Indicator 3.1.1

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Indicator 3.1.1

by Contact on 8 October 2026

Requirement

The UoC shall have a written human rights policy, approved by senior management, with the intent of publicly demonstrating its commitment to at least the following: – freedom of association and the effective recognition of the right to collective bargaining; and – the elimination of all forms of forced or compulsory labour; and – the effective abolition of child labour; and – the elimination of discrimination in respect of employment and occupation; and – a safe and healthy working environment; and – being a good neighbour and respecting the rights of surrounding communities.

How Do I Interpret This Requirement?

  • A human rights policy:

    • is the “company’s public expression of its commitment to meet its responsibility to respect internationally recognized human rights standards”

    • is appropriate to the strategic direction, context and purpose of the organisation

    • provides a framework for setting quality objectives

    • includes an explicit commitment to respect all other internationally recognised human rights standards that apply to people that may be impacted by the UoC’s operations

    • includes stipulations concerning the company’s expectations of personnel, business partners and other relevant parties

    • includes information on how the company will implement its commitment

    • is aligned with the requirements in the ASC Farm Standard, and local and international human rights laws and standards

    • is signed by senior management

    • is understood by all employees.

  • Each company will need to determine for itself which human rights may need to be prioritised in its policy because this will depend on the risks associated with the:

    • company’s location

    • type of farming practices

    • composition of the workforce.

  • The content of the human rights policy may vary according to the UoC’s size and national legal frameworks, and could also include the following topics:

    • recruitment and termination (see Indicators 3.2.3-3.2.8, 3.3.3-3.3.6, 3.4.1, 3.4.3, 3.4.4, 3.7.1-3.7.4)

    • employee representation (see Indicator 3.1.3)

    • loans and advances (see Indicator 3.2.9)

    • remediation (see Indicators 3.2.2, 3.3.2)

    • anti-discrimination (see Criterion 3.4)

    • training (see Indicators 3.1.4, 3.5.5)

    • freedom of association and collective bargaining (see Criterion 3.6)

    • transparent contracts (see Criterion 3.7)

    • fair wages (see Indicators 3.8.1, 3.8.4, 3.8.5, 3.8.6)

    • working hours (see Criterion 3.9)

    • performance and workplace conduct (see Criterion 3.10)

    • employee accommodation (see Criterion 3.11)

    • grievance mechanisms (see Criterion 3.12)

    • community relations and Indigenous rights (see Criterion 3.13).

Evidence of Implementation

  • human rights policy

  • evidence that senior management have signed it off

Auditors Should Confirm

  • that the human rights policy is in place, approved by a member of senior management;

  • where the policy is communicated and available publicly;

  • whether the policy is available to all relevant stakeholders;

  • that the human rights policy is consistent with other company policies and procedures.

Useful Resources