Code of Conduct

Since its foundation in 1877, Helly Hansen has built business relationships based on trust and mutual respect.

Helly Hansen’s core values include authenticity, dynamism, honesty, integrity, teamwork, and pride in our heritage.

We believe that our partners maintain the highest professional and ethical standards, as well as meeting standard legal requirements.

Helly Hansen makes action Utility wear for survival, work and sport focusing on the needs of professionals, Core athletes and enthusiasts.

Helly Hansen is where professional grade meets progressive design. The credibility and inspiration from Survival and Work make Helly Hansen “the SUV of sport brands”.

Helly Hansen and supplier requirements

The business relationship between Helly Hansen and its suppliers is based on mutual respect. All parties should maintain a constructive dialogue throughout the process.

  1. 1. Helly Hansen requirements

    We aim to respect human and animal rights within the company and with our business partners.

    1. 1.1. Favouring of producers and producing countries

      When choosing suppliers and vendors, Helly Hansen will consider social criteria, in addition to other aspects. Companies who meet our social criteria gain a competitive advantage, which will be taken into consideration during the selection process.

    2. 1.2. Boycott of individual countries

      Helly Hansen will avoid buying from countries where human rights concerns lead to a broad international consensus on boycott.

    3. 1.3. Corruption and bribery

      Helly Hansen, including all employees, will not accept the offer or acceptance of a bribe in any form, on any portion of a contract payment. It will not accept the use of other routes or channels that provide improper benefits to customers, agents, contractors, sub-contractors, suppliers, or employees of any such party or governmental officials.

  2. 2. Supplier requirements

    The following standards apply to all suppliers and sub-contractors utilised by its suppliers.

    1. 2.1. Compliance with National Laws and Regulations

      As a general rule, all suppliers must comply with national laws and regulation in the countries where they are operating. Should any of the following requirements be in violation of the national law in any country or territory, the law should always be followed. In such a case, the supplier must always inform Helly Hansen immediately upon receiving this Code of Conduct.

    2. 2.2. No Forced, Bonded or Compulsory labour

      Following the ILO Core Conventions no. 29 and 105, Helly Hansen will not tolerate that slave, bonded or illegal workers or prisoners, are used in the production of goods for Helly Hansen.

      Terms of contract shall be fully communicated to and understood by workers and workers are free to leave the employer after reasonable notice.

      Workers shall not be required to lodge deposits, original identity papers or work permit with the employer or any other body on behalf of the employer.

      In the event that a recruitment agency is used by a supplier, all commissions and other fees in connection with the employment should be covered by the supplier.

    3. 2.3. Freedom of association and the right to bargain collectively

      Following the ILO Core Conventions no. 87 and 98, all workers, without distinction, have the right to join or form trade unions of their own choosing, and the right to bargain collectively. If these rights are limited by law, the employer shall facilitate, and under no circumstances hinder, parallel means of independent and free association and bargaining. Workers representatives must not be discriminated against and shall have access to carry out their representative functions.

    4. 2.4. No Child Labour

      Following the UN Convention of the Rights of Children and ILO Core Conventions no.138 and 182, Helly Hansen will not tolerate employment of children under the age of 15. Young workers (15-18 years of age) shall not be employed in work that puts their health or safety in danger.

      New recruitment of child labour that does not conform to the above-mentioned conventions will not be accepted. If such child labour is already in place, action must immediately be taken to phase out this employment.

    5. 2.5. Non-discrimination

      Following the ILO Core Conventions no. 100 and 111, no worker should be discriminated against because of race, ethnic background, gender, religion, age, disability, marital or health status, sexual orientation, union membership or political affiliation. All workers with the same experience and qualifications should receive equal pay for equal work.

    6. 2.6. Disciplinary Practice

      Suppliers shall treat each of their employees with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.

    7. 2.7. Wages and benefits

      Wages must, at the least, conform with the minimum wage prescribed by national law or the prevailing industry wage, whichever is higher. Wages must always be enough to meet the basic needs of the employee, as determined by the country’s social standards.

      Conditions in respect to wages shall be agreed upon before entering employment.

      Wages should be paid directly to the worker, regularly and on time.

      Pay slips or other information regarding wages should be presented in a manner that is easily understandable by the worker.

      Benefits must, at the least, conform with national law or the prevailing industry standard, whichever is higher.

      Workers shall be granted their annual leave and sick leave without any form of repercussions. In case of pregnancy, female workers should be given maternity leave according to the national legislation.

    8. 2.8. Work Environment

      The work environment must be clean and safe. This includes fire safety, sanitary facilities, safety in operating machines and electricity.

    9. 2.9. Environmental regulations

      Production and sourcing of raw materials must not, in the short or long term, harm the natural environment in any way, nor directly threaten people’s health, safety or working environment.

    10. 2.10 Animal Welfare

      Production of Helly Hansen garments and raw materials and fabrics must take into account animal’s welfare. We explicitly ban the use of real fur, mulesing of sheep and the practice of picking down from living birds.

  3. 3. Accomplishment, Follow-Up and Achievements

    To ensure this code is effective, all suppliers shall communicate the standard to all its personnel and sub-contractors, and implement the requirements as a day-to-day management process.

    Helly Hansen expects all its employees (when applicable within their working area), and all its suppliers to take responsibility for implementation and achievement of this Code of Conduct.

    The chain of responsibility and action, including via agents and factories or suppliers with sub-contractors, must be traceable for all manufactured goods delivered to Helly Hansen.

    Helly Hansen reserves the right that we, or representatives appointed by Helly Hansen will have free access to the production plant, with or without prior notification. Such representatives must document a signed approval from Helly Hansen.