Category Code
120
The establishment demonstrates respect for Indigenous Peoples in its operations and representations.
Criterion Code alt
1.09
Criterion Category
Criterion Subcategory
Imperative for
Guideline for
-
Expl. Συνάφεια
Tourism and hospitality operations can unintentionally harm Indigenous Peoples by disrupting cultural traditions, restricting access to land or resources, or disregarding Indigenous rights and knowledge systems. Where Indigenous Peoples are present, respectful engagement and informed decision-making are essential to prevent harm, avoid cultural appropriation, and support the protection of cultural heritage, traditional knowledge, and community well-being.
Expl. Προσδοκίες εφαρμογής
The establishment ensures that its operations, developments, and guest experiences respect Indigenous Peoples while safeguarding their rights and access to essential resources and culturally significant sites. This includes a commitment to cultural integrity, equitable benefit-sharing, and the protection of social and environmental well-being.
To conform with this criterion, the establishment assesses whether Indigenous Peoples are present within a 100km radius of the establishment. When assessing the presence of Indigenous Peoples, the establishment may refer to publicly available or locally recognised information, including:
- recognised Indigenous people or territories in the area;
- Indigenous cultural, historical, archaeological, or spiritual sites, routes, traditions, or practices; and
- UNESCO World Heritage or Intangible Cultural Heritage designations associated with Indigenous people.
If the assessment confirms that no Indigenous Peoples or Indigenous cultural assets are present within this radius, this criterion is considered Not Applicable (N/A).
Where Indigenous Peoples are identified, the establishment ensures that its guest-facing activities, site management, and development decisions respect Indigenous rights, culture, and access to resources. This means that the establishment ensures that:
- all representations of Indigenous people (e.g. guest materials, performances, crafts, storytelling, décor) are developed in consultation with relevant Indigenous people. This includes written consent, and fair compensation, where applicable;
- the authenticity and essence of Indigenous rituals, dances or ceremonies shared with tourists are preserved and presented in alignment with community-approved practices, including those recognised as UNESCO intangible cultural heritage;
- any re-design of community spaces or biodiversity-related initiatives (e.g. green space creation, native species planting, habitat restoration, nature-based tourism experiences) integrates traditional or Indigenous ecological knowledge and includes consultation to identify and mitigate risks of cultural or social degradation (e.g. displacement, loss of traditions);
- access to essential services and resources (e.g. food, water, healthcare, sanitation, education, livelihoods, natural resources, or culturally significant sites) is not restricted or compromised by the establishment’s operations;
- if applicable, free, prior, and informed written consent (FPIC) is obtained for the use or acquisition of land and water resources, and strictly complies with local zoning, heritage, and environmental protection regulations; and
- essential on-site services (e.g. medical facilities) are shared with surrounding communities when such services are otherwise unavailable.
Expl. Τεκμηρίωση ελέγχου
During the audit, the establishment presents an overview of the assessment identifying Indigenous Peoples, cultural assets, and heritage sites, or a justified explanation if the assessment shows that none are present.
In specific circumstances, and depending on the outcome of the mapping, the establishment presents:
- examples of guest-facing materials (e.g. guest brochures, storytelling elements, décor) that accurately reflect approved Indigenous content and credit cultural knowledge holders or creators;
- if applicable, demonstration of how the essence of traditional rituals, dances, or ceremonies is preserved, e.g. evidence of consultation with Indigenous people, such as meeting minutes, written agreements, or letters of consent;
- if applicable, site maps, zoning compliance documentation, and agreements (FPIC) with Indigenous people confirming that the establishments’ operations do not prevent access for Indigenous people to essential resources and culturally significant sites. If the auditor observes inconsistencies or suspects irregularities, at least 1 anonymous interview with Indigenous people is conducted to verify that no evidence of active disputes, legal complaints, or documented conflicts related to access exists;
- if applicable, in cases of re-design of community spaces or biodiversity-related initiatives, documentation of any biodiversity-related or community-based initiatives (e.g. design plans, project descriptions) that show the integration of traditional ecological knowledge and inclusive planning processes; and/or
- where relevant, confirmation that public-facing services (e.g. medical facilities, shops) are accessible to Indigenous people.
