Responsible Recruitment Policy
1. Purpose
This policy outlines Logitech's commitment to responsible and ethical recruitment practices. It is essential to our sustainability efforts and aligns with our core values of integrity, fairness, and respect for human rights. By upholding high standards in recruitment, we aim to ensure that all workers involved in our operations and supply chain are treated fairly and ethically. This includes preventing any form of forced or child labor, ensuring safe and voluntary employment, and promoting transparency and accountability across our supply chain. Our focus on responsible recruitment helps safeguard the well-being of workers and mitigates risks in our operations. This approach enhances the long-term sustainability of our business and contributes to achieving UN Sustainable
Development Goal 8 (Decent Work and Economic Growth).
2. Scope
This policy applies to Logitech's own operations and supply chain. Our requirements apply to all
Logitech facilities (including our own production facility) and extend to our business partners and supply chain, including suppliers and recruitment agencies.
3. Objectives
Our objectives can be summarised as follows.
%? Prevent child and forced labor by enforcing ethical hiring practices.
%? Uphold fair and transparent recruitment aligned with international good practice standards, as defined by the United Nations Global Compact and the RBA Code of Conduct.
%? Ensure worker rights through fair treatment, written contracts, and voluntary employment.
%? Eliminate recruitment fees by enforcing relevant RBA Code of Conduct requirements .
%? Hold suppliers accountable through disclosure, training, and compliance requirements.
%? Strengthen oversight with audits, worker interviews, and reporting mechanisms.
%? Promote continuous improvement by engaging in industry initiatives.
%? Encourage the adoption and systemisation of good practice in our supply chain.
Logitech Responsible Recruitment Policy
1
4. Requirements
Logitech's framework for sustainability management is based on the Responsible Business Alliance
(RBA) Code of Conduct, which reflects international norms and best practices such as the Universal
Declaration of Human Rights, ILO International Labour Standards, OECD Guidelines for Multinational
Enterprises, ISO 45001, ISO 14001, and SA8000. We have fully adopted the RBA Code, which governs our approach to recruitment and the prevention of forced labor. It helps us meet legal obligations and continuously improve our practices in line with our values.
Our requirements reflect both the RBA Code and company-specific expectations, applying to our production facility and extending to recruitment agencies and suppliers. These include the following.
Age-Appropriate Recruitment
%? Zero tolerance for child labor. Child labor is defined as work by any person
%? under the age of 15; or
%? under the age for completing compulsory education in the country of origin, or
%? under the minimum age for employment in the country of origin
- whichever is higher
%? Young workers (under 18) shall not perform work that is likely to jeopardize their health or safety,
including night shifts or overtime.
%? Student workers
