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Carhartt Corporate Responsibility

When our company was founded in 1889, Hamilton Carhartt talked about the role of a responsible business in doing, "the just and honest thing, gainful if possible". These core principles have underpinned Carhartt's approach to business for more than 125 years and are as relevant today as they were in 1889.

Building on our roots as an American company, Carhartt products are today manufactured and sold globally. Production is centered in company-owned factories in the U.S. and Mexico, and in a network of supplier and licensee factories around the world.

We are keenly aware of the environmental and human rights challenges presented by global sourcing and we have taken a number of important steps to help ensure that our principles are upheld throughout the global network of factories supporting our business. Key steps include:

* Adopting a Workplace Code of Conduct that establishes expectations for all of our supplier and licensee relationships. This Code provides key base line expectations for environmental protection, responsible working conditions, and fundamental human rights. It is based on the Core Conventions of the International Labor Organization and the UN's Universal Declaration of Human Rights.

* In addition to these third-party assessments, Carhartt sourcing and quality assurance personnel visit and work in supplier facilities on an ongoing basis. These individuals have been trained on responsible workplace conditions and Carhartt's expectations for suppliers. The regular presence of Carhartt personnel at supplier facilities allows us to closely monitor day-to-day work conditions supplementing periodic audits by WRAP or other third-parties.

For more information please contact:

Media Inquiries:
Erica Salomon
Communications Manager
esalomon@carhartt.com

Other Inquiries:
Anna Inch
Senior Director of Legal and Compliance, Accounting
ainch@carhartt.com

In September of 2010, the state of California enacted legislation requiring all companies doing business in the state to disclose information on the actions being taken to address the risks of human trafficking and slavery in their global supply chains. Shown below are Carhartt's responses to the five required disclosures outlined in the legislation:

  1. Verification -- All factories producing goods for Carhartt are required to comply with the Company's Workplace Code of Conduct, which includes a specific "prohibition of involuntary, prison, or forced labor - indentured, bonded or otherwise" and a methodology to verify compliance with labor standards. All suppliers also are expected to meet the standards of the US Customs-Trade Partnership Against Terrorism (C-TPAT), including recommended safeguards protecting against the introduction of non-manifested cargo. These expectations extend to all sub-contractors. Verification takes place through third-party assessment of responsible labor conditions, using the Worldwide Responsible Accredited Production (WRAP) protocol, or a similar third-party factory certification approach.

  2. Audit -Responsible labor practices are confirmed through third-party factory assessments, using the Worldwide Responsible Accredited Production (WRAP) social audit protocol, or a similar third-party factory certification approach. Supplier audits are conducted by reputable third-party assessment firms and are unannounced within a 30-day window. These audits evaluate present factory conditions as well as the policies, procedures and management systems which are necessary for ongoing compliance.

  3. Certification-- Carhartt's Workplace Code of Conduct requires all of our suppliers to comply fully with all local laws, including those related to slavery and human trafficking. In the event local laws are not robust, Carhartt's Workplace Code of Conduct further prohibits suppliers from using "involuntary, prison, or forced labor - indentured, bonded or otherwise." Suppliers certify that they understand and comply with these expectations before starting Carhartt production and periodically thereafter.

  4. Internal Accountability-- Responsible labor conditions have been a core value at Carhartt for more than 125 years. Internal accountability resides with the leadership of the core business functions responsible for the relevant commercial relationships - e.g., the Sourcing function for all relationships with cut and sew suppliers and the Licensing Department for all license agreements. All Carhartt contractors and licensees must adhere to our Code and maintain appropriate third-party certifications.
    If an audit demonstrates that a contractor does not comply with Carhartt's Code of Conduct, we take appropriate remedial action. While we prefer to work with contractors to achieve improved conditions, violations involving human trafficking or slavery would be considered "zero tolerance" issues that must be immediately corrected or Carhartt would act to terminate the contractual relationship.

