Ensure that no worker in your operations or in your upstream supply chain pays recruitment fees. Conduct due diligence on your own recruitment practices and on any producers or processors you source from. Require evidence from labor brokers that no fees are charged to workers. 

• • Take Action, Action 2: Develop and implement guidelines for responsible recruitment

Review and standardize employment contracts across your sites and your suppliers. Contracts should be clear, multilingual, and include terms on wages, working hours, rest days, and repatriation. Support suppliers in delivering verbal briefings or visual aids to explain terms to workers. 

• • Take Action, Action 2: Develop and implement guidelines for responsible recruitment

Require upstream suppliers to disclose hiring channels and recruitment practices. Where risks are identified, help develop corrective plans and ensure workers are informed and involved. 

• • Collect & Assess, Action 1: Assess and prioritize your company’s human rights risk by collecting supply chain data

Train HR teams, site managers, and recruiters on ethical recruitment standards. Share training resources and offer joint sessions, where needed.

• • Embed, Action 4: Build internal support and capacity for advancing social responsibility and human rights

Establish or support effective and non-retaliatory grievance channels at your sites and at producer or processor facilities in your supply chain. Examples include multilingual hotlines, secure drop boxes, SMS-based tools, or support through trusted NGOs.

• • Take Action, Action 4: Develop and implement effective grievance mechanisms with remedy

Ensure that grievance procedures are known to workers and clearly posted. Confirm they are accessible regardless of contract status, literacy level, or nationality. 

• • Take Action, Action 4: Develop and implement effective grievance mechanisms with remedy

Support worker committees or elected representatives and create opportunities for regular engagement between management and workers at your facilities and in supplier sites. 

• • Engage, Action 3: Establish safeguards and develop ongoing collaboration with workers

Promote freedom of association by engaging with trade unions, worker committees, and trusted organizations. Ensure that workers can organize safely and are involved in identifying and addressing labor risks. 

• • Engage, Action 3: Establish safeguards and develop ongoing collaboration with workers

Partner with civil society or local labor groups to support worker-led grievance and remediation processes. Include these partners in orientations, feedback sessions, and training. 

• • Engage, Action 3: Establish safeguards and develop ongoing collaboration with workers

Work with producers and processors to remediate recruitment-related issues such as unpaid wages or illegal deductions. Share costs for reimbursement to workers where needed and support improvements to policy and procedures. 

• • Take Action, Action 5: When human rights violations are found in your supply chain, respond with corrective action and timely remedy

Align expectations on labor standards and recruitment with buyers. Leverage buyer support for long-term improvements, such as professionalizing recruitment processes, upgrading housing facilities, or advocating with government officials. 

• • Engage, Action 2: Set up long-term contracts to create collaborative relationships and incentivize progress

Establish improvement milestones for upstream suppliers and track progress. Provide technical support, guidance, or resources to help achieve these goals, including safer recruitment practices or effective grievance systems. 

• • Iterate, Action 2: Using the results from your HRDD program review, prioritize changes, align resources, and improve supply-chain initiatives

Join multi-stakeholder efforts to address labor risks in seafood and increase your leverage for change. Sharing tools, templates, and lessons across peer groups helps raise supply chain standards. 

• • Engage, Action 4: Participate in diverse, collaborative industry efforts to support HRDD program development

Monitor performance across your operations and your supply base. Track recruitment fees reimbursement, contracts reviewed, worker feedback gathered, and grievance cases resolved. 

• • Iterate, Action 1: Assess the efficacy of your company’s human rights due diligence practices and seek opportunities for improvement

Identify areas for improvement using risk assessments, audits, worker surveys, and grievance data. Demonstrate transparency and commitment by sharing anonymized examples of remediation and progress. 

• • Collect & Assess, Action 1: Assess and prioritize your company’s human rights risk by collecting supply chain data

Provide templates, tools, and coaching to support your suppliers in reporting progress. Build a feedback loop that helps you and your suppliers continuously strengthen recruitment and labor practices. 

• • Embed, Action 7: Communicate with suppliers and other key stakeholders

Build trust and show you are taking action to create safe and fair working conditions by communicating openly about challenges and improvements—with buyers and, when appropriate, with the public. 

• • Communicate, Action 1: Communicate to key stakeholders about progress you’ve made against your policies and goals