Criterion Code
109
Upload Files
No
Upload Photos
No
Upload Performace Data
No
Applicable HH
Imperative
Applicable CHP
Imperative
Applicable SA
Imperative
Applicable CC
Imperative
Applicable R
Imperative
Applicable A
Imperative
Criterion Title EN
The establishment demonstrates respect for Indigenous Peoples in its operations and representations.
Expl. Relevance EN
Tourism and hospitality operations can unintentionally harm Indigenous Peoples by disrupting cultural traditions, restricting access to land or resources, or disregarding Indigenous rights and knowledge systems. Where Indigenous Peoples are present, respectful engagement and informed decision-making are essential to prevent harm, avoid cultural appropriation, and support the protection of cultural heritage, traditional knowledge, and community well-being.
Expl. Expectations EN
The establishment ensures that its operations, developments, and guest experiences respect Indigenous Peoples while safeguarding their rights and access to essential resources and culturally significant sites. This includes a commitment to cultural integrity, equitable benefit-sharing, and the protection of social and environmental well-being.
To conform with this criterion, the establishment assesses whether Indigenous Peoples are present within a 100km radius of the establishment. When assessing the presence of Indigenous Peoples, the establishment may refer to publicly available or locally recognised information, including:
- recognised Indigenous people or territories in the area;
- Indigenous cultural, historical, archaeological, or spiritual sites, routes, traditions, or practices; and
- UNESCO World Heritage or Intangible Cultural Heritage designations associated with Indigenous people.
If the assessment confirms that no Indigenous Peoples or Indigenous cultural assets are present within this radius, this criterion is considered Not Applicable (N/A).
Where Indigenous Peoples are identified, the establishment ensures that its guest-facing activities, site management, and development decisions respect Indigenous rights, culture, and access to resources. This means that the establishment ensures that:
- all representations of Indigenous people (e.g. guest materials, performances, crafts, storytelling, décor) are developed in consultation with relevant Indigenous people. This includes written consent, and fair compensation, where applicable;
- the authenticity and essence of Indigenous rituals, dances or ceremonies shared with tourists are preserved and presented in alignment with community-approved practices, including those recognised as UNESCO intangible cultural heritage;
- any re-design of community spaces or biodiversity-related initiatives (e.g. green space creation, native species planting, habitat restoration, nature-based tourism experiences) integrates traditional or Indigenous ecological knowledge and includes consultation to identify and mitigate risks of cultural or social degradation (e.g. displacement, loss of traditions);
- access to essential services and resources (e.g. food, water, healthcare, sanitation, education, livelihoods, natural resources, or culturally significant sites) is not restricted or compromised by the establishment’s operations;
- if applicable, free, prior, and informed written consent (FPIC) is obtained for the use or acquisition of land and water resources, and strictly complies with local zoning, heritage, and environmental protection regulations; and
- essential on-site services (e.g. medical facilities) are shared with surrounding communities when such services are otherwise unavailable.
Expl. Audit Evidence EN
During the audit, the establishment presents an overview of the assessment identifying Indigenous Peoples, cultural assets, and heritage sites, or a justified explanation if the assessment shows that none are present.
In specific circumstances, and depending on the outcome of the mapping, the establishment presents:
- examples of guest-facing materials (e.g. guest brochures, storytelling elements, décor) that accurately reflect approved Indigenous content and credit cultural knowledge holders or creators;
- if applicable, demonstration of how the essence of traditional rituals, dances, or ceremonies is preserved, e.g. evidence of consultation with Indigenous people, such as meeting minutes, written agreements, or letters of consent;
- if applicable, site maps, zoning compliance documentation, and agreements (FPIC) with Indigenous people confirming that the establishments’ operations do not prevent access for Indigenous people to essential resources and culturally significant sites. If the auditor observes inconsistencies or suspects irregularities, at least 1 anonymous interview with Indigenous people is conducted to verify that no evidence of active disputes, legal complaints, or documented conflicts related to access exists;
- if applicable, in cases of re-design of community spaces or biodiversity-related initiatives, documentation of any biodiversity-related or community-based initiatives (e.g. design plans, project descriptions) that show the integration of traditional ecological knowledge and inclusive planning processes; and/or
- where relevant, confirmation that public-facing services (e.g. medical facilities, shops) are accessible to Indigenous people.
