Code of Conduct

At Weissenborn a/s, we run our business in a professional and responsible manner. We see it as our responsibility to ensure that our suppliers operate in accordance with our high standards. Weissenborn a/s formulated a set of ethical principles ( so-called Code of Conduct ) which set out what the company expects of itself and its supplier. On some fronts, the requirements stipulated in Weissenborn’s Code of Conduct are higher than the standard requirements in force in many of the countries that are home to our suppliers.

Weissenborn’s Code of Conduct comprises:

·         Child labour

·         Pay and working hours

·         Discrimination

·         Coercion and harassment

·         Forced labour

·         The working environment

·         Freedom of association

·         The environment

·         The fight against corruption

·         Supply chain security


Weissenborn’s Code of Conduct encourages Weissenborn’s suppliers to ensure and promote responsible manufacturing and business principles. The aim is to ensure that both our suppliers and their subcontractors produce components and supply services to Weissenborn in an ethically responsible manner. The present document sets out our minimum requirements, and Weissenborn encourages its suppliers to strive for continuous improvements within all the areas touched upon within the Code of Conduct.

It is absolutely essential for Weissenborn that the men and women/employees who are involved in the production of products and components, at both the company’s own plants and plants owned by suppliers and there subcontractors, are treated properly and with respect.

Field of application

Weissenborn operates in accordance with the principles in the present Code of Conduct, and the company requires its suppliers to do likewise by ensuring they have an appropriate company policy and suitable managements systems in place to guarantee compliance with the requirements listed in Weissenborn’s Code of Conduct.

Suppliers are also responsible for ensuring that their subcontractors comply with Weissenborn’s Code of Conduct. In this document, the term “ supplier” hereinafter refers equally to all the supplier’s subcontractors.

Compliance with legislation

Suppliers must comply with all applicable local legal requirements, regulations and industry standards.


Supplier must ensure that the contents of Weissenborn’s Code of Conduct are made known to all employees, and that the later understand the Code of Conduct, e.g. by posting it on public notice boards within the company.

Employment practice

The company must not be associated with child labour.

For all types of work suppliers must seek to organize the tasks, working hour and work load of young employees with particular consideration for their age.

Forced labour and freedom movement

Suppliers must not make use of forced labour or bonded labour, be it directly or indirectly. Forced labour or bonded labour is defined as work or services that people are forced to provide against their will under the threat of some form of punishment. Employees must enjoy freedom of movement in connection with their employment.

The employee’s personal paper, work permit or pay must not be withheld so as to prevent employment from leaving their employment.

Force and disciplinary sanctions

Physical punishment, threats of violence and other types of physical or psychological coercion or abuse must not be employed. Disciplinary sanctions in the form of fines or reductions in pay are not permitted.


Direct or indirect discrimination in hiring or employment opportunities on the basis of race, colour, gender, language, religion, political or other beliefs, age, nationality, social or ethnic origin, financial circumstances, sexual orientation, ancestry or other status is not permitted. Female employees must not be asked to provide an obligatory pregnancy test. Employees must not be asked to provide an obligatory HIV/AIDS test.

Pay, remuneration and holidays

Employees must be paid a wage which ensures they can maintain a reasonable standard of living, and suppliers must comply with local laws and regulations pertaining to minimum wages. In addition, suppliers must pay remunerations as require in accordance with local legislation. Wages must be paid in legal tender at least once a month. In situations where the legal minimum wages cannot ensure a reasonable standard of living, suppliers are encouraged to supplement employee’s pay in order to cover their needs. Employees are entitled to sickness absence and maternity leave in accordance with local legislation.

Working hours

Weissenborn has a fundamental belief that the maximum permitted number of working hour should not be, on a normal basis, exceed 48 hours per week, with a maximum limit of 60 hours including overtime. Overtime must only be worked on a voluntary basis, and must be structured in such a way as to ensure safe and humane working conditions. Employees must be compensated for the hours worked in accordance with local legislation.

