GOTS Social Compliance Audit Requirements: Core Standards for Factory Inspection and Certification

Entities seeking or holding GOTS certification for the processing, manufacturing, packaging, labelling, trading, warehousing, and distribution of textiles made from at least 70% certified organic natural fibres must comply with the following social responsibility standards. These requirements are fundamental to the factory audit and inspection process for GOTS certification.

Certified entities must ensure that the production of organic fibres respects GOTS human and social rights standards. They must avoid causing, contributing to, or being linked to human rights abuses through their activities and must address any adverse impacts. Special protection is required for vulnerable groups.

Key Audit Areas for GOTS Social Compliance Certification:

1. Prohibition of Forced Labor
Forced labor is strictly prohibited. Audits must verify that no work or service is extracted under threat of penalty, intimidation, or violence, including debt bondage or trafficking. Workers must be free to terminate employment after agreed notice. Inspections must confirm that no deposits or identity documents are withheld, and no fees are charged for employment. Workers cannot be forced to use employer-provided housing or transport.

2. Prohibition of Child Labor
Child labor is not permitted. Audit findings must show that no children below the minimum age are employed. If found, the entity must take remedial action, such as supporting the child's education. Young workers must not work at night or under hazardous conditions, their hours must be limited (max 8 hours/day, no overtime), and they must have adequate rest and access to education.

3. Non-Discrimination, and Freedom from Harassment & Violence
Factory inspections must verify that employment decisions are based on ability, not personal characteristics. A zero-tolerance policy for harassment, including sexual harassment and violence, must be enforced and evidenced during social compliance audits.

4. Promotion of Gender Equality
Certification audits should assess efforts to achieve gender equality through fair procedures in recruitment, promotion, and rewards. Equal training opportunities must be provided. Pregnant women and mothers must be protected from dismissal or negative career impacts. Discrimination against workers with family responsibilities is prohibited.

5. Freedom of Association & Collective Bargaining
Auditors must verify respect for the right to form unions and bargain collectively. Entities must not interfere with union activities and must provide time and space for worker organization and collective bargaining. Where no union exists, worker-elected representatives must be allowed.

6. Occupational Health & Safety (OHS)
A functional OHS system is mandatory. On-site inspections must verify a safe, hygienic work environment, regular hazard identification/risk assessment, provision of free personal protective equipment (PPE), and adequate first-aid/medical facilities. Special protection for vulnerable workers (e.g., young workers, pregnant women) is required.

7. Fair Remuneration & Living Wage Assessment
Audit checks must confirm that workers receive written, understandable employment terms. Wages for normal hours must meet or exceed legal/industry benchmarks and provide for basic needs plus discretionary income. Piece rates must be comparable to hourly rates for similar work. Wages must be paid regularly and documented.

8. Regulated Working Hours
Compliance verification must ensure working hours comply with national law or ILO standards, whichever is stricter (max 8 hours/day, 48 hours/week). Overtime must be voluntary, not exceed 12 hours/week, and not be regular. Workers are entitled to daily rest and at least 24 consecutive hours of rest per 7-day period on average.

9. No Precarious Employment
Employment should be based on a recognized relationship. Audits must ensure labor/social security obligations are not circumvented through sham contracting, subcontracting, home-working arrangements, or excessive use of short-term contracts that undermine worker protection.

10. Protection of Migrant Workers
Inspection criteria require equal treatment for migrant workers regarding pay, conditions, and employment terms compared to local workers. Employers must not retain travel documents. Contracts in a language workers understand must detail terms, including deductions, benefits, housing, and transport, provided at fair market prices.

11. Protection of Homeworkers
Certification standards require entities to strive for equal treatment between homeworkers and factory-based workers performing similar tasks, considering the specifics of home work. Applicable conditions should be aligned where appropriate.

These areas constitute the core social responsibility audit checklist for GOTS certification. Adherence is verified through rigorous third-party inspection and assessment to ensure ongoing compliance and certification maintenance.

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