The establishment actively cooperates with a defined number of relevant external stakeholders on environmental or social community development initiatives.
Criterion Code alt
1.08
Criterion Category
Criterion Subcategory
Imperative for
Guideline for
-
Expl. Συνάφεια
To foster meaningful engagement between the establishment and the surrounding community, this criterion aims to promote measurable, long-term cooperation with external stakeholders to support environmental education, local cultural heritage and the sustainable development of the destination.
Expl. Προσδοκίες εφαρμογής
The establishment actively cooperates with relevant external stakeholders on sustainable development issues, such as environmental, social, cultural, educational, economic, quality, human rights, health, risk and crisis management issues. Where relevant, cooperation with stakeholders involved in the protection and enhancement of local historical, archaeological, cultural and spiritually significant sites and traditions is encouraged. It is strongly recommended to select cooperation partners based on the local context, or issues, risks, or areas for improvement identified in criterion 1.2.
For establishments with more than 50 employees, a minimum of 2 active cooperations with relevant stakeholders are in place. Establishments with less than 50 employees have a minimum of 1 active partnership cooperation with a relevant stakeholder. At least 1 cooperation focuses on the area surrounding the establishment (regional/local); where 2 partnerships are required, the second cooperation could focus on the support of projects in other geographical areas. Cooperations may focus on environmental education or awareness-raising, social-cultural collaboration, or sustainable regional development.
Relevant stakeholders include (but are not limited to) non-governmental organisations, local community groups, local authorities, residents, local schools, management authorities of protected areas, heritage institutions, or sustainability-focused civil society organisations, etc.
To be approved, it is an active two-way cooperation between the establishment and the relevant stakeholders, providing benefits for both parties. An active cooperation is a mutually beneficial relationship involving at least 1 form of interaction during the certification period, such as: co-organisation of an event or public initiative; joint development and implementation of educational or community-based projects; employee volunteering during work hours; joint fundraising efforts or in-kind support that go beyond one-off donations. Passive support, such as donations alone without interaction, the sole purchasing of products, or one-sided communication, does not qualify as active cooperation.
If the establishment is part of a chain, collaborations may align with the broader chain’s strategic collaborations, provided that they are tailored to the specific applicant establishment.
Examples of active collaborations include:
- protection of natural and culturally sensitive areas;
- projects addressing the impacts of climate change;
- creation of outdoor infrastructure (establishment of environmentally friendly boat mooring places, nature trails) that can also be used by the public;
- activities with schools or communities working with environmental or educational initiatives;
- activities with people with additional needs (vulnerable and/or less-resourced groups);
- activities promoting social justice and equal rights;
- provision of basic food, water, and energy services, as well as health and sanitation services in communities;
- supporting museums to promote local heritage; and/or
- cooperation with local community groups/destination management organisations/authorities on sustainable tourism planning and management in the destination, local infrastructure and social community development projects (e.g. sanitation).
Collaborations based solely on purchasing local products or supporting standalone biodiversity conservation activities do not fulfil this criterion (the latter is covered in criterion 7.11).
Expl. Τεκμηρίωση ελέγχου
During the audit, establishments with more than 50 employees present evidence of a minimum of 2 active cooperations. Establishments with less than 50 employees present evidence of 1 active cooperation. (e.g. meeting minutes, activity reports, co-developed materials). The submitted evidence (e.g. meeting minutes, activity reports, co-developed materials) demonstrates the active cooperation with relevant stakeholders, defined as a mutually beneficial relationship involving at least 1 documented interaction during the certification period.
In specific circumstances, for first-time applicants, the establishment presents the cooperation contracts/agreements and planned actions.
