Anti-Slavery and Human Trafficking Policy


This Policy is to be read with the following:

  • Recruitment Policy
  • Training Policy
  • Disciplinary Code
  • Whistle-blowing policy
  • Child Labour Policy
  • Anti-Sexual Harassment Policy
  • Grievance Procedure
  • Fair Treatment of Employees policy
  • Supplier Code


Slavery can occur in various forms, including servitude, forced or compulsory labour and human trafficking, all of which have in common the deprivation of an individual’s freedom by another in order to exploit them for personal or commercial gain.


This policy spells out our position on Modern Slavery and Human Trafficking with the aim of preventing opportunities for modern slavery to occur within our business operations including supply chain.


We have a zero-tolerance to human trafficking and slavery in all its forms. We are committed to ethical behaviour and conducting all business with integrity and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking does not take place in our own businesses, spheres of influence or those of our suppliers.

We will continually review our compliance and risk management processes to determine and ensure adequacy of measures to prevent slavery and human trafficking in any part of our business or our supply chain.

Going forward, we expect those with a business relationship with us to familiarise themselves with this policy and to consistently ensure compliance with it.


Zero Child Labour

Systems are in place to ensure no children are employed within our operations and supply chain.

Forced and Bonded Labour

Any type of forced labour or bonded labour is prohibited within our business and supply chain, this includes working under the regimen of involuntary imprisonment, in agreement with ILO Conventions 29 and 105 and national laws.

Employees shall NOT be required to lodge "deposits” or their original identity papers with the management.

Freedom of Association & Right to Collective Bargaining

Employees have the right to freely organize and voluntarily negotiate their working conditions in a collective manner as established in ILO Conventions 87 and 98. We respect the right of all unionisable employees to form and join registered trade unions and bargain collectively.


We do not discriminate in our labour and hiring policies and procedures along any lines including race, colour, gender, age, religion, social class, political tendencies, nationality, syndicate membership, sexual orientation, marital status or any other motive as indicated
by applicable laws and ILO Conventions 100 and 111.

We ensure access to employment, promotion, and training on equal terms, irrespective of gender, age, ethnic origin, colour, marital status, political opinion, religion or social origin.

Disciplinary and grievance procedures shall be followed without any discrimination whatsoever.

Disciplinary Practices

Every employee shall be treated with respect and dignity. Physical, sexual harassment, or psychological oppression, shall not be tolerated.

Working Hours

Working hours, rest periods during the workday, the number of annual paid vacation days and holidays, and rest days comply with relevant labour laws.

Fair Wages are Paid

Employees receive pay in legal tender greater than or equal to the legally established minimum wage, according to their specific job.

Deductions from wages as a disciplinary measure is prohibited. No other deductions, apart from legal deductions from wages, shall be done without the employees approval.

Regular Employment is provided

Kakuzi Plc directly hires its workforce, except when a contractor is able to provide specialized or temporary services under the same environmental, social and labour conditions required by the laws of the country.

All permanent and temporary/seasonal employees shall be provided with a legally binding employment contract signed by both parties detailing their obligations, rights, terms and conditions of employment. Employees shall be provided with a copy of the signed contract.

Revision Date: November 2020 || Approved by MD || Revision No. 00/2020