Understanding WRAP Certification's 12 Principles for Ethical Manufacturing
Worldwide Responsible Accredited Production’s (WRAP) 12 principles are guidelines based on international workplace standards that ensure ethical and responsible manufacturing. Understanding these principles is critical for achieving WRAP certification, but it can be difficult to understand how each principle is applied and evaluated.
In this article, we will explore each of WRAP’s 12 principles, and explain what they cover and how the principles guide WRAP audit assessments. This guide will equip you with the knowledge needed to confidently navigate the WRAP certification process.
What Are WRAP’s 12 Principles?
WRAP’s 12 principles are guidelines that ensure ethical and responsible manufacturing in apparel, footwear, and sewn goods supply chains. They are based on international standards such as those from the International Labour Organization (ILO), the United Nations’ Guiding Principles on Business and Human Rights, and the Organization for Economic Cooperation and Development (OECD)’s Guidelines for Multinational Enterprises.
WRAP’s 12 principles cover essential aspects of workplace practices, including labor, health, safety, and environmental management. The principles are:
Compliance with Laws and Workplace Regulations
Prohibition of Forced Labor
Prohibition of Child Labor
Prohibition of Harassment and Abuse
Compensation and Benefits
Hours of Work
Prohibition of Discrimination
Health and Safety
Freedom of Association and Collective Bargaining
Environment
Customs Compliance
Security
Compliance with WRAP’s 12 Principles: WRAP Certification Requirements
Each of WRAP’s 12 principles act as a framework for WRAP audit standards. Thus, the assessment of your facility during a WRAP audit is guided by the WRAP principles. Here is an overview of each of the WRAP principles and how each principle may apply to your facilities.
1. Compliance with Laws and Workplace Regulations
Facilities must comply with all applicable local, national, and international laws and regulations. This includes labor and employment laws, business ethics, and environmental regulations. To meet these requirements, facilities should maintain up-to-date information on relevant laws, have written procedures for compliance, and appoint a qualified individual responsible for ensuring that the facility and its workforce are informed of any legal changes.
Questions for self-assessment include:
Are copies of all relevant labor laws, regulations, and standards available and accessible to management?
Has your facility been subject to any legal action or fines related to non-compliance with laws in the past year?
Is there a process in place to update internal policies when legal changes occur?
2. Prohibition of Forced Labor
Facilities must ensure that all employment is voluntary, with no use of forced, prison, or trafficked labor. Best practices include providing employment contracts in a language that workers understand, not withholding workers' identification documents, and ensuring that any recruitment fees are covered by the facility. These practices help prevent any form of coercion and support voluntary employment.
Questions for self-assessment include:
Are all workers’ contracts signed voluntarily, and do they clearly state the terms of employment?
Does the facility ensure that no workers are required to pay fees to secure their employment?
Are there procedures to monitor and audit labor brokers or recruitment agencies to ensure they do not engage in coercive practices?
3. Prohibition of Child Labor
Facilities must comply with legal requirements concerning the minimum working age. This includes implementing strict age verification procedures, maintaining accurate records of workers' ages, and ensuring that young workers are not engaged in hazardous work. Adhering to these practices helps facilities avoid employing individuals below the legal working age and ensures that any young workers are employed under safe conditions.
Questions for self-assessment include:
Are age verification documents reviewed and kept on file for all employees?
Does the facility have a policy that defines the minimum age for employment?
Are there procedures to ensure that young workers, if employed, are not assigned to hazardous tasks or excessive working hours?
4. Prohibition of Harassment and Abuse
Facilities are required to provide a work environment free from harassment, abuse, and corporal punishment. This includes establishing clear policies against harassment and abuse, providing training for all employees, and implementing a confidential grievance system. These measures ensure that workers' rights and dignity are respected, creating a safe and respectful workplace.
Questions for self-assessment include:
Are there written anti-harassment policies in place, and are they communicated to all workers?
Has the facility implemented a system for confidentially reporting and addressing harassment or abuse complaints?
Are there records of any incidents of harassment or abuse, and how were they resolved?
5. Compensation and Benefits
Facilities must pay workers at least the legal minimum wage and provide all mandated benefits. To comply, facilities should maintain accurate payroll records, ensure the timely payment of wages, and clearly communicate compensation policies to workers. Additionally, any legally required benefits, such as social insurance, must be provided and documented.
