Human Rights Policy

Purpose

10DAYS is a Certified B Corporation—committed to people, planet, and purpose. Because progress is impossible without change. This reflects our commitment to sustainability and social responsibility at every stage of our production chain. It not only aligns with our dedication to creating long lasting, eco-friendly products but reinforces our pledge to foster a transparent and inclusive environment for all involved.

This policy provides the foundation for our human rights due-diligence approach and supports our ambition to operate in line with the highest international standards, including B Corp requirements.

Scope

This policy applies to:

All employees of 10DAYS, across all functions and locations.
All suppliers, subcontractors, agents, and other partners contributing to our products or services.
All individuals and communities who may be affected by our activities across the value chain.

Our suppliers are expected to adopt standards consistent with this policy and cascade them within their own operations.

Our Commitment to Respect Human Rights

10DAYS commits to respect all internationally recognised human rights. These include:

Rights set out in the International Bill of Human Rights.
The ILO Declaration on Fundamental Principles and Rights at Work, including freedom of association, elimination of forced labour, abolition of child labour, and non-discrimination.
The UN Guiding Principles on Business and Human Rights (UNGPs), which underpin our due-diligence approach.

We also acknowledge the rights of vulnerable groups such as women, children, migrant workers, minority groups, and individuals at heightened risk of marginalisation.

Where national law conflicts with internationally recognised human rights, we comply with the law while seeking ways to honour the principles of human rights, as advised in the UNGC Guide (pages 18–21).

Our Human Rights Due-Diligence Approach

In alignment with the UNGC Guide, 10DAYS commits to:

a) Assess Human Rights Risks

We identify and assess potential and actual risks across:

Our own operations, including design, HQ functions, and internal labour practices.
Our supply chain, particularly manufacturing partners in Portugal, China and any additional sourcing regions.
Our logistics, retail operations, and partner activities.

We prioritise impacts based on severity and likelihood, consistent with the UNGP concept of salient issues.

b) Integrate and Act

We integrate findings into decision-making processes, including:

Supplier onboarding and evaluation
Purchasing practices
Product development
Internal policies and training

Corrective actions will be implemented where risks are identified.

c) Track and Communicate

We track our progress, including suppliers’ performance, and publish periodic updates on our website and in sustainability reporting. This follows the expectations outlined in the UNGC Guide (page 31–33).

d) Remediation

If we cause or contribute to a negative impact, we engage in remediation directly or in collaboration with partners. We expect suppliers to do the same and to support remediation for workers or communities impacted. This aligns with the remediation guidance outlined in the UNGC Human Rights Policy Guide (page 32–33).

We are establishing a grievance mechanism for workers and stakeholders to raise concerns safely.

Expectations of Employees and Suppliers

Employees

All employees are expected to:

Treat individuals with respect and dignity.
Report concerns or potential violations.
Support a culture of equality and inclusion.

Suppliers and Partners

Suppliers must:

Uphold this policy and the ILO core labour standards.
Provide safe, fair and legally compliant working conditions.
Avoid forced labour, child labour, or any form of exploitation.
Respect freedom of association and collective bargaining.
Support responsible recruitment practices for migrant workers.

Focus Areas for 10DAYS

Based on our business model and due-diligence mapping, and consistent with the priorities identified in comparable fashion-sector policies (e.g., H&M’s salient issues on page 2), 10DAYS will pay particular attention to:

Working conditions and labour rights in manufacturing
Living wages and fair remuneration
Safe and healthy workplaces
Non-discrimination and equal opportunities
Responsible sourcing and materials transparency
Protection of migrant workers
Environmental impacts affecting communities
Privacy and data rights of customers

Stakeholder Engagement

10DAYS will engage with:

Workers and communities affected by our value chain
Suppliers and industry partners
Civil-society organisations
Local and international experts

This follows the UNGC Guide’s recommendation for stakeholder engagement during policy creation and ongoing due diligence (pages 14–15).

Governance and Accountability

The Supervisory Board approves this policy.
The CEO holds overall accountability for implementation.
The Sustainability Lead coordinates due diligence, reporting and monitoring.
All departments integrate human rights considerations into decision-making.

Implementation and Training

10DAYS will:

Provide training tailored to roles and risk exposure.
Integrate human rights into procurement, sourcing, design, and logistics processes.
Update this policy periodically, using lessons learned from our operations, suppliers, and stakeholders.

Reporting and Transparency

10DAYS will: