- Statement of Commitment
Flying Colours Flagmakers Ltd (“the Company”) is committed to conducting its business in a manner that respects and upholds internationally recognised human rights standards and complies with all applicable UK legislation.
The Company recognises its responsibility to ensure that individuals affected by its operations, including employees, workers within its supply chain, customers, and local communities, are treated with dignity, fairness, and respect at all times.
This policy is informed by, and aligned with, the following frameworks and legislation:
- The Universal Declaration of Human Rights
- The International Labour Organization Declaration on Fundamental Principles and Rights at Work
- The United Nations Guiding Principles on Business and Human Rights
- The Ethical Trading Initiative (ETI) Base Code
- The Modern Slavery Act 2015
- The Equality Act 2010
- The Health and Safety at Work etc. Act 1974
- The Employment Rights Act 1996
- The Working Time Regulations 1998
- All other applicable UK employment, health and safety, and environmental legislation
The Company shall take all reasonable steps to identify, assess, prevent, and mitigate adverse human rights impacts arising from its operations and business relationships. Where such impacts occur, the Company shall take appropriate remedial action.
- Scope
This policy applies to all employees (including permanent, temporary, agency workers, and apprentices), as well as to contractors, suppliers, and other business partners engaged by the Company. - Key Human Rights Commitments
The Company is committed to ensuring compliance with the following principles:
- Remuneration and Working Time
All workers shall receive pay and working hours that meet or exceed statutory requirements under the National Minimum Wage Act 1998 and the Working Time Regulations 1998. - Health and Safety
The Company shall provide and maintain a safe and healthy working environment in accordance with the Health and Safety at Work etc. Act 1974 and associated regulations. - Equality and Non-Discrimination
Employment practices shall be free from unlawful discrimination, in accordance with the Equality Act 2010. - Freedom of Association
Workers shall have the right to freedom of association and collective bargaining, as provided under the Trade Union and Labour Relations (Consolidation) Act 1992. - Modern Slavery and Child Labour
The Company adopts a zero-tolerance approach to forced, bonded, or involuntary labour and strictly prohibits the employment of child labour, in accordance with the Modern Slavery Act 2015 and the Children and Young Persons Act 1933. - Dignity at Work
All individuals shall be treated with dignity and respect. Harassment, abuse, or any form of inhumane treatment is strictly prohibited, in line with the Protection from Harassment Act 1997. - Environmental Responsibility
The Company shall take reasonable measures to minimise adverse environmental and social impacts in accordance with the Environmental Protection Act 1990.
- Risk Identification and Due Diligence
The Company shall implement appropriate due diligence processes to identify and assess human rights risks, including:
- Risks arising directly from its own operations
- Risks associated with suppliers, subcontractors, and other third parties
- Potential risks within higher-risk sectors or supply chains
- Risk Mitigation and Prevention
The Company shall implement proportionate controls to mitigate identified risks, including:
- Conducting risk assessments for new suppliers and business activities
- Maintaining and enforcing policies addressing modern slavery, equality, and health and safety
- Incorporating ethical and human rights requirements into supplier agreements
- Providing appropriate training to employees and management
- Reporting and Remediation
6.1 Reporting Mechanisms
Concerns relating to human rights, labour standards, or ethical conduct may be reported via the following confidential channel:
- Email: chris@flyingcolorus.org
All reports shall be treated in confidence and without risk of retaliation.
6.2 Investigation and Corrective Action
Upon receipt of a concern, the Company shall:
- Record and assess the reported issue
- Conduct an investigation led by the Operations Director or a designated representative
- Implement corrective actions to address any confirmed breach
- Provide appropriate remediation where harm has occurred
- Monitor and review the effectiveness of corrective measures
- Implementation and Monitoring
The Company shall demonstrate its commitment through:
- Fair and merit-based recruitment and promotion practices
- Respect for workers’ rights regarding union membership
- Ongoing health and safety management, including training and independent audits
- Maintenance of a secure and respectful working environment
- Verification of age prior to employment and restriction of young workers from hazardous activities
- Payment of fair and competitive wages
- Engagement with local communities through responsible business practices
- Roles and Responsibilities
- Managing Director: Overall accountability for the implementation and effectiveness of this policy,day-to-day oversight, risk management, and investigations
- Employees: Required to comply with this policy and report any concerns
- Review and Amendments
This policy shall be reviewed annually, or more frequently where required due to changes in legislation, operational activities, or applicable standards.
Next Review Date: April 2027
The Company reserves the right to amend this policy at any time to ensure ongoing compliance and effectiveness.