Questions for self-assessment include:
Are workers provided with detailed pay slips that outline wages, deductions, and benefits?
Does the facility have a system in place to ensure that overtime and holiday work are compensated according to legal requirements?
6. Hours of Work
Working hours must adhere to legal limits, including those on overtime and required rest periods. Facilities should implement timekeeping systems that accurately track hours worked and ensure compliance with legal requirements. Regular audits of time records can help identify discrepancies and ensure that workers are not overworked. Transparency and gradual improvement in managing work hours are essential for maintaining compliance.
Questions for self-assessment include:
Are time records maintained accurately and reviewed regularly to ensure compliance with legal limits?
Does the facility allow workers to voluntarily accept or refuse overtime work?
Are workers provided with adequate rest periods, including at least one day off every seven days?
7. Prohibition of Discrimination
Employment decisions must be based solely on an individual’s ability to perform the job, without discrimination. Facilities should establish and enforce non-discriminatory policies, provide training on fair employment practices, and regularly review employment decisions to ensure compliance with these policies. Documenting these practices is critical for demonstrating adherence during audits.
Questions for self-assessment include:
Does the facility have a written non-discrimination policy that is communicated to all employees?
Are hiring and promotion practices regularly reviewed to ensure they are based on merit and qualifications?
Has the facility received any complaints related to discrimination, and how were they addressed?
8. Health and Safety
Facilities must provide a safe and healthy working environment, including proper safety measures, emergency preparedness, and sanitation. Regular health and safety inspections, training programs, and risk assessments are essential for identifying and mitigating workplace hazards. Facilities that provide housing must ensure it meets health and safety standards.
Questions for self-assessment include:
Are health and safety inspections conducted regularly, and are findings documented?
Does the facility have an emergency response plan, and are workers trained on how to execute it?
Are records of workplace injuries and incidents maintained and reviewed for continuous improvement?
9. Freedom of Association and Collective Bargaining
Facilities must respect workers' rights to form and join unions and to bargain collectively. Compliance is ensured by having written policies that support these rights, providing effective grievance mechanisms, and documenting all practices related to freedom of association. These steps help maintain a fair and supportive workplace.
Questions for self-assessment include:
Are workers informed about their rights to join a union and participate in collective bargaining?
Does the facility have documented procedures for handling grievances related to union activities?
Are there records of any collective bargaining agreements, and are they honored by the facility?
10. Environment
Facilities must comply with environmental regulations and adopt sustainable practices. This includes proper waste management, monitoring emissions, and implementing environmental management systems. Facilities should actively work to reduce their environmental impact by applying the principles of reducing, reusing, and recycling.
Questions for self-assessment include:
Does the facility have an environmental management system in place that monitors waste and emissions?
Are there documented procedures for the safe disposal of hazardous materials?
Does the facility regularly assess its environmental impact and work on improvement plans?
11. Customs Compliance
Facilities must comply with customs laws, including accurate marking and labeling of goods. Maintaining detailed records of shipments, ensuring proper labeling, and regularly reviewing customs compliance procedures are critical for avoiding legal issues. Facilities should also have a system in place to track and document the origin of goods.
Questions for self-assessment include:
Are all products accurately labeled according to customs requirements?
Does the facility maintain detailed and up-to-date records of all imports and exports?
Are there procedures in place to prevent illegal transshipment of goods?
12. Security
Facilities must implement robust security measures to protect against illegal activities, including compliance with CTPAT guidelines. This involves conducting security risk assessments, maintaining security records, and training personnel on security procedures. Regular updates and audits of security measures help ensure ongoing compliance with WRAP’s security standards.
Questions for self-assessment include:
Are security assessments conducted regularly, and are any vulnerabilities addressed?
Does the facility have up-to-date security protocols in line with C-TPAT guidelines?
Are all security incidents documented, and is there a process for investigating and resolving them?
This is not a comprehensive list of all WRAP audit standards. For more information on WRAP certification requirements, see the WRAP Facilities’ Handbook.
Partner with QIMA for WRAP Audits and Certification
Partner with QIMA for expert WRAP audits and certification, ensuring your facility meets high ethical standards. Our experienced auditors help you demonstrate compliance with all 12 WRAP principles, allowing you to achieve certification and enhance your brand’s reputation.
Learn more about our WRAP certification services, or contact us to book today.
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