ODLO is a member, with leader status, of the Fair Wear Foundation (FWF), which endeavours to improve labour conditions in the textile industry worldwide. FWF verifies that producers abide to their code of conduct and make appropriate improvements. As a multi-stakeholder initiative, FWF’s independence is guaranteed because it is governed by trade unions, NGOs and business associations. Transparency and accountability are key principles of the organisation.

FWF members work towards improving the labour conditions in factories that produce sewn textiles all over the world. The basis of the collaboration between FWF and its members is its code of labour practices. Eight labour standards form the core of this code of conduct. FWF members are contractually obliged to comply with these standards.

FWF verifies whether companies comply with the code of labour practices through factory audits and complaint procedures, through audits of its members’ management systems and through extensive stakeholder consultations in producer countries. FWF shares its knowledge and (local) contacts with its member companies, providing them with access to information on local legislation, labour legislation and culture.

Members are required to set up an effective monitoring system, including factory audits, factory trainings and factory visits. FWF has a complaint procedure that enables factory workers to anonymously report any abuses related to labour conditions. To raise workers‘ awareness of labour rights, FWF also offers Workplace Education Programme.




As early as the 1990s, ODLO signed a code of conduct with its manufacturers. In 2009 it was revised to get in line with the requirements of the Fair Wear Foundation and was re-signed by each of the manufacturers. This most restrictive code on the market is based on the conventions of the International Labour Organization (ILO) and the Universal Declaration of Human Rights.

    • There shall be no use of forced, including bonded or prison, labour (ILO Conventions 29 and 105).

      The right of all workers to form and join trade unions and bargain collectively shall be recognised. (ILO Conventions 87 and 98) The company shall, in those situations in which the right to freedom of association and collective bargaining are restricted under law, facilitate parallel means of independent and free association and bargaining for all workers. Workers’ representatives shall not be the subject of discrimination and shall have access to all workplaces necessary to carry out their representative functions. (ILO Convention 135 and Recommendation 143)

      Recruitment, wage policy, admittance to training programmes, employee promotion policy, policies of employment termination, retirement, and any other aspect of the employment relationship shall be based on the principle of equal opportunities, regardless of race, colour, sex, religion, political affiliation, union membership, nationality, social origin, deficiencies or handicaps. (ILO Conventions 100 and 111)

      A safe and hygienic working environment shall be provided, and best occupational health and safety practice shall be promoted, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Appropriate attention shall be paid to occupational hazards specific to this branch of the industry and assure that a safe and hygienic work environment is provided for. Effective regulations shall be implemented to prevent accidents and minimise health risks as much as possible (following ILO Convention 155) Physical abuse, threats of physical abuse, unusual punishments or discipline, sexual and other harassment, and intimidation by the employer are strictly prohibited.

    • There shall be no use of child labour. The age for admission to employment shall not be less than the age of completion of compulsory schooling and, in any case, not less than 15 years. (ILO Convention 138) There shall be no forms of slavery or practices similar to slavery, such as the sale and trafficking of children, debt bondage and serfdom and forced or compulsory labour. […] Children [in the ages of 15-18] shall not perform work which, when carried out, is likely to harm their health, safety or morals. (ILO Convention 182)

      Wages and benefits paid for a standard working week shall meet at least legal or industry minimum standards and always be sufficient to meet basic needs of workers and their families and to provide some discretionary income. (ILO Conventions 26 and 131) Deductions from wages for disciplinary measures shall not be permitted nor shall any deductions from wages not provided for by national law be permitted. Deductions shall never constitute an amount that will lead the employee to receive less than the minimum wage. Employees shall be adequately and clearly informed about the specifications of their wages including wage rates and pay period.

      Hours of work shall comply with applicable laws and industry standards. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every seven-day period. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate. (ILO Convention 1).

      Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment. Younger workers shall be given the opportunity to participate in education and training programmes.



