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Zulu and Zephyr is committed to engaging in positive change within the fashion industry. We are working towards improving the social, ethical and environmental impacts of our business through restorative and regenerative design that aligns with the principles of a circular economy. It is our goal to achieve prosperity for all those associated with Zulu & Zephyr, engaging and supporting our wider team with opportunities to succeed and have a positive impact.


The following Supplier Code of Conduct outlines the minimum level of labour standards that are met by Zulu & Zephyr and all the manufacturers and suppliers associated with Zulu & Zephyr. The following principles are in accordance with the Ethical Trading Initiative’s Base Code which is founded on the conventions of the International Labour Organisation (ILO) that sets out to ensure that economic development is not undertaken for its own sake, but to improve the lives of human beings.



Any company providing goods and/or services to Zulu and Zephyr, within our direct or indirect supply chain, are obliged to comply with the following Supplier Code of Conduct. The code applies to our suppliers, their employees, any parent or subsidiary entities and subcontractors and therefore we require it to be communicated accurately to all aforementioned parties in order to conduct business with Zulu & Zephyr.

In order to uphold and achieve the principles outlined in the code, we invite open and honest communication and encourage any feedback or concerns to be raised so we can work collaboratively on a solution.

To ensure compliance each supplier is obliged to read this code and acknowledge it in writing.



Zulu & Zephyr reserves the right to request information on any components, raw material or product used in the production of our goods. Information such as the country of origin, identity and source of any components or raw materials. We require full compliance and cooperation from all our suppliers in providing this information.


Zulu & Zephyr has always conducted its business to the highest standards of integrity and ethics, we adhere to all legal requirements on an international, national and local level. As a business we strive to exceed the minimum level of standards, instead aiming for international best practice as outlined by the UN Global Compact’s Sustainable Development Goals.

We expect our suppliers, any parent or subsidiary entities and subcontractors to adhere to all legal requirements across international, national and local regulations.



Zulu & Zephyr employees are paid according to the national award as outlined by Fair Work Australia, wages and benefits meet or exceed the minimum national awards and we expect the same for all workers within our supply chain.

All persons must be paid at a minimum, national legal standard or industry benchmark standard. In the event that there is no national legal wage requirement, renumeration received must meet or exceed the Global Living Wage Coalition’s regional guide to living wage.

All workers shall be provided with written and understandable information about their employment

conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid. All wages and benefits need to be recorded in accurate detail. Deductions from wages as a disciplinary measure are not permitted.



Human rights are universal and every person around the world deserves to be provided a safe and healthy work environment.

All suppliers must assign responsibility for health and safety to a senior management representative ensuring adequate steps shall be taken to prevent work related illness, accidents or injury.

All suppliers are to provide a sanitary work environment with access to clean toilet facilities and water supply. Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.

Employers are to ensure adequate light and ventilation, working areas are free of hazards and fire prevention and safety. Workers shall receive regular and recorded health and safety training.

Young persons under 18 shall not be employed at night or in hazardous conditions.

Zulu & Zephyr do not tolerate harassment, verbal abuse or other forms of intimidation. No persons are to be subject to harsh or inhumane treatment, abuse, threat or harassment.



Working hours should not be excessive. Hours of work must comply with national laws, excluding overtime, working hours per week should not exceed 48 hours per week.

All overtime must be voluntary. Overtime shall be used responsibly, taking into account the frequency and hours worked by individual workers. Overtime must always be compensated at a rate that reflects and/or exceeds local labour laws.

The total hours worked in any seven day period, including overtime, must not exceed 60 hours unless exceptional circumstances comply and all of the following have been met.

• this is allowed by national law;

• this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;

• appropriate safeguards are taken to protect the workers’ health and safety; and

• the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.

Workers shall be provided with at least one day off in every seven day period or, where allowed by national law, two days off in every 14 day period.

Zulu & Zephyr strive to provide fair and achievable lead times and are always understanding of delays that are communicated ahead of time. We hope that this avoids excessive working hours or the need for sub-contractors however we encourage any feedback or concerns to be raised so we can work collaboratively on a solution.

All working hours need to be recorded in accurate detail. Regular employment must be provided. To every extent possible, work performed must be on the basis of a recognised employment relationship established through national law and practice.

The use of labour-only contracting, sub- contracting, or homeworking arrangements should be avoided where there is no real intent to impart skills or provide regular employment.



Zulu & Zephyr does not tolerate forced or involuntary labour. Employment must be freely chosen, employees must have freedom of movement, free to leave their employee after reasonable notice. Employees must not be forced to work in order to pay off debt. Workers are not required to lodge ‘deposits’ or any possessions including identity papers or identification documents.

All employees have the right to freedom of association and collective bargaining and without distinction are able to join or form trade unions of their choosing.

Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace. 

Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates the development of parallel means for independent and free association and bargaining.


Zulu & Zephyr does not tolerate child labour in any area of its supply chain. All persons employed must be legally able to do so including being of legal working age.

It is the employer’s responsibility to ensure the appropriate documentation is provided to check that all persons employed are of legal working age. All Zulu & Zephyr suppliers are required to accurately communicate to all parties aforementioned in the Scope section of this code and ensure compliance.

Companies shall participate in and contribute to policies and programmes which prevent the recruitment of child labour.


Zulu & Zephyr believe everyone, everywhere has the right to a life free from slavery therefore we do not condone Modern Slavery in any form. This includes the use of violence or coercion to recruit  workers, forced or bonded labour, descent-based labour, child labour or any behaviour that undermines the freedoms or rights of a human being.

At Zulu & Zephyr we do not tolerate Modern Slavery, we exist to ensure all people connected to the business are properly paid and work under pre-approved conditions. As per the requirements of this SCOC, all suppliers have acknowledged they do not condone or operate any form of Modern Slavery.


Zulu & Zephyr have a strong company commitment to diversity and inclusion as well as a core value that every person should be treated with respect, dignity and kindness at all times.

No person should be discriminated against for nay reason. There must be no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.


We are commitment to building strong supplier relationships on the basis of compliance with this code of conduct. In order to uphold the principles of this code, Zulu & Zephyr are committed to working on an ongoing basis to ensure compliance through open and honest communication and shared transparency.

Zulu & Zephyr encourage the submission of up-to-date social compliance audits conducted by globally recognised third party organisations. Out of six manufacturing partners, currently three adhere to the Business Social Compliance Initiative (BSCI) framework; one is in the process of gaining SEDEX membership and we are working closely with the other two to gain equivalent compliance.

If any reasonable doubt is raised of non-compliance with this code, an immediate third party social compliance audit in line with internationally recognised framework will be mandatory. In the instance of ongoing breach of this code, a supplier’s relationship with Zulu & Zephyr will be terminated.


At Zulu & Zephyr we acknowledge industry-wide complacency in the past has led to significant challenges to create systemic change however we are focused on moving forward implementing international best practice at all times and are willing to support to all those who strive for this shared goal. This document outlines the minimum level of standards but we expect suppliers to strive to exceed these standards and to continuously improve.