Criterion Code
108
Upload Files
Yes
Upload Photos
No
Upload Performace Data
No
Applicable HH
Imperative
Applicable CHP
Imperative
Applicable SA
Imperative
Applicable CC
Imperative
Applicable R
Imperative
Applicable A
Imperative
Criterion Title EN
The establishment actively cooperates with a defined number of relevant external stakeholders on environmental or social community development initiatives.
Expl. Relevance EN
To foster meaningful engagement between the establishment and the surrounding community, this criterion aims to promote measurable, long-term cooperation with external stakeholders to support environmental education, local cultural heritage and the sustainable development of the destination.
Expl. Expectations EN
The establishment actively cooperates with relevant external stakeholders on sustainable development issues, such as environmental, social, cultural, educational, economic, quality, human rights, health, risk and crisis management issues. Where relevant, cooperation with stakeholders involved in the protection and enhancement of local historical, archaeological, cultural and spiritually significant sites and traditions is encouraged. It is strongly recommended to select cooperation partners based on the local context, or issues, risks, or areas for improvement identified in criterion 1.2.
For establishments with more than 50 employees, a minimum of 2 active cooperations with relevant stakeholders are in place. Establishments with less than 50 employees have a minimum of 1 active partnership cooperation with a relevant stakeholder. At least 1 cooperation focuses on the area surrounding the establishment (regional/local); where 2 partnerships are required, the second cooperation could focus on the support of projects in other geographical areas. Cooperations may focus on environmental education or awareness-raising, social-cultural collaboration, or sustainable regional development.
Relevant stakeholders include (but are not limited to) non-governmental organisations, local community groups, local authorities, residents, local schools, management authorities of protected areas, heritage institutions, or sustainability-focused civil society organisations, etc.
To be approved, it is an active two-way cooperation between the establishment and the relevant stakeholders, providing benefits for both parties. An active cooperation is a mutually beneficial relationship involving at least 1 form of interaction during the certification period, such as: co-organisation of an event or public initiative; joint development and implementation of educational or community-based projects; employee volunteering during work hours; joint fundraising efforts or in-kind support that go beyond one-off donations. Passive support, such as donations alone without interaction, the sole purchasing of products, or one-sided communication, does not qualify as active cooperation.
If the establishment is part of a chain, collaborations may align with the broader chain’s strategic collaborations, provided that they are tailored to the specific applicant establishment.
Examples of active collaborations include:
- protection of natural and culturally sensitive areas;
- projects addressing the impacts of climate change;
- creation of outdoor infrastructure (establishment of environmentally friendly boat mooring places, nature trails) that can also be used by the public;
- activities with schools or communities working with environmental or educational initiatives;
- activities with people with additional needs (vulnerable and/or less-resourced groups);
- activities promoting social justice and equal rights;
- provision of basic food, water, and energy services, as well as health and sanitation services in communities;
- supporting museums to promote local heritage; and/or
- cooperation with local community groups/destination management organisations/authorities on sustainable tourism planning and management in the destination, local infrastructure and social community development projects (e.g. sanitation).
Collaborations based solely on purchasing local products or supporting standalone biodiversity conservation activities do not fulfil this criterion (the latter is covered in criterion 7.11).
Expl. Audit Evidence EN
During the audit, establishments with more than 50 employees present evidence of a minimum of 2 active cooperations. Establishments with less than 50 employees present evidence of 1 active cooperation. (e.g. meeting minutes, activity reports, co-developed materials). The submitted evidence (e.g. meeting minutes, activity reports, co-developed materials) demonstrates the active cooperation with relevant stakeholders, defined as a mutually beneficial relationship involving at least 1 documented interaction during the certification period.
In specific circumstances, for first-time applicants, the establishment presents the cooperation contracts/agreements and planned actions.
The establishment has procedures in place to ensure a safe and healthy working environment.
Criterion Code alt
1.07
Criterion Category
Criterion Subcategory
Imperative for
Guideline for
-
Expl. Συνάφεια
Safe and supportive working environment is essential to employee health, satisfaction and performance, and forms the foundation for responsible and sustainable business operations. By ensuring strong occupational health and safety practices and promoting staff wellbeing, the establishment helps prevent workplace injuries and stress and fosters a positive organisational culture that benefits both employees and service quality.