  • ASIA



ODLO is proud to disclose its contracted manufacturer. The list contains the location of the main contractors and, in case applicable, main production sites of subsidiaries.

  • ASIA

    • Jiangsu Asian Sourcing Headwear MFG Co. Ltd. - CHINA
    • Delta Galil Industries LTD - VIETNAM, CHINA
    • Madison 88 - CHINA
    • Bodyline Pvt Ltd. - SRI LANKA
    • MAS Active (Pvt) Limited – Linea Intimo - SRI LANKA
    • MFD Mode Fashion Design - CHINA
    • Prima - CHINA
    • Right Sports Apparels - INDIA
    • SEES Global Inc. - VIETNAM, CAMBODIA
    • Shin Textile Solutions Co. Ltd. - VIETNAM
    • Usha Garments - INDIA
    • VT Garment Co,. Ltd - THAILAND, MYANMAR
    • Yehpattana Tayeh - THAILAND, VIETNAM

    • ODLO Portugal Texteis Lda - PORTUGAL
    • ODLO Rumania Srl - ROMANIA
    • Cifra SPA - ITALY, ALBANIA
    • Cottontex SRL - ROMANIA
    • GW Sports Brands GmbH - GERMANY
    • Intersocks - SLOVENIA, ITALY, TURKEY
    • Memteks Tekstil San. Ve Tic.a.s. - TURKEY, GEORGIA
    • Noon GmbH - GERMANY
    • Sln Tekstil Ve Moda San. Tic.A.S - TURKEY



An important component of the implementation of the Supplier Code of Conduct is monitoring. ODLO follows FWF’s verification system, a multi-level approach consisting of three levels; management audits of brand (Brand Performance Check), factory audits & complaints procedures. Those verifications are all held by FWF acting as a third-party organisation.

A FWF audit reviews the social standard of the manufacturing sites. Conducted by local FWF teams, the methodology is shared for all countries. To get an insight into the organization, the auditors conduct offsite worker interviews before the factory visit.

During the factory visit, they interview the managers and workers, inspect the documents and follow up with a visual inspection of the factory site.

The result is given to ODLO in an audit report and a corrective action plan. Both documents are then shared and regularly followed up with the manufacturer with the aim to continuously improve the working conditions.

By placing local complaints handlers in countries where FWF is active, workers making products for ODLO can safely and fairly seek redress for violations of the Code of Conduct. In all production sites, ODLO ensures an information sheet is posted where workers can find the labour rights listed and the phone number of the local complaint handler.

How can workers and managers talk to each other and resolve problems together? FWF’s WEP is a short, targeted, on-site training during which workers are trained to recognize violations of their rights, and to resolve them constructively. In the same training, managers are supported in the development of healthy internal structures that reduce conflict.

For the people who make our clothes, a living wage means freedom. The freedom to take care of themselves and to invest in their future. It is time now to work towards this goal. Innovation is in our DNA, we strive to always be one step ahead, this is one reason why we joined the Fair Wear who is a game changer in this field. We as Fair Wear member brand are committed to taking steps to pay living wages. We want the people working in our own factory to be able to have a decent life with the wages they earn. Read more about our efforts in the latest Sustainability Report.


Each year, FWF visits the ODLO headquarters to verify the systems and its effectiveness on how the FWF Code of Labour Practices is being implemented into internal management systems to support good workplace conditions for the manufacturer.

ODLO Brand Performance Check 2019



To ensure a responsible worldwide sourcing strategy, ODLO has an advanced due diligence process in place which highlights risks and opportunities in each existing and potential new production country and is therefore guiding ODLO’s purchasing practices. FWF’s high and low risk country rules are intergrated in this process.



Both of ODLO’s productions in Portugal and Romania organise a lot of social activities.


      The workers of ODLO Portugal take part in the national Food Bank collection twice a year, ensuring the collection of donated food for a day in a supermarket nearby. This year, these initiatives took place in May and December.