Weissenborn will, however, accept that the supplier’s employees may work more than 60 hours if they do so voluntarily and if this is permitted under local legislation.

The number of consecutive working days must not exceed that stipulated in local legislation, and employees are, as a minimum, entitled to at least one day off per week.

Terms of employment

Employees must be given written confirmation of the terms and conditions of their employment if this is a requirement under local legislation.

Freedom of association and the right to collective bargaining

The company should not interfere in or hinder the right of employees to become a member of a trade union or their right to collective bargaining as defined under local legislation. In situations or countries where the freedom of association and the right to collective bargaining is limited by legislation, suppliers must provide an alternative to ensure that all employees are permitted to organize and participate in collective bargaining.

Freedom of speech

Reprisals must not be directed at employees in order to prevent them from expressing any dissatisfaction with their working conditions in an open and loyal manner. When inspections are carried out, employees must have the opportunity to inform the inspectors about any breaches of this Code of Conduct without the fear for reprisal.

Rules must be established for dealing with professional disputes, and these rules must provide employees with an efficient way to oppose any disciplinary sanctions imposed on them. The company must accept and abide by decisions made on the basis of such procedure.

Weissenborn whistleblower directive

The purpose of your reporting channel is that whistleblowers can safely provide information about potential violations of law that occur in or in connection with the company, and that the whistleblower is under the protection of the EU directive.

Reports will be treated anonymously, and the reporting channel must ensure that information about the complainant will not be passed on.

Reports can be made orally, in writing or both

Weissenborn's employees must be able to report through the reporting channel

Other people who are connected to Weissenborn also have the opportunity to use the reporting channel

Reports must be made to:

Ove Rasmussen

Telephone: +45 40534620


Working environment

The company is responsible for providing a safe and healthy working environment that complies with local legislation by:

·         Taking responsibility for the health and safety employees.

·         Offering training and ensure that employees are educated in matter of health and safety

·         Checking risks and taking the best possible precautions as regards accidents and occupational diseases

·         Establishing or using a reasonable occupational health and safety management system.

The environment

Local legislation as regards the protection of the environment must be observed.

Suppliers must strive to use environmental management systems to:

·         Reduce the amount of waste and emissions to the air, soil and water

·         Handle chemicals in an environmentally responsible manner

·         Handle, store and dispose of hazardous waste in an environmentally responsible manner

·         Contribute to the recycling and reuse of materials and products

·         Implement environmentally friendly technologies.

Corruption and bribery

Weissenborn exercises zero tolerance towards all forms of corruption. Weissenborn does not offer, promise or provide any form of bribe to exert any unlawful influence over a public employee, judge or business partner. Weissenborn refrains from receiving or accepting any form of bribery.

Supply chain security

Suppliers must maintain a suitable level of security to protect goods and data prevent unauthorized access there to. These precautions are designed to prevent damage, loss or misuse and must apply to both third parties and the suppliers own employees.

Inspection and evaluation

Weissenborn reserves the right to inspect and check suppliers at any time in order to ensure that they comply, with the present Code of Conduct. All documentation required to show that suppliers comply with Weissenborn Code of Conduct must be kept at the company.

All suppliers must ensure unrestricted access to inspections on site, including unannounced visits from Weissenborn and/or its appointed representatives. There must be full access to all information that may indicate whether suppliers comply with Weissenborn ´s Code of Conduct or not, and inspectors must be able to conduct confidential interviews with randomly chosen employees during these inspection visits.

If a site inspection reveals a failure on the part of suppliers to comply with the present Code of Conduct, Weissenborn will enter into constructive dialogue with the supplier in question in order to improve conditions. Weissenborn will demand satisfactory action plans designed to remedy any breaches of the Code of Conduct, and will carry out follow-up inspections to ensure that necessary improvements are implemented.




Weissenborn A/S
Sadelmagervej 20
DK-7100 Vejle
Telefon: +45 75 72 77 00
Our certifications