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What is our commitment to trading responsibly?
At Needle & Thread we strive to make our business as ethically aware & responsible as possible. The people we employ and the environment in which we live and work are our greatest assets and we believe that it is our responsibility to ensure they are taken care of.
Where do we make our clothes?

We manufacture our products in the suburbs of Delhi, India. We employ a permanent team based in the region to oversee and manage the production. Regular presence in our small network of factories allows us to closely monitor the quality of the collection and the way in which it is produced.

What is our policy on tackling human rights violations found within our supply chain?
In reaction to the Modern Slavery Act 2015, we have implemented a new business strategy that better enables us to research, identify and remediate human rights violations in our supply chain. We have a zero-tolerance policy; but face a very real challenge in navigating the common complexities found beyond our primary factories. However, we strongly believe that with the right attitude we can pioneer change in order to achieve our expectations. We have an in-house team dedicated to managing this, and with the support of our factories and stakeholders, we have implemented a labour code of practise that provides a clear framework within which we operate.

Please click here to view our code of conduct.


1.1 There is no forced, bonded or involuntary prison labour.

1.2 Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.


2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.


3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.

3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.


4.1 There shall be no new recruitment of child labour.

4.2 Companies shall develop or participate in and contribute to policies and programs which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; “child” and “child labour” being defined in the appendices.

4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.

4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.


5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.

5.2 All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.

5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.


6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards.

6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.

6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.

6.4 The total hours worked in any seven day period shall not exceed 60 hours, except where covered by clause 6.5 below.

6.5 Working hours may exceed 60 hours in any seven day period only in exceptional circumstances where all of the following are met: this is allowed by national law; this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce; appropriate safeguards are taken to protect the workers’ health and safety; and the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.

6.6 Workers shall be provided with at least one day off in every seven day period or, where allowed by national law, two days off in every 14 day period. International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.


7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation. Regular employment is provided


8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.

8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.


9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited. The provisions of this code constitute minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this Base Code address the same subject, to apply that provision which affords the greater protection.

Do we audit our factories?
Yes, we require our factories to be audited by a third party auditor. In 2016 we became B members of Sedex (www.sedexglobal.com) to help us manage the communication of factory audit reports. In 2017 we upgraded to an A/B membership which allows us to maximise the benefits of the platform. We engage with our factories directly and require that they hold their own Sedex membership so that we can share audit information and manage remediation with speed and efficiency.
Do we use fur or skins?
No, we do not use fur or skins in our product.
Do we use Angora?
All of our products are angora free.
Do we use any animal products in the Needle & Thread collection?
Yes, we have lambswool and cashmere in our current knitwear.
Do we test any of our products on animals?
No, our products are not tested on animals. Our product testing is carried out in a lab using specialist machinery to ensure that it is fit for purpose.
Do we use organic fabrics?
Organic options of the fabric qualities we use are not commonly available in the market at the moment, therefore organic fabrics are not currently used in the Needle & Thread collections. Our product teams are constantly reviewing new sourcing options with the hope that viable organic, or more environmentally friendly alternatives, do become available.
Are our garments sustainable?
Our goal is to create timeless investment pieces. Our fabrics, components and trims are carefully selected to withstand the test of time and we are always looking for new ways in which we can improve our product. By encouraging timeless wear we are attempting to reduce the chances of our pieces being disposed of in an environmentally unfriendly manner. Creating a more sustainable product is a constant challenge and we are very mindful of doing what we can to work towards a more sustainable future.
Is our packaging recyclable?
Our delivery boxes and packing tissue are 100% recyclable. The stickers used on the cardboard delivery boxes and our plastic delivery bags are not recyclable, but we are transitioning to fully recyclable options. By the end of 2018 all our packaging will be fully recyclable.