      The “Centro de Acolhimento de Crianças Mãe d’Água” is a shelter care facility for abandoned, abused or neglected children that provides a home for 22 children and adolescents from 0 to 18 year of age.

      Since 2012, ODLO Portugal has helped this center on many occasions, building an invaluable sense of community and trusting relationships between ODLO’s workers and the center’s children. In 2018, we have our St. Martin‘s day, on the 11th November every year and together with ODLO´s works this day is spent with the children. During the year we have ODLO´s workers going there to spend a day with the children with activities. For Christmas we also give out presents.

      The school of rugby aims to help the neediest children of the community, teaching them the values that are inextricably linked to sport. ODLO Portugal has joined this school by participating / helping in the colonies that they carry out during the school holidays (Easter, summer and Christmas). The activities are diverse and appropriate for each age group. This past year we had the following radical activities, master chef classes, swimming pool, beach, Pedy paper, activities with the elderly in order to approach the different generations, cinema sessions, and thematic afternoons.


      In 2019 ODLO ROMANIA celebrated the companies 15th anniversary. All employees who started working for ODLO Romania in 2004 were rewarded for their work and loyalty with an additional salary. Also all employees working between 10 and 15 years with the company recieved an additional bonus as reward for their work.

      Traditionally, ODLO Romania organises several initiatives throughout the year to support the factory’s surrounding and its community, as well as the employees itself and their families. One example is the weekly football game ODLO Romania is organising every Friday for employees and friends at a football field at the central park of Roman.

      ODLO buys school supplies and a school bag for employees’ children, this year 95 children were supported. For the children aged between 6 and 14, ODLO is supporting them with materials needed based on their school level.

      ODLO Romania organised an food and clothing donation event for a retirement home called ‘CASA VARSTNICULUI’ which is located very close to the factory. The goods were given to the people as Christmas gifts with a official celebration ceremony for everyone.

      We signed a partnership with two regional professional schools in Valea Ursului and Adjudeni which gives all students of the area textiles, the opportunity to do an internship (which is required for their education) on our premises at ODLO Romania. For both students of Valea Ursului and ODLO employees a special end of the year event was organized with aa performance of traditional Romanian dances and music.

      ODLO was visited from classes from several the schools and highschools in the Roman during the special education week in which students spent a week visiting theaters, companies, public institutions, etc. By opening the factor doors ODLO Romania could show the students the different fields of work and operations in a garment factory.

      ODLO Romania supported a project of the organisation SALVATORUL NEMTEAN which serves meals for the local fire department.

      As an engagement for the greater community, ODLO Romania provides food for 150 elderly people with disabilities. In consultancy with the local monastery priest, the monthly food package contains a range of products from minced meat, cheese, canned food, pasta, rice and sugar.

      ODLO Romania offers a gym place to their employees, located directly at the factory’s site. By using treadmill, bicycle, tennis table or mattresses and weights, employees can get engaged with their fitness.

      A full-time nurse is taking care about the health of the employees. Next to the regular visits, employees are occasionally offered home treats. Basic medication is available for the employees; in some cases dental services are offered.


Collaboration with Heilpädagogische Zentrum (HPZ) Krefeld The Heilpädagogische Zentrum (HPZ) in Krefeld Germany is a nonprofit company, that offers occupational and social integration for people with disabilities and mental disorders.

In 2016 ODLO Logistics started working with the HPZ in Krefeld by transferring several packing orders during peak seasons. After these positive experiences, the next step in the cooperation was taken. In October 2017, a team of 10-12 workers plus two caregivers were integrated into the ODLO Logistics warehouse by establishing a new work space for the team members. The tasks vary from package folding, repacking to labelling and so on. The caregivers are coordinating and supervising the team, making sure the workers are trained well and the work matches best with the skills of each individual team member.

Since June 2018 a fixed team of eleven workers, supervised by one main supervisor of HPZ, joined the warehouse team in Brüggen.



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