  5. Training-- With support from WRAP, Carhartt has conducted training on the Company's Workplace Code of Conduct - including provisions related to human trafficking and slavery. Individuals completing this training include supply chain leadership from the Vice President through the manager level in our Sourcing and Quality Assurance activities. Select individuals in our Customs activity also have completed the training. We are presently in the process of extending the training to others within our organization.

Carhartt, Inc.
(Revised October 3, 2018)

As a premium brand, Carhartt is committed to conducting business in a fair and ethical manner. Carhartt’s Social Compliance Department’s Mission is To serve and protect the hardworking people who make our products. Consistent with this Mission, Carhartt has established this Code of Conduct as a minimum set of standards for Carhartt suppliers. Carhartt’s Code is based on internationally accepted labor standards, including the International Labor Organization’s Core Conventions and the Universal Declaration of Human Rights. While this Code establishes minimum standards, Carhartt aspires to partner with companies that share Carhartt’s corporate values and are committed to continuous process improvements as it relates to social and environmental practices. Any questions or concerns, or any alleged violations, should be emailed to factorycompliance@carhartt.com.

Scope

As used herein, the term supplier is defined broadly to cover the range of Carhartt’s supply chain partners, including cut and sew suppliers providing finished garments, direct and nominated suppliers of fabrics, trims and other raw materials, licensed partners’ facilities, transportation and logistics providers and other supply chain partners. The term supplier also applies to the authorized subcontractors used by Carhartt direct suppliers, including, but not limited to, laundry, screen print, printing, embroidery or other embellishments or processes. Suppliers with which Carhartt has a direct contractual relationship are expected to extend these standards to all of their suppliers and to initiate practices to assure that these standards are adopted throughout the global supply network supporting Carhartt.

The consequences of non-compliance by suppliers with the standards outlined in Carhartt’s Code of Conduct may include, but are not limited to, cancellation of existing orders or loss of all future business with Carhartt. Carhartt’s process for approving and ensuring compliance to the Code of Conduct is outlined in Appendix A.

Code of Conduct

1. Employment Relationship – Carhartt suppliers will adopt and adhere to the rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labor and social security laws and regulations.

2. Compliance with Laws and Workplace Regulations – Carhartt suppliers will comply with laws and regulations in all locations where they conduct business including those relating to labor, social insurances/security, worker health and safety, and the environment. It is further expected that suppliers will cooperate fully with Carhartt in its compliance with laws applicable to Carhartt in countries where Carhartt does business. Where local law or standards differ or conflict, the highest standard shall apply.

3. Prohibition of Forced Labor – Carhartt suppliers will not hire any employees under the age of 15, or under the age interfering with compulsory schooling, or under the minimum age established by law, whichever is greater. Supplier must maintain official and verifiable age documentation for each worker.

4. Prohibition of Child Labor – Carhartt suppliers will not hire any employees under the age of 15, or under the age interfering with compulsory schooling, or under the minimum age established by law, whichever is greater. Supplier must maintain official and verifiable age documentation for each worker.

5. Prohibition of Harassment or Abuse – Carhartt suppliers will endeavor to establish workplaces where every employee is treated with respect and dignity. No employee shall be subjected to any physical, sexual, psychological or verbal harassment, abuse, corporal punishment, or monetary fines.

6. Prohibition of Discrimination – Carhartt suppliers will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs. No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.

7. Freedom of Association & Collective Bargaining – Carhartt suppliers shall recognize and respect the right of employees to freedom of association and collective bargaining.

8. Compensation and Benefits – Carhartt suppliers will pay at least the minimum total compensation required by local law, including all mandated wages, allowances, and benefits, as well as required pay for overtime and holiday work. Supplier must maintain adequate and verifiable payroll documentation and each employee must be provided with a clear, written accounting for each pay period.

9. Hours of Work – Carhartt suppliers will conform to hours worked each day, and days worked each week, that do not exceed the legal limitations of the countries in which they operate. At a minimum, Suppliers will provide at least one day (24 hours) off in every seven-day period, except as required to meet urgent business needs. Suppliers are encouraged to control total weekly hours to 60 or less for all employees. All overtime hours must be worked voluntarily.

