Social & Ethical Policy

Lisa in Indian

About Our Policy

Gorman are committed to manufacturing products under safe, fair, and humane working conditions.

Our Ethical Sourcing Policy:

  • Includes criteria on labour rights, anti-corruption, fair and safe working conditions, and environmental compliance
  • Covers all our final stage manufacturers
  • Incorporates conventions of the international labour organisation (ilo) and principles of the united nations universal declaration of human rights. In addition to setting as a minimum, compliance with local laws and regulations, this policy provides requirements and standards that all suppliers producing Gorman garments must demonstrate continuous improvement towards. They include:

Freedom of association

Suppliers will recognise the right of employees to join unions or representative committees, and the right of worker’s associations to collective bargaining.

Where the right to freedom of association and collective bargaining is restricted under law, the employer allows the development of a means for independent and free association and bargaining.

Safe working conditions

A safe and hygienic working environment shall be provided. Adequate steps shall be taken to prevent accidents and injury to health arising out of, or occurring in the course of, work by minimising as far as practical hazards in the workplace.

Health and safety training shall be provided and practiced on site.

Child, forced, bonded or prison labour

There shall be no recruitment of child labour. If child labour is found to exist, Gorman expects manufacturers to participate in and contribute to policies and programmes that provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child.

Suppliers must not use forced, bonded or prison labour. Workers will not be required to lodge deposits or identity papers with an employer and must be free to leave work at the end of the shift and terminate their employment with reasonable notice. If a worker is found to be employed under such conditions Gorman expects the manufacturer to contribute to policies and programmes that provide for the transition of any individual found in this situation into fairly paid and legal employment.

click here to view our child and forced labour policy and procedures.

Fair wages

Terms and conditions of employment must be clearly communicated to all workers. Written records of payments must be maintained for audit purposes. Wages must be paid in line with national legal standards or industry benchmarks, whichever is greater.

Wages must be paid at regular intervals according to national or industry benchmarks. Any deductions not provided for under national law are not permitted without the express written permission of the worker.

Living wages

We believe in the movement towards a Living Wage for all.

A living wage should allow individuals to work and thereby lift themselves and their families out of poverty. We have adopted the benchmarks set by the Anker Living Wage Methodology in order to establish the living wage in regions where our suppliers are located. We are committed to working with our suppliers and other organisations to close any gaps identified within our supply chain.

Next Steps

We are working towards closing the gap between living wages and minimum wages and understand it will require multi-stakeholder collaboration to gain momentum.

Steps we have taken include implementing the following:

  • Conducting Independent wage audits
  • External Training on Living wage calculations
  • Ongoing commitment towards Compliance with Modern Slavery Act 2019
  • Developing tools and support including a Wage Gap Analysis to identify the gaps between current wages and living wage benchmarks to transition from Minimum to Living Wages – for completion in 2023

Reasonable working hours

Gorman prohibits the use of excessive overtime. Suppliers must comply with applicable laws and regulations in regard to working hours and must operate in a manner that promotes humane and productive hours of work and working conditions. Working hours should not exceed 60 hours in any 7-day period. Regular working hours should be made clear in a contract, and not exceed 48 hours.


There is to be 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.

Click here to read our Gender Policy

Fair and equitable treatment

Physical abuse, the threat of physical abuse, sexual and other forms of harassment, verbal abuse and other types of intimidation will never be used by a supplier or factory in relation to their workers.

The deduction of wages as a disciplinary measure will not be used.

Obligations to employees under labour and social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, subcontracting, or home-based working schemes; nor 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.

Responsible purchasing practices

We work towards a 6-month lead-time on our production orders. This model gives our manufacturer the opportunity to plan-ahead, stabilise their workforce and manage workflows.

We do not shop for the lowest price or tender out work. We only seek out new suppliers when our existing manufacturers are not able or willing to produce something in our range.

We also understand that our production process can have an impact on working conditions. Click here to find out more about our lead-time policy.

Environmental policy and waste management

Suppliers must comply with applicable environmental laws, must maintain a written environmental policy, and must implement a system to minimize or eliminate negative impacts of its practices on the environment.

Uzbek cotton pledge

Gorman has signed the Cotton Pledge to commit to not using cotton from Uzbekistan due to allegations of the systemic use of child and forced labour in the cultivation and harvesting of cotton in the region.

Reporting conditions

As part of Gorman’s commitments outlined above, we are keen to be made aware of any situation where our social and ethical policy is not being upheld. We commit to investigating all complaints that we receive. If an issue is confirmed, we will work with the parties involved to develop a corrective action plan. Your complaint will remain strictly confidential, unless you advise otherwise.

You can contact us on Complaints do not have to be lodged in English

Click here to view our factory posters.

Social compliance auditing

We request that our suppliers keep Gorman informed about all places producing goods intended for supply to Gorman (including their sub-contractors). We reserve the right to make unannounced visits at any time to all places of production (including our suppliers sub-contractors). Gorman furthermore reserves the right to assign, at its sole discretion, an independent third party to conduct inspections in order to ensure compliance with our ethical sourcing policy.

Click here to find out more about our ethical sourcing policy and to view our most recent ethical sourcing report.

If you have any further questions or concerns, then please contact us at