H&M supports a living wage
Kalla Fakta’s programme gives the impression that H&M does not support a living wage in its Code of Conduct, while other companies’ codes of conduct are held up as examples of how the wage issue should be addressed. This is not correct. Our Code is just as ambitious on the issue of wages as those of other companies and organisations.
What is stated about wages in our Code of Conduct is based on the UN’s Universal Declaration of Human Rights (see excerpt from our Code below). H&M feels that people must be able to live on their wages, and our Code of Conduct has the same level of ambition when it comes to the wage issue as other companies’ codes of conduct: that a statutory minimum wage is the basic requirement, with the aim that this wage shall be possible to live on.
It is what you do in practice that makes a difference. H&M is a driving force on wage issues, and it is that on which we should be assessed and judged. H&M is at the forefront on this issue.
The fact that minimum wages are low is a problem of the industry in many production countries. That is why we are working in partnership with other brands and lobbying at a political level for the minimum wage to be high enough for people to live on. We want to see a lasting change that has been negotiated by employees and workers. This should be brought about through collective agreements that will benefit all textile workers, regardless of who they are producing for.
Excerpt from H&M’s Code:
4.2 Wages, Benefits, Working Hours and Leave
As background to this chapter we quote from the Universal Declaration of Human Rights.
Article 23:3, as guidance concerning our ambition for our suppliers and business partners: “Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy of human dignity…”
4.2.1 Wages must be paid regularly, on time, and must reflect the experience, qualifications and performance of the employee. H&M’s minimum requirement is that employers shall pay at least the statutory minimum wage, the prevailing industry wage or the wage negotiated in a collective agreement, whichever is higher. All other types of legally mandated benefits and compensations shall be paid. All other types of legally mandated benefits and compensations shall be paid. No unfair deductions are allowed, and the employee has the right to a written specification of how the wage has been calculated.