Expl. Προσδοκίες εφαρμογής
The establishment ensures occupational health and safety of all staff by:
- providing written health and safety policies and emergency procedures that are accessible and clearly communicated to all staff; and
- ensuring that health and safety measures are reflected in practical day-to-day operations, and not only in written documentation.
Expl. Τεκμηρίωση ελέγχου
During the audit, the establishment presents:
- written health and safety policies and emergency plans accessible to all staff; and
- evidence that these procedures are communicated and implemented in practical day-to-day operations (e.g. signage in staff area).
Criterion Code
107
Upload Files
Yes
Upload Photos
No
Upload Performace Data
No
Applicable HH
Imperative
Applicable CHP
Imperative
Applicable SA
Imperative
Applicable CC
Imperative
Applicable R
Imperative
Applicable A
Imperative
Criterion Title EN
The establishment has procedures in place to ensure a safe and healthy working environment.
Expl. Relevance EN
Safe and supportive working environment is essential to employee health, satisfaction and performance, and forms the foundation for responsible and sustainable business operations. By ensuring strong occupational health and safety practices and promoting staff wellbeing, the establishment helps prevent workplace injuries and stress and fosters a positive organisational culture that benefits both employees and service quality.
Expl. Expectations EN
The establishment ensures occupational health and safety of all staff by:
- providing written health and safety policies and emergency procedures that are accessible and clearly communicated to all staff; and
- ensuring that health and safety measures are reflected in practical day-to-day operations, and not only in written documentation.
The establishment provides accessible and non‑retaliatory grievance and whistleblower mechanisms for reporting exploitation, discrimination and harassment.
Criterion Code alt
1.06
Criterion Category
Criterion Subcategory
Imperative for
Guideline for
-
Expl. Συνάφεια
Effective grievance and whistleblower systems are essential for safeguarding human rights, workplace integrity and ethical behaviour. The establishment ensures that all staff (including subcontracted personnel) and guests have access to a secure, confidential mechanism for reporting exploitation, discrimination and harassment without fear of retaliation.
Expl. Προσδοκίες εφαρμογής
The establishment implements a basic, clear and accessible system for reporting concerns. At minimum, the establishment has:
- a written grievance and whistleblower procedure that explains how to report a concern, who receives it, the steps for follow-up and investigation, expected timelines, and assurances of confidentiality and non-retaliation;
- at least 1 confidential or anonymous reporting channel, such as access to an independent external whistleblower network (e.g. FEE whistleblower platform) or equivalent third-party channel;
- information for staff on how to use the system, ensuring that all employees (including subcontracted workers) know where to report concerns and understand their rights to safe, confidential reporting. The information is accessible and understandable to all staff; and
- guest reporting options, enabling visitors to confidentially report any form of exploitation or misconduct they observe. This information is available in guest materials (e.g. info books, digital welcome pages, signage, etc.).
This criterion applies to establishments with more than 50 employees. Establishments with fewer than 50 employees are encouraged to work on other proportional reporting options (e.g. simplified internal reporting, staff representative, open-door reporting practices).
Expl. Τεκμηρίωση ελέγχου
During the audit, the establishment presents:
- the written grievance and whistleblower procedure, including reporting steps, designated responsible persons, confidentiality measures and non-retaliation provisions;
- proof of communication to staff (e.g. onboarding materials, internal notices, training records) that demonstrates employees are informed about the reporting system and know how to access it;
- confirmation of an anonymous or confidential reporting channel, such as a link to an external whistleblower platform or documentation of an equivalent third-party mechanism; and
- guest-facing materials showing how visitors are informed about available reporting mechanisms (e.g. screenshots, photos, printed pages).
During the visual inspection, the auditor conducts at least 1 interview with staff present during the audit to confirm that they are aware of the mechanisms and feel able to use them without fear of retaliation.
