Indicator 3.10.4

Filter content

by selecting applicable filters below

System

Water Type

Feed Dependent

Species

Indicator 3.10.4

by Contact on 8 October 2026

Requirement

The UoC shall not deduct from wages or benefits as part of any response to breaches of company rules.

How Do I Interpret This Requirement?

  • A person’s livelihood and ability to feed and provide for themselves and their families should not be impacted by a disciplinary action at work.

  • Wages cannot be withheld for disciplinary action from any:

    • regular wages

    • payments for overtime

    • other benefits such as fixed year-end bonuses.

    • Non-fixed bonuses that are determined based on performance are not considered a benefit.

    • This indicator applies even if local laws or regulations allow monetary fines to be imposed as part of disciplinary procedures.

  • Suspension can sometimes be used as a disciplinary action. This period of suspension should always be paid unless:

    • suspension for a time is offered to the employee as an alternative to dismissal, this period could be unpaid as long as:

      • the employee has agreed to accept this

      • it is not enacted after the event as deduction from wages.

Evidence of Implementation

  • written workplace conduct response policy

  • payroll documentation to verify if they are deductions other than legally mandated deductions (for example, taxes and employees’ contributions towards social security or health insurance).

Auditors Should Confirm

  • if there have been any fines, as they are not always reflected on pay records;

  • if there are any specific methods of discipline for production targets not being met or for quality issues;

  • any fines that employees have had to pay (for example, for coming late to work, excessive use of toilets, being absent or sick etc.).