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Code of Conduct

Lidl is committed to ensuring that core social standards are complied with throughout the Company and in business relations with its Business Partners. Lidl is a member of the joint initiative “Business Social Compliance Initiative” (BSCI) within the framework of the European Foreign Trade Association. On this basis, Lidl has developed this Code of Conduct with the aim of improving the core social standards practiced by its Business Partners across all countries. These core standards are fundamental to the business relationships between Lidl and its Contractual Partners.

1. Human Dignity

Human dignity must be respected, as it is the most fundamental prerequisite of human coexistence.

2. Legal Compliance

All applicable national and other  relevant legislation and regulations, as well as conventions of the ILO (International Labour Organisation) and the UN (United Nations) must be adhered to. Of all relevant regulations, the one that best serves the protective purpose takes precedence. Bribery, corruptibility and other forms of corruption are prohibited.

3. Prohibition of Child Labour

Child labour, as defined in the conventions of the ILO and the UN, in the international standard SA8000 or in national legislation, is prohibited in the process of the manufacture of products or provision of services. Any violations of this prohibition are to be remedied through documented strategies and procedures; the schooling of children should be appropriately supported. Adolescents (young persons), being minimum 15 years of age and under 18 in accordance with the definition in the international standard SA8000, are only allowed to work outside school hours. Under no circumstances are working hours to exceed 8 hours a day. Moreover, the total time spent in school, at work and travelling must not exceed 10 hours a day. Adolescents (young persons) are not allowed to work night shifts.

4. Prohibition of Forced Labour and Disciplinary Action

All forms of forced labour are prohibited. All forms of corporal punishment, mental and physical coercion, and offending verbal abuse are prohibited.

5. Working Conditions and Remuneration

The relevant national employment legislation and regulations must be adhered to. Wages and other benefits must, at their minimum, meet legal requirements, and/or standards as customary for the specific local manufacturing sector. Wages and other benefits are to be clearly defined and must be paid respectively provided regularly. The aim is to pay wages and provide other benefits in order to cover the cost of living, should the legal minimum wage alone be insufficient. Deductions for non-cash benefits are only permissible to a small extent and must be proportionate to the value of the non-cash benefit.

Regular maximum working hours must conform to legislation. They must not exceed 48 hours per week. Overtime shall not exceed 12 hours per week; additional overtime is only permissible if it is necessary for short-term operational reasons and based on a collective agreement . Overtime is to be remunerated separately or compensated by off time. Employees are entitled to a day off work after six consecutive working days. Additional consecutive working days are only permissible if allowed by national legislation or if in line with a collective bargaining agreement.

6. Prohibition of Discrimination

Discrimination against an employee on grounds of gender or sexual identity, age, religion or ideology, race, ethnic or national origin, social background or disability is prohibited.