Criterion Code
106
Upload Files
No
Upload Photos
No
Upload Performace Data
No
Applicable HH
Imperative
Applicable CHP
Imperative
Applicable SA
Not applicable
Applicable CC
Imperative
Applicable R
Imperative
Applicable A
Imperative
Criterion Title EN
The establishment provides accessible and non‑retaliatory grievance and whistleblower mechanisms for reporting exploitation, discrimination and harassment.
Expl. Relevance EN
Effective grievance and whistleblower systems are essential for safeguarding human rights, workplace integrity and ethical behaviour. The establishment ensures that all staff (including subcontracted personnel) and guests have access to a secure, confidential mechanism for reporting exploitation, discrimination and harassment without fear of retaliation.
Expl. Expectations EN
The establishment implements a basic, clear and accessible system for reporting concerns. At minimum, the establishment has:
- a written grievance and whistleblower procedure that explains how to report a concern, who receives it, the steps for follow-up and investigation, expected timelines, and assurances of confidentiality and non-retaliation;
- at least 1 confidential or anonymous reporting channel, such as access to an independent external whistleblower network (e.g. FEE whistleblower platform) or equivalent third-party channel;
- information for staff on how to use the system, ensuring that all employees (including subcontracted workers) know where to report concerns and understand their rights to safe, confidential reporting. The information is accessible and understandable to all staff; and
- guest reporting options, enabling visitors to confidentially report any form of exploitation or misconduct they observe. This information is available in guest materials (e.g. info books, digital welcome pages, signage, etc.).
This criterion applies to establishments with more than 50 employees. Establishments with fewer than 50 employees are encouraged to work on other proportional reporting options (e.g. simplified internal reporting, staff representative, open-door reporting practices).
Expl. Audit Evidence EN
During the audit, the establishment presents:
- the written grievance and whistleblower procedure, including reporting steps, designated responsible persons, confidentiality measures and non-retaliation provisions;
- proof of communication to staff (e.g. onboarding materials, internal notices, training records) that demonstrates employees are informed about the reporting system and know how to access it;
- confirmation of an anonymous or confidential reporting channel, such as a link to an external whistleblower platform or documentation of an equivalent third-party mechanism; and
- guest-facing materials showing how visitors are informed about available reporting mechanisms (e.g. screenshots, photos, printed pages).
During the visual inspection, the auditor conducts at least 1 interview with staff present during the audit to confirm that they are aware of the mechanisms and feel able to use them without fear of retaliation.
The establishment does not use or accept child labour and ensures the protection of minors in employment.
Criterion Code alt
1.05
Criterion Category
Criterion Subcategory
Imperative for
Guideline for
-
Expl. Συνάφεια
Preventing child labour and protecting minors in the workplace are essential aspects of responsible business conduct and human rights due diligence. Ensuring that no children are employed and that young workers are safeguarded supports social sustainability, aligns with international labour conventions, and contributes to the protection and well-being of children in local communities.
Expl. Προσδοκίες εφαρμογής
The establishment ensures that no child under the age of 14 is employed and that any involvement of minors under the age of 18 in the workplace is strictly regulated, protective in nature and compliant with national and international child protection standards. The establishment furthermore ensures that no supplier using child labour is contracted.
The establishment therefore:
- refrains from the employment of children under the age of 14 under any circumstance;
- follows national legislation and, where it does not exist or is weaker than the criterion, complies with the UN Convention on the Rights of the Child and ILO Conventions No. 138 (Minimum Age) and No. 182 (Worst Forms of Child Labour); and
- respects children’s rights and protects children from all forms of exploitation, including sexual exploitation.
If persons under 18 are employed (e.g. through internships, apprenticeships, paid or unpaid positions), the establishment ensures that:
- written permission from a parent or legal guardian is obtained; or that there is a written agreement with the educational institution, specifying the nature of tasks, and work hours; and
- all applicable labour laws are followed, including those related to maximum working hours, minimum rest periods and breaks, days off and annual leave, compensation and insurance (if required). In the absence of national legislation, ILO Guidelines are followed.
