Ethical Policy

1. Policy Statement

Propack Direct Mail Ltd is committed to upholding the highest ethical standards across its operations and supply chain, including clients, workers, contractors, and suppliers. We will only engage with organisations that demonstrate a commitment to ethical labour practices, legal compliance, and continuous improvement in line with this policy.

To support this, Propack maintains processes for:

Supplier due diligence and approval
Periodic self-assessment and independent audit
Ongoing training and awareness Continuous improvement is embedded within our management systems and is subject to regular review.

2. Employment is Freely Chosen

Forced, bonded, or involuntary prison labour is strictly prohibited.
Workers are not required to lodge deposits or surrender identity documents.
Workers are free to leave employment in accordance with their contractual terms and applicable law.

3. Freedom of Association and Collective Bargaining

Workers have the right to join or form trade unions and to bargain collectively.
Propack maintains an open and non-discriminatory approach to trade union activity.
Worker representatives are not disadvantaged and are permitted to carry out their functions.
Where legal restrictions exist, alternative mechanisms for worker representation will be supported.

4. Working Conditions

A safe and hygienic working environment is maintained in line with applicable legislation and industry best practice.
Risk assessments are conducted, and controls implemented to minimise hazards.
Workers receive regular, recorded health and safety training.
Adequate welfare facilities, including clean toilets, potable water, and rest areas, are provided.
Where accommodation is provided, it will meet basic safety and hygiene standards.
A designated senior manager holds responsibility for health and safety performance.

5. Child Labour

Child labour is strictly prohibited.
Robust age verification processes are in place during recruitment.
Where instances of child labour are identified within the supply chain, appropriate remediation processes will be implemented to prioritise the child’s welfare and access to education.
Young persons (under 18) will not be employed in hazardous roles or night work.
All practices align with applicable legislation and relevant ILO standards.

6. Wages and Benefits

Wages meet or exceed national legal minimum requirements.
Workers receive clear, written terms of employment prior to commencement.
Payslips are provided for each pay period with transparent breakdowns.
Unauthorised or punitive deductions are not permitted.

7. Working Hours

Working hours comply with legal requirements and industry standards.
Standard working hours will not exceed 48 hours per week on a regular basis.
Workers receive at least one day off in every seven-day period (on average).
Overtime is voluntary and compensated at an appropriate rate.

8. Non-Discrimination

Employment decisions are based on merit and business needs.
Discrimination in any form is prohibited, including on the basis of:
Race, ethnicity, or nationality
Religion or belief
Age or disability
Gender, marital status, or sexual orientation
Union membership or political affiliation

9. Regular Employment

Employment relationships comply with applicable labour laws and regulations.
Use of temporary, subcontracted, or agency labour will not be used to avoid legal obligations.
Apprenticeships and training schemes will be genuine and skills-based.

10. Dignity at Work

All forms of abuse, harassment, or intimidation are prohibited, including:
Physical abuse
Verbal abuse
Sexual harassment
Threats or coercion

11. Environmental Responsibility

Propack is committed to minimising environmental impact in line with its environmental management system. This includes:
Efficient use of energy and natural resources o Waste reduction and responsible disposal
Compliance with environmental legislation
This policy aligns with the organisation’s environmental objectives and is reviewed annually.

12. Governance and Responsibility

Overall responsibility for this policy rests with senior management.
Implementation is supported through operational controls, training, and internal audits.
Non-conformance will be investigated and addressed through corrective action processes.

13. Definitions

Child; Any person under 16 years of age, or higher where defined by local law.

Young Person; Any individual aged 16–17.

Child Labour; Work that: