Code of conduct

Scan AB is aware of its social responsibility, and the company’s objective is to combine a profitable business with social and environmental responsibility. This Code of Conduct helps to clarify Scan’s attitude and commitment to all the company’s suppliers and customers as well as to the company’s own employees and other parties.  The company’s overall aim with this Code of Conduct is to influence work with regard to human rights, the rights of workers, animal welfare and environmental protection, both within Scan AB and in relation to our business partners. The Code of Conduct should be seen as part of a chain, which starts with the demands the customers make on Scan and which, in turn, Scan places on its suppliers.

The Code of Conduct builds upon internationally recognised conventions on human rights and the rights of the worker, as well as international environmental regulations. Companies or individuals who supply products or services to Scan AB and its subsidiaries must comply with the requirements of the Code of Conduct. Furthermore, Scan AB expects that all suppliers, of both products and services, must ensure that in turn, their subcontractors meet the requirements of the Code of Conduct.

In certain cases, political or cultural factors can make it difficult for suppliers to fulfil certain requirements or impede identification and contacts with the subcontractors. In such cases, Scan AB will be open to alternative methods.

Legal requirements1. Scan AB requires the supplier and its subcontractors to comply with the national legislation of the countries in which they operate. Should any of the requirements in the Code of Conduct differ from that which is specified in national legislation, then the highest level shall apply.

Conditions in the workplaceForced labour

1. No form of forced labour, wage slavery or involuntary labour may occur.
2. Employees shall not be required to pay any deposit or be forced to hand over their identity documents to an employer. Employees shall be free to terminate their employment after a reasonable period of notice.

Right to trade union freedom and collective bargaining

ILO conventions 87, 98, 135 and 154

1. Employees must, without exception, have the right to join unions and to bargain collectively.
2. Employers must not discriminate against trade union officials or prevent them from carrying out their trade union functions.
3. If such rights are limited by national law the employer shall facilitate the development of, and under no circumstances hinder parallel structures for independent associations and negotiations.

Child labour

The UN Convention on the Rights of the Child
ILO conventions 79, 138 and 182
ILO recommendation 146

1. Children under the age of 18 may not engage in tasks that are harmful to health and safety, including night work.
2. Children under the age of 15 (14 or 16 in certain countries) may not engage in work in such a way that their schooling is hindered or adversely affected.
3. New recruitment of workforce that is contrary to the above is not acceptable. If child labour already exists, measures shall be taken to phase it out as quickly as possible. Meanwhile the children concerned must be given the opportunity to earn a living and to go to school as long as they have to attend school.


ILO conventions 100 and 111
UN Convention on Discrimination against Women

1. No employee shall be discriminated against because of ethnic background, religion, age, disability, gender, marital status, sexual orientation, union membership or membership of a political organisation.
2. Measures must be taken to protect employees from sexual harassment, insults or exploitation, as well as discrimination or unfair dismissal on grounds such as marriage, pregnancy, parenthood or HIV status.
3. All employees with the same experience and qualifications should receive equal pay for equal work.

Intimidation and corporal punishment

1. Physical punishment or abuse or threats of physical abuse shall be forbidden. The same applies to sexual abuse and other forms of humiliation.

Health and safety

ILO convention 155
ILO recommendation 164

1. The work environment must be secure and promote good health, taking into account the general knowledge of the industry and specific risk factors. A clear set of rules and procedures for health, safety, fire protection, and emergency preparedness shall be established and complied with. A representative from management with responsibility for employee health and safety shall be appointed. Systems for detection, prevention and action against potential threats to the health and safety of all employees shall be established.
2. Employees must have access to clean sanitation and clean drinking water. The employer must also ensure access to places where food can be safely stored, if needed.
3. If the employer provides accommodation, this shall be clean, safe and adequately ventilated and have access to clean sanitation and clean drinking water. Fire protection and emergency preparedness must be of the same standard as in the workplace.


ILO convention 131

1. Working hours shall be in accordance with national legislation or current industry practice and may not exceed working hours as laid down in existing international conventions. It is recommended that working time must not exceed 48 hours per week (8 hours per day).
2. Employees shall have the right to at least one day off per week.
3. Overtime shall be voluntary and it is recommended that it be limited to a maximum of 12 hours per week.
4. Employees shall always receive overtime pay in accordance with current legislation.

Terms of employment

1. Commitments to employees in accordance with international conventions and/or national legislation and regulations relating to terms of employment may not be evaded by short-term employment (such as short-term workforce, temporary employment or daily paid workforce), provision of temporary agency workers or other employment conditions.
2. All employees are entitled to a contract of employment, which is written in a language that they understand.
3. As regards apprenticeship programmes, the length and it content must be clearly specified.

Conditions outside the workplaceUse of resources and impact on the local community

1. No form of criminal environmental activity or reckless exploitation of resources may occur in the surrounding environment.
2. The nearby surroundings of the production plant may not be over exploited or destroyed by pollutants. Hazardous chemicals and other harmful substances must be handled with caution.
3. In the event of conflict with the local community regarding the use of land or other natural resources, the parties, through negotiation, shall ensure respect for individual and collective rights to land and other assets based on customs and traditions, even in cases where such rights are not formally registered.
4. Production and extraction of raw materials for production may not contribute to the destruction of resources and income for marginalised communities, e.g. through requisitioning large areas of land or other natural resources on which those communities depend.

Environmental protection and animal welfareNational and international environmental legislation

1. Production may not conflict with national legislation or international regulations.
2. Procedures and regulations for waste management, disposal and taking care of chemicals and other hazardous substances, as well as treatment of emissions shall be established and must at least comply with legal requirements.
3. Consideration must be given to environmental aspects throughout the entire value chain and not only to the company’s own activities. Local, regional and global environmental issues must be taken into account.

Animal welfare

1. Animal health and welfare must be taken into account in the entire value chain.
2. Scan’s animal welfare policy must be complied with.

Bribery and corruptionBribery and corruption

1. The supplier shall, in its business activities, adopt and comply with a policy against bribery and corruption.

Management systemManagement system

1. The supplier shall define and implement a policy of social responsibility, which shall be communicated to and be available to all employees.
2. Top management shall define and implement a management system to ensure that the requirements of this Code of Conduct can be met.
3. The management shall be responsible for effective implementation and continuous improvements through corrective measures and periodic reviews of the requirements of the Code of Conduct, and for communicating the requirements in the Code of Conduct to all employees.
4. The supplier shall investigate and respond to employee feedback regarding how the company complies with its policy and/or meets the requirements of the Code of Conduct, and takes the necessary measures. The supplier shall refrain from taking disciplinary action, dismiss or discriminate against employees who provided information regarding compliance with the Code of Conduct.

ComplianceTrust and cooperation

1. Scan AB expects all suppliers to respect the Code of Conduct and actively do their utmost to comply with it.
2. We believe in cooperation and we are willing to cooperate with our suppliers to achieve realistic solutions in each individual case. We are prepared to take into account cultural differences and other factors, which may vary from country to country, but we do not compromise in terms of the basic requirements with regard to security and human rights.


1. Scan AB reserves the right, at any time, unannounced, to visit all producers and suppliers who provide goods and services to us. We also reserve the right to allow an independent party of our choice, to carry out inspections to ensure that the Code of Conduct is complied with.


1. If Scan AB finds that a supplier does not meet the requirements of the Code of Conduct, we will terminate the business relationship unless the improvements take place within an agreed period. Should we find repeated infringements against the Code, we will immediately terminate the cooperation with the supplier.