Expl. Τεκμηρίωση ελέγχου
During the audit, the establishment presents:
- a signed declaration confirming that no children under the age of 14 are employed. The visual inspection further confirms this; and
- guardian’s written consent or agreements with educational institutions (if applicable), records showing compliance with applicable labour laws for any individual under the age of 18 working at the establishment. The documents may be shown in anonymised form, but anonymisation is not required as no copies are collected; the check is purely visual.
Criterion Code
105
Upload Files
No
Upload Photos
No
Upload Performace Data
No
Applicable HH
Imperative
Applicable CHP
Imperative
Applicable SA
Imperative
Applicable CC
Imperative
Applicable R
Imperative
Applicable A
Imperative
Criterion Title EN
The establishment does not use or accept child labour and ensures the protection of minors in employment.
Expl. Relevance EN
Preventing child labour and protecting minors in the workplace are essential aspects of responsible business conduct and human rights due diligence. Ensuring that no children are employed and that young workers are safeguarded supports social sustainability, aligns with international labour conventions, and contributes to the protection and well-being of children in local communities.
Expl. Expectations EN
The establishment ensures that no child under the age of 14 is employed and that any involvement of minors under the age of 18 in the workplace is strictly regulated, protective in nature and compliant with national and international child protection standards. The establishment furthermore ensures that no supplier using child labour is contracted.
The establishment therefore:
- refrains from the employment of children under the age of 14 under any circumstance;
- follows national legislation and, where it does not exist or is weaker than the criterion, complies with the UN Convention on the Rights of the Child and ILO Conventions No. 138 (Minimum Age) and No. 182 (Worst Forms of Child Labour); and
- respects children’s rights and protects children from all forms of exploitation, including sexual exploitation.
If persons under 18 are employed (e.g. through internships, apprenticeships, paid or unpaid positions), the establishment ensures that:
- written permission from a parent or legal guardian is obtained; or that there is a written agreement with the educational institution, specifying the nature of tasks, and work hours; and
- all applicable labour laws are followed, including those related to maximum working hours, minimum rest periods and breaks, days off and annual leave, compensation and insurance (if required). In the absence of national legislation, ILO Guidelines are followed.
Expl. Audit Evidence EN
During the audit, the establishment presents:
- a signed declaration confirming that no children under the age of 14 are employed. The visual inspection further confirms this; and
- guardian’s written consent or agreements with educational institutions (if applicable), records showing compliance with applicable labour laws for any individual under the age of 18 working at the establishment. The documents may be shown in anonymised form, but anonymisation is not required as no copies are collected; the check is purely visual.
The establishment ensures fair labour practices, including written contracts, equal pay for equal work, and remuneration at or above the living wage for all employees and subcontracted workers.
Criterion Code alt
1.04
Criterion Category
Criterion Subcategory
Imperative for
Guideline for
-
Expl. Συνάφεια
Ensuring fair labour practices is essential for safeguarding employee well-being, promoting equality and fostering responsible business conduct. In a diverse workforce, transparent and lawful employment conditions help to reduce inequalities and promote a safe, respectful workplace.
Expl. Προσδοκίες εφαρμογής
The establishment ensures fair labour practices for all employees (including subcontracted staff, outsourced staff and service providers working on-site). This includes written contracts, equal pay for equal work, and remuneration at or above the living wage for all employees and subcontracted workers. To conform with this criterion, the establishment:
- ensures that all employees are paid at least the legal minimum wage per hour or, where no legal benchmark exists, a minimum living wage calculated in accordance with the International Labour Organisation’s (ILO) principles of estimating the living wage;
- provides written employment contracts for all staff that include details on salary, working hours (or, where applicable, number of workdays per year) and job descriptions. The contracts are explained in a language or format the employee understands, with translation or verbal support provided as needed. Employees furthermore receive payslips detailing the number of hours worked or days accounted, pay received and any overtime or compensatory leave;
- guarantees equal pay for equal work, irrespective of gender, ethnicity, or disability status and ensures that pay scales are transparent (unless national legislation determines otherwise). A documented pay structure (e.g. salary matrix, pay scale or remuneration framework), reflecting factors such as experience and length of service, is recommended; and
- requires contracts with all internally managed subcontracted service providers that confirm that the same wage and fair labour principles are met. If any facilities are externally managed, the establishment formally informs and encourages them in writing to follow the same standards.
