1. What is SA8000?

SA8000 is the world's first social responsibility standard that can be used for third-party certification. It is formulated and issued by Social Accountability International (SAI). Its core focus is on enterprises' compliance and fulfillment of responsibilities in labor rights protection.

The standard is based on International Labour Organization (ILO) conventions, the Universal Declaration of Human Rights, and other international instruments. It covers eight core areas: child labor, forced labor, health and safety, freedom of association and the right to collective bargaining, discrimination, working hours, remuneration, and management systems. It is applicable to organizations of all industries and sizes, aiming to promote enterprises to establish production and operation models that meet social responsibility requirements and protect employees' legitimate rights and interests.

2. Core Certification Requirements of SA8000 (9 Modules)

(1) Child Labour

• Prohibit the employment of children under the age of 15 (14 in some regions in accordance with local laws).

• Prohibit workers aged 15–18 from engaging in hazardous work, night shifts, and overtime work, and establish registration and protection mechanisms.

• If child labor is found, immediately transfer the child from hazardous work, assist them in receiving compulsory education, and bear the related costs.

(2) Forced Labour

• Prohibit forced or bonded labor, withholding of identity documents, and collection of employment deposits.

• Employees may resign freely without unreasonable restrictions; forced overtime is prohibited.

• Eliminate non-voluntary labor forms such as prison labor and contract labor.

(3) Health & Safety

• Provide a safe working environment: meet fire safety standards, ensure unobstructed emergency exits, and provide free personal protective equipment.

• Conduct regular risk assessments and safety training, and establish a work-related injury reporting and handling mechanism.

• Ensure the hygiene of dormitories/canteens and the safety of drinking water, complying with local legal requirements.

(4) Freedom of Association and Right to Collective Bargaining

• Respect employees' freedom of association and right to collective bargaining, and do not retaliate against trade union members.

• In the absence of a trade union, establish employee representative communication channels to ensure the expression of demands.

• Do not obstruct the activities of legitimate labor organizations and actively cooperate with collective negotiations.

(5) Discrimination

• No discrimination in recruitment, remuneration, promotion, etc., based on race, gender, religion, disability, political opinion, etc.

• Prohibit sexual harassment, bullying, and workplace abuse, and provide a non-discriminatory working environment.

• Equal pay for equal work, and no unreasonable restrictions based on identity differences.

(6) Disciplinary Practices

• Strictly prohibit inhumane management methods such as corporal punishment, mental coercion, verbal abuse, and financial penalties.

• Develop and publicize written disciplinary policies; disciplinary procedures shall be transparent, fair, and allow appeals.

• Establish employee appeal channels to ensure that rights protection is free from retaliation.

(7) Working Hours

• Standard weekly working hours ≤ 48 hours, with at least one rest day per week.

• Overtime work must be voluntary, not exceeding 12 hours per week in total, and statutory overtime pay must be paid.

• In special cases of excessive overtime, written records and compensation plans are required.

(8) Remuneration

• Wages ≥ the local statutory or industry minimum wage, paid in full and on time.

• Provide statutory social insurance and paid leave; wage deductions shall not be punitive.

• Pay slips clearly list the composition of wages; wages shall not be offset by goods

(9) Management Systems

• Top management commits to social responsibility, appoints a dedicated person in charge, and provides resources.

• Develop written policies and procedures covering compliance, risks, training, and record management.

• Conduct regular internal audits and management reviews, establish corrective and preventive measures, and achieve continuous improvement.

• Keep records of working hours, wages, training, etc., and cooperate with third-party certification audits.