10. Health and Safety – Carhartt suppliers must ensure that their employees are provided with a safe and healthy work environment, including any housing and cafeteria requirements, and are not subject to hazardous or unsanitary conditions.

11. Multi-Tenant – Carhartt production is prohibited in factories with more than one tenant unless Carhartt’s Multi-Tenant Policy is fully complied with (Appendix B)

12. Sandblasting – Unique challenges exist with working conditions and with worker health and safety in the denim finishing process in laundries and facilities. In view of health concerns related to the use of sandblasting in garment processing, sandblasting processes are not permitted at any facilities that produce Carhartt products.

13. Environmental – Carhartt suppliers will comply with environmental rules, regulations and standards applicable to their operations, and will adopt responsible measures to mitigate negative impacts that the workplace has on the environment. This includes hazardous waste disposal, waste management practices, air emissions, water treatment and other significant environmental risks.

14. Procurement Ethics – CCarhartt’s business relationship with its suppliers is based solely on the supplier’s merits in the way of prices, excellent quality, prompt delivery and efficient services. Therefore, no payments, gifts, rewards or gratuities of any kind shall be made directly or indirectly to Carhartt employees or Carhartt’s buying agent or staff members in consideration of the business being placed with supplier.

15. Bribery and Corruption – Carhartt suppliers will not, in connection with any aspect of their business with Carhartt, directly or indirectly give or offer any bribe, kickback or other improper payment or benefit to influence another individual, company, organization, government official or body, or political party or candidate, regardless of whether it is officially tolerated or condoned.

16. Transparency – Honesty and transparency is critical for a relationship with Carhartt. Supplier is required to provide accurate and truthful answers to any questions or documents requested by Carhartt. The use of falsified records, double books or similar documents, or coached/instructed employee interviews can and will result in the disqualification of the Supplier from future business with Carhartt.

17. Subcontracting – Carhartt will not tolerate the unauthorized subcontracting of any or all production operations associated with the manufacture of Carhartt products. Carhartt suppliers must disclose any subcontracted processes prior to production and receive written approval from Carhartt for the use of subcontracted services; including, but not limited to, laundry, screen print, embroidery or other embellishments or processes. Carhartt also specifically prohibits the practice of “Home Work” as a means of producing its product. Subcontractors will be required to meet the same Carhartt Workplace Code of Conduct as primary Carhartt suppliers. Approval is specific to individual subcontractor locations. Any unauthorized subcontracting may result in the immediate cancellation of all open orders or other business relationships between Supplier and Carhartt.

18. Migrant Labor – Any supplier using Migrant Labor is required to adopt the Carhartt Policy on Migrant Labor (Appendix C), or draft their own policy that includes the Carhartt policy requirements as a minimum, no later than March 31, 2019. Any violations found related to migrant workers hired after March 31, 2019 will require the supplier to reimburse all inappropriate fees charged to the migrant worker. The policy includes the following critical requirements, in addition to other guidance.

●   All employment contracts and other work related information must be truthful, clearly written and provided in the worker’s native language

●   Workers must be provided with contracts and wages that equal or exceed those of local workers per the policy, and must be treated equally in the workplace.

●   Workers should not pay any recruitment fees or other related employment fees from country of employment or home country – including transportation to and from the host country per the policy.

●   Workers shall retain possession and control of their personal identity documents, such as passports, identity papers, travel documents, and other personal legal documents at all times

19. Animal Welfare – Carhartt believes that every animal deserves to be free from hunger and thirst, discomfort, pain, injury or disease, fear and distress. The belief is that this should last for an animal's entire lifetime, including birth, growth/rearing/breeding, feed/water/shelter, transport and slaughter. No animal used for the production of Carhartt products should be intentionally harmed or exposed to pain. Taking the lives of animals should be conducted using the quickest and the least painful and non-traumatic methods available. Carhartt may request specific information on the Supplier’s supply chain related to the conditions imposed on animals used for certain materials (e.g. down, leather, wool).

