Recruitment Policy


This Ethical Trading Policy has been developed to ensure that customers who buy from Zorba Delicacies can be confident that they are buying goods produced in a socially responsible manner, without exploitation and in acceptable working conditions.


The aim of this Policy is to ensure that Zorba Delicacies produces products under a minimum set of acceptable conditions of employment in the areas covered in the standard.

Zorba Delicacies is committed to maintaining these standards through the application of this Policy. This Policy is the minimum standard that Zorba Delicacies applies at its processing site. Suppliers to Zorba Delicacies must comply with this Policy, and operate in such a way that is consistent with Zorba Delicacies’ own standards of practice.

Compliance with this policy is audited and failures to observe the policy will be treated seriously and with swift corrective action.

Ethical Trading Policy

1. Free Choice of Employment

1.1. There is no forced, bonded or involuntary prison labour.
1.2. Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice.

2. Freedom of Association and the Right to Collective Bargaining

2.1. Workers, without distinction, have the right to join or form trade unions of their own choosing.
2.2. The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
2.3. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
2.4. Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder the development of parallel means for independent and free association and bargaining.

3. Working conditions are safe and hygienic

3.1. A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
3.2. Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
3.3. Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
3.4. The company observing the code shall assign responsibility for health and safety to a senior management representative.

4. Non-Use of Child Labour

4.1. There shall be no new recruitment of child labour. [Child is defined as any person less than 15 years of age unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age shall apply]
4.2. Companies shall develop or participate in and contribute to policies and programmes that provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child.
4.3. Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.4. These policies and procedures shall conform to the provisions of the relevant ILO standards.

5. Payment of Living Wages

5.1. Wages and benefits paid for a standard working week are no less than national minimum wage. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
5.2. 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.
5.3. Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.

6. Non-Excessive Working Hours

6.1. Working hours comply with national laws and industry standards, whichever affords greater protection.
6.2. 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 7-day period on average. 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.

7. No Discrimination

7.1. There is 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.

8. Provision of Regular Employment

8.1. To every extent possible work performed must be on the basis of recognized employment relationship established through national law and practice.
8.2. 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, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.

9. No Harsh or Inhumane Treatment

9.1. Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

10. Immigration Law Compliance

10.1. Only workers with a legal right to work in the UK shall be employed or used by the supplier.
10.2. All workers including Employment Agency staff must be validated by the supplier for their legal right to work by reviewing original documentation (not photocopies) before they are allowed to commence work. Procedures that demonstrate compliance with these validations must be implemented.
10.3. Employment Agencies must only supply workers registered with them.
10.4. Suppliers must regularly audit Employment Agencies from whom they obtain workers to monitor compliance with this policy.
10.5. Employment agencies that provide temporary labour must be registered under the Gangmasters Licensing Act and carry out its duties in accordance with this.

11. Modern Day Slavery

11.1. Zorba Delicacies is committed to ensuring that no acts of modern day slavery are occurring within its own business and that from within its supply chains.
11.2. The company acknowledges responsibility to the Modern Slavery act of 2015 and will ensure transparency within the organisation and with suppliers of goods and services to the organisation.
11.3 The organisational structure of the business is one of an enterprise that purchases, manufactures, packs and distributes chilled goods to its customers. We have a strong working relationship with our external suppliers for the sourcing of products and services.
11.4. As part of the company’s due diligence processes into slavery and human trafficking, the supplier approval procedure will reference adherence to the modern day slavery act.
11.5. The company directors and senior management shall take the responsibility of implementing this policy statement and its objectives and shall provide adequate resources and investment to ensure that slavery and human trafficking are not taking place within the organisation or within its supply chains.