Expl. Τεκμηρίωση ελέγχου
During the audit, the establishment presents supporting documentation demonstrating conformity with fair labour practices.
During the visual inspection, the auditor conducts samplings of the supporting documentation by reviewing a sample of 3 employment contracts in comparison with payroll and pay structure documentation (e.g. payroll overview, salary matrix, pay scale or remuneration framework) to verify that written contracts exist for all staff; salary levels align with legal minimum wage or living wage requirements; and that equal pay for equal work is ensured (methodology C). If necessary, the documents may be shown in anonymised form.
In specific circumstances, when subcontracted or outsourced staff work on-site, the auditor conducts samplings of the supporting documentation by reviewing a sample of 3 written agreements to confirm that they adhere to the same wage and labour principles (methodology C).
If the auditor observes inconsistencies or suspects irregularities, at least 1 anonymous interview with selected employees and subcontracted staff is conducted to confirm compliance with legal minimum wage requirements and living wage benchmarks.
Criterion Code
104
Upload Files
Yes
Upload Photos
No
Upload Performace Data
No
Applicable HH
Imperative
Applicable CHP
Imperative
Applicable SA
Imperative
Applicable CC
Imperative
Applicable R
Imperative
Applicable A
Imperative
Criterion Title EN
The establishment ensures fair labour practices, including written contracts, equal pay for equal work, and remuneration at or above the living wage for all employees and subcontracted workers.
Expl. Relevance EN
Ensuring fair labour practices is essential for safeguarding employee well-being, promoting equality and fostering responsible business conduct. In a diverse workforce, transparent and lawful employment conditions help to reduce inequalities and promote a safe, respectful workplace.
Expl. Expectations EN
The establishment ensures fair labour practices for all employees (including subcontracted staff, outsourced staff and service providers working on-site). This includes written contracts, equal pay for equal work, and remuneration at or above the living wage for all employees and subcontracted workers. To conform with this criterion, the establishment:
- ensures that all employees are paid at least the legal minimum wage per hour or, where no legal benchmark exists, a minimum living wage calculated in accordance with the International Labour Organisation’s (ILO) principles of estimating the living wage;
- provides written employment contracts for all staff that include details on salary, working hours (or, where applicable, number of workdays per year) and job descriptions. The contracts are explained in a language or format the employee understands, with translation or verbal support provided as needed. Employees furthermore receive payslips detailing the number of hours worked or days accounted, pay received and any overtime or compensatory leave;
- guarantees equal pay for equal work, irrespective of gender, ethnicity, or disability status and ensures that pay scales are transparent (unless national legislation determines otherwise). A documented pay structure (e.g. salary matrix, pay scale or remuneration framework), reflecting factors such as experience and length of service, is recommended; and
- requires contracts with all internally managed subcontracted service providers that confirm that the same wage and fair labour principles are met. If any facilities are externally managed, the establishment formally informs and encourages them in writing to follow the same standards.
Expl. Audit Evidence EN
During the audit, the establishment presents supporting documentation demonstrating conformity with fair labour practices.
During the visual inspection, the auditor conducts samplings of the supporting documentation by reviewing a sample of 3 employment contracts in comparison with payroll and pay structure documentation (e.g. payroll overview, salary matrix, pay scale or remuneration framework) to verify that written contracts exist for all staff; salary levels align with legal minimum wage or living wage requirements; and that equal pay for equal work is ensured (methodology C). If necessary, the documents may be shown in anonymised form.
In specific circumstances, when subcontracted or outsourced staff work on-site, the auditor conducts samplings of the supporting documentation by reviewing a sample of 3 written agreements to confirm that they adhere to the same wage and labour principles (methodology C).
If the auditor observes inconsistencies or suspects irregularities, at least 1 anonymous interview with selected employees and subcontracted staff is conducted to confirm compliance with legal minimum wage requirements and living wage benchmarks.