promote a fair labor market.

Labor markets are often closely linked to human rights, and Randstad therefore recognizes the important role it plays.  We are committed to preventing or mitigating adverse human rights impacts caused by or linked to our operations and services, and addressing such impacts if they occur. All our employees are educated on human rights through our induction and refresher training programs.  We adhere to the human rights chapter of the OECD Guidelines for Multinational Enterprises for Responsible Business Conduct as a benchmark for our international activities. In addition, we follow the United Nations Guiding Principles as the global framework to address business and human rights challenges.  We identify and assess the impacts on human rights based on salience, and implement actions to stop, mitigate and/ or prevent impacts. We track and monitor the effectiveness of implemented actions, communicate externally and engage with stakeholders throughout. 

UN global compact.

We are signatories to, and participants in, the United Nations Global Compact, and we support its Ten Principles regarding human rights, labor rights, the protection of the environment, and anti-corruption. We have embedded the Ten Principles into our corporate policies and developed a tool for human rights risk mapping. More details are available on the website of the UN Global Compact. While always complying with national laws and practices, we are also committed to making the Global Compact's principles part of Randstad's strategy, culture and day-to-day operations. The ten principles are therefore regarded as part of our business principles. Randstad signed the Statement for Renewed Global Cooperation with the UN Global Compact. 

labor rights.

The principles regarding labor are those outlined in the ILO Declaration on Fundamental Principles and Rights at Work. These are freedom of association and the right to collective bargaining, elimination of forced or compulsory labor, the abolition of child labor, the elimination of discrimination in respect of employment and occupation and a safe and healthy working environment. These are important human rights and therefore we have a zero tolerance policy on these topics and included them in our Human Rights policy. This means that all allegations that we receive will be taken seriously and handled confidentially and sympathetically. If after further investigation allegations are confirmed, remedial action, disciplinary action, dismissal, or legal action will be taken. 

human rights risk management.

Our global key control framework covers a number of relevant risks and controls related to business and human rights, notably bribery, workers' rights, health and safety, and discrimination. Effectiveness of these controls is assessed semi-annually. Before engaging in a new business relation, as well as on a periodical basis for active clients, human rights issues are assessed. Other ways in which we mitigate human rights risks at all our operating companies and branches include continuous training of our employees and management locally, and promoting organizational sensitivity to human rights issues in general.

human rights policy.

In our Human Rights Policy we set out the leading human rights principles for Randstad, its employees, job seekers, placed workers, and management as well as our expectations toward our external stakeholders such as clients, suppliers, all other stakeholders with whom our talent and Randstad employees interact as part of their jobs (including business partners such as agents, intermediaries, joint ventures, consortia members, governments or local communities). These principles reflect salient human rights issues, such as non-discrimination and equal opportunities, protection against intimidation and harassment, health and safety, modern slavery, and labor rights. We are especially committed to protecting those groups of people that are more vulnerable in the labor market. Vulnerable groups may vary per country and/ or region, and may include women, children, disabled people, migrant workers, the LGBTQI+ community, indigenous people, racial and ethnic minorities, and the long-term unemployed. These salient human rights risks and vulnerable groups are covered in our due-diligence process. We aim to avoid human rights breaches by capacity building, such as through our global equity, diversity & inclusion council and awareness raising and training initiatives. 

human rights compliance assessment.

We expect all our stakeholders to act in accordance with all relevant human rights principles that are defined in our Human Rights policy. Compliance assessment and risk identification therefore take place before entering new business relations. For example, in any M&A project, the cultural fit between Randstad and the potential target as well as the risk profile of the potential target are essential aspects in the due diligence process. This includes looking at among others their code of conduct and related policies - including on human rights, anti-corruption, ED&I, non-discrimination and data protection. In addition we would also look at, e.g. their supplier base, their standard contracts, clients (to the extent permitted under competition law) to be able to properly assess the relevant risks. Serious negative findings on