Primark供应商行为准则（Code of Conduct 2025）解读

Primark 的社会责任审核，用的就是它自己的《供应商行为准则》（Supplier Code of Conduct）。最新版本是 2025 年版（文件抬头为 PRIMARK CODE OF CONDUCT 2025，2025年9月发布，提供 45 种语言版本），这也是所有 Primark 验厂结论的判定依据。

原文下载：https://primark.a.bigcontent.io/v1/static/Primark-Code-of-Conduct-2025-English

一、准则的来源与适用范围

三个来源（Primark《2025年现代奴隶制声明》脚注原文）：

“Our Supplier Code of Conduct is based on standards from the International Labour Organization (ILO) core conventions, Ethical Trading Initiative (ETI) Base Code and the Organisation for Economic Co-operation and Development (OECD) guidelines.”

即：ILO 核心公约 + ETI 基础准则（Base Code）+ OECD 指南。其中 ETI Base Code 是主体骨架，这也解释了为什么准则的 13 个条款和 ETI Base Code 的九大条款高度重合。

适用范围（原文）：

“The scope of our Supplier Code of Conduct covers our full supply chain including goods for sale, services (such as service providers, logistics and transportation) and goods not for sale (those goods that Primark uses for its own consumption). Our suppliers are responsible for and contractually bound to ensure compliance with the Supplier Code of Conduct in their whole supply chain and Primark has contractual audit rights with unrestricted access. We require that our suppliers’ factories communicate our Supplier Code of Conduct to all employees, and that all worker contracts are in the workers’ own language.”

划重点：

• 覆盖全供应链：不只是转售商品，还包括服务和物流运输，以及 Primark 自用的非转售商品；
• 供应商对自己整个供应链的合规负合同责任；
• Primark 拥有合同审核权和不受限制的进入权；
• 工厂必须把准则传达给所有员工，工人劳动合同必须用工人自己的语言。

二、13 个条款逐条解读

2025年版准则共 13 个条款：

条款1：雇佣是自由选择的（Employment is freely chosen）

“There must be no forced or compulsory labour in any form, including bonded, indentured, trafficked, or prison labour and overtime must be voluntary.”

“Any fees associated with the employment of Workers must be paid by the Employer.”

“Workers must not be required to lodge any monetary deposits or their identity papers with their Employer.”

条款5：工资（Living Wages are paid）

条款标题写的是”生活工资”，但正文的量化要求是最低工资，这一点需要分清：

“Wages and benefits paid for a standard working week must meet, as a minimum, the national minimum wage, or in the absence thereof an acceptable industry benchmark. In any event, wages must always be enough to meet basic needs and to provide some discretionary income. Primark actively supports moves to ensure that the minimum wage is determined by national collective bargaining at industry level.”

同时规定：

• 入职前须以书面、可理解的方式告知工资条件，每次发薪须告知工资明细；
• 不得以纪律处罚为由扣款，任何非法定扣款都必须取得工人明确同意；
• 所有纪律处分必须有记录。

条款6：工作时间（Working Hours are not excessive）

这是审核中最容易出问题的一条，量化要求如下：

“60小时/7天”的例外必须同时满足四个条件：

• This is permitted by national law;
• This is permitted by a collective agreement freely negotiated with a workers’ organization representing a significant portion of the workforce;
• Appropriate safeguards are taken to protect Workers’ health and safety; and
• The Employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.

也就是说，“赶货旺季”本身不足以构成例外——必须同时有法律许可、集体协议、安全保障，并且能举证确属意外高峰、事故或紧急情况。

条款8：规范雇佣关系（Regular Employment is Provided）

这一条是未经授权分包和劳务派遣问题的判定基础：

“Obligations to Workers under labour or social security laws and regulations arising from the regular employment relationship must not be avoided through the use of labour-only contracting, sub-contracting, home-working arrangements or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor must any such obligations be avoided through the excessive use of fixed-term contracts of employment.”