20. Source of Cotton Fiber – Due to Uzbekistan and Turkmenistan’s ongoing use of forced labor and child labor in growing and harvesting cotton, Carhartt has joined with many other brands in pledging to not knowingly use Uzbek and/or Turkmen sourced cotton in products. Suppliers are required to ensure that Uzbek and/or Turkmen cotton is excluded from the supply chain. Carhartt will periodically request suppliers to attest that cotton fiber is not Uzbek and/or Turkmen sourced (Appendix D). In some cases, suppliers may not know where cotton is grown and, in those cases, suppliers will be asked to provide information on their sources for fabrics, yarns and threads.

21. Customs Compliance – Carhartt suppliers will comply with applicable customs law and, in particular, will establish and maintain programs to comply with customs laws regarding illegal transshipment of apparel products.

22. Security – Carhartt suppliers will maintain facility security procedures to guard against the introduction of non-manifested cargo into outbound shipments (e.g. drugs, explosives, biohazards, and/or other contraband). Suppliers are further expected to cooperate with Carhartt in meeting C-TPAT and other supply chain security requirements established by U.S. Customs and Border Protection or other governmental security requirements.

23. Right to Audit – Carhartt reserves the right to visit the production or other facilities where Carhartt product is produced or handled at any time. These visits may be conducted by Carhartt employees or by third-party auditors retained by Carhartt. Visits may be announced, semi-announced or unannounced. Any denied access to a facility will be considered a Zero Tolerance violation.

24. Visibility of Carhartt Code of Conduct – A copy of Carhartt’s Workplace Code of Conduct (first 4 pages) must be posted in strategic locations at the supplier’s place of business (i.e. lobby, near time clocks, bulletin board, etc.) so that each member of the supplier’s organization has access to the policy. The policy should be translated into the native languages of all workers and be located so that employees can read and understand Carhartt’s policy. Supplier is to provide Carhartt with a copy of any translation.

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As noted in this Code of Conduct, Carhartt aspires to partner with companies that share its corporate values and are committed to continuous improvement of social and environmental practices. It is our intent that the standards outlined in this Workplace Code of Conduct be applied throughout the global network of vendors involved in the development, manufacture and transport of Carhartt products. Vendors with which Carhartt has a direct contractual relationship are expected to extend these standards to all sub-tier suppliers and to initiate practices to assure that aligned standards are adopted throughout the global supply network supporting Carhartt.

At Carhartt, we pride ourselves on working with like-minded organizations that align with our brand and business. Carhartt supports 501(c)(3) nonprofit organizations whose mission statements align with our own by providing in-kind product donations to assist with charitable efforts. We do not accept unsolicited requests for financial contributions.

We prefer to donate apparel to organizations that focus on supporting disaster relief and workforce development. True to our work wear roots, our community affairs program exists to assist those in need by providing product that will allow them return to work with durable apparel to protect them from the elements. Click here to learn more about our community affairs program.

Special consideration is given to organizations in Michigan, Kentucky and Tennessee, where we have long-established facilities and deep ties to the community.

All requests must be submitted to Carhartt through our online donation request system. We no longer accept requests via other methods.

Thank you for your interest in partnering with Carhartt.

Submit a Request

Carhartt has always been dedicated to the protection of our consumers. As we continue to expand into the global market, it is more important than ever. Carhartt works hard to ensure that our garments are designed and manufactured responsibly, and that any chemicals used are safe for our consumers as well as all workers in our supply chain factories.

Years ago, Carhartt adopted the Restricted Substance List as a product specification. This list is maintained by the American Apparel and Footwear Association and is accessible as a public document. The list represents current global standards for the industry and is updated twice annually to ensure conformance with global consumer protection standards. By focusing first and foremost on protecting Carhartt consumers, we are in turn protecting the Carhartt brand.

Any inquiries regarding general conformity certifications under the Consumer Product Safety Improvement Act of 2008 should be directed to Carhartt’s website.

Request A Certificate of Compliance


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