Employment Contracts evaluates whether a company - and its suppliers - provide clear, lawful and enforceable written agreements that spell out the terms and conditions of work for every employee, contractor or temporary worker. It covers:

• contract transparency & validity - written, signed documents (in a language the worker understands) stating job duties, pay, benefits, hours, notice periods and termination grounds, in compliance with national labour laws and ILO Convention 158;
• accurate classification - avoidance of misclassifying employees as independent contractors, interns or

  gig workers to sidestep social-security, tax or benefit obligations;

• no contract substitution or deception - prohibition of last-minute changes after recruitment or arrival, and safeguards against blank or incomplete contracts - especially for migrant and seasonal workers;
• equal treatment & non-discrimination - consistent contract terms (wages, benefits, job security) for workers performing comparable tasks, regardless of gender, ethnicity, nationality or union affiliation;
• supply-chain due diligence - audits, worker interviews and corrective-action plans that ensure subcontractors and labour brokers issue compliant contracts without illegal deductions or retention;
• alignment with standards such as GRI 401, SA8000, UN Guiding Principles, OECD Due-Diligence Guidance and forthcoming EU CSDDD/ESRS S1 requirements.