Modern Slavery Act

Lyle & Scott Limited are committed to respecting and protecting the human rights of all persons working directly or indirectly with us. We are committed to conducting all our business relationships with social and environmental responsibility. We ensure measures are in place so that we behave ethically, sustainably and with integrity and identify and prevent human rights risks, slavery and human trafficking. This statement has been published in accordance with the Modern Slavery Act 2015. It details actions we have undertaken during financial year 2023/2024 (from 1 April 2023 until 31 March 2024) to prevent modern slavery and human trafficking throughout our business and supply chain and outlines our plans moving forward. 

Proudly celebrating our 150th year in fashion, Lyle & Scott is clearly not a flash in the pan…we have stood the test of time, a distinguished brand, but always a profitable brand.  We design, wholesale, retail, e-tail & license premium men’s & kids clothing/accessories in the UK, Europe, Asia, Africa & North America.  Everything we do is founded on the capability and commitment of our remarkable staff; we are the current custodians of this exceptional brand, taking it from it’s founding day in 1874, in the beautiful picturesque town of Hawick, nestled in the Scottish Borders, to the curated global brand that it is today.   We operate out of our London Headquarters in lively Camden, our twin offices in the Scottish Borders and globally through our Agents, Distributors & Licensing partners. SUPPLY CHAIN RELATIONSHIPS  We work in partnership with the members of our supply chain. The closeness of our relationships makes it easier for us to ensure that the work we ask them to do is carried out in the right way and helps us solve issues when they arise. We manufacture our garments in a small number of factories in Italy, Bangladesh, India, China , Turkey , Vietnam and Tanzania. The Lyle & Scott Social and Ethical Compliance Manual defines the standards by which all members of our supply chain must abide. These standards are at the core of our business and reflect the trust and expectation of our customers, that when they buy our product, they are not only buying quality product but also that it has been manufactured in factories that uphold ethical labour practises and human rights standards. We believe that all workers should be treated with respect and dignity, and not be subjected to any form of harassment or abuse. Lyle & Scott require all suppliers to ensure and demonstrate that proper labour practices and human rights standards are upheld and that all permanent national and local laws are being followed. In addition to the legal requirements, our standards include;  

All Facilities shall practice their employment activity in a legal & voluntary way and workers must accept their employment voluntarily. No facilities shall employ prisoners or support 

forced labour. All employees are free to leave the factory grounds.  

All employees in the facilities must be older than the youngest working age as prescribed by the law in the host country. Facilities shall prevent children or young workers from exposure to hazardous, unsafe, or unhealthy working and living conditions.  

All employees including apprentices or those still on probation must receive the legal minimum wage. Employees must receive overtime pay for all work in excess hours unless a lower number of hours in the working week are designated by local law or by legal collective agreement with the employer. All employees must be paid at least the minimum wages excluding any legal overtime pay as dictated by the laws of the host country after a normal working period. Facilities shall always meet employee’s basic living requirement in compensation. Employees must also receive all benefits required by local law. If the regulations for wage & compensation are greater than Lyle & Scott standards, those standards of the host country shall apply.  

Lyle & Scott prefers doing business with those factories whose standard workweek (we define workweek starting from Monday and ending with Sunday) is 48 hours and standard daily work hours is no more than 11 hours under normal load conditions, and who do not require their employees to work more than 60 hours in 1 week (Including overtime) and more than 12 hours a day during occasional peak load conditions. If there is a lower local legislative limit, then this must be complied with. Employees are not forced to work any overtime; employees are not forced to work more than 6 consecutive days without having a full day off (at least consecutive 24 hours). If the local government designates a lower number of maximum working hours, the local standards shall apply.  

Any acts of discrimination in hiring, promotion, compensation, work assignments or continuing employment based on race, caste, national origin, religion, disability, gender, sexual orientation, marriage status, union membership, social origin, political opinion or any other action having nothing to do with individual skills or ability will not be tolerated.  

Discipline for any reason is to be done only with the full compliance to local laws, Labour 

Contract and legal factory regulations, and in no instance, shall involve corporal methods. Any form of physical, sexual, physiological, or verbal harassment or abuse will not be tolerated.  

Facilities shall respect all rights of workers to organise or join a union of their choice and to bargain collectively. Facilities shall ensure that representatives of such unions or organisations are free of discrimination such as in hiring, promotion, compensation, work assignments or continued employment. 

Facilities shall certify that they are in full compliance with all national and local laws, rules and regulations relevant to their business operations, including those related to labour practices, human rights, health, safety and the environment.  

Lyle & Scott respects that a legal labour contract or agreement is a good way to certify the 

employment relationship between employee and employer. Facilities shall sign a formal legal agreement with its employees which clearly defines the employment relationship, legal rights, and legal obligations for both employer and employees. This agreement shall include but is not limited to the terms valid period of employment, compensation, working hours, rest and vacation, safety, health, welfare, discipline, rights and responsibilities for violation.  

All employees must be able to report freely to the factory any noncompliance with the above guidelines and standards without fear of punishment or retribution.  

We believe that respect for human rights is integral to being a responsible company. To track and ensure our supply chain adhere to our Social and Ethical Code of Conduct we typically audit our factories every 12 to 24 months using third party, internationally recognised partners, e.g. Sedex, Smeta. We take all reasonable and practical steps to ensure our standards are met, and to assist our suppliers in their continuous improvement. We insist on complete transparency in our supply chain, from fabric mills, print houses and embroidery houses through to garment and trim manufacturers and do not allow sub-contracting of any kind without prior approval and completion of the necessary audit procedure.  

When onboarding new factories, we ensure that a representative from Lyle & Scott visits the factory personally to report on social and ethical behaviours once the third-party audit is 

received. There are also biennial visits to our factories by members of the Product & Sourcing team at Lyle & Scott to manage risk and build trusted relationships. All large orders are quality checked through an independent third-party inspec3on company, meaning there are people from Lyle & Scott or third-party companies present in our supply chain each month of the year to manage the risk of slavery and human trafficking.  

Lyle & Scott seeks to support members of the organisation who interact with our supply chain, so that they are equipped to recognise and deal with issues relating to modern slavery, human trafficking and labour standards. This includes matters such as gifts and hospitality, 

intermediaries and charitable and political donations.  

2024/2025 FOCUS: 

- Apply the learning from our work in our production supply chain to establish action plans to protect human rights for all persons working directly or indirectly with us. 

- Continue to undertake audits with our suppliers and mills that we work with by being provided with details on working hours, pay, over time and health and safety conditions.

- It is our aim to personally visit all of the factories we work with, a minimum of once every two years and since January 2024, we have visited all of our main factories to ensure that our Modern Slavery values are being met. 

This Lyle & Scott Modern Slavery Statement is approved by the Lyle & Scott Board of Directors and will be updated annually. 

1st October 2024.