injury to health at work. 

Workers should receive regular and recorded health and safety training.

All workers should have access to clean toilet facilities and drinking water. 

Where provided, accommodation should be clean, safe and meet the basic needs of workers.

A senior manager should be appointed as the Health and Safety representative for the company.

Written policies and practices must be in place and made available to minimise on-the-job employee accidents and injuries and policies and accident reports must be made available for inspection

9) Environment

Suppliers should ensure they are treating the local environment with respect, and meet all the relevant local and national regulations.

Energy and water use must be reported, tracked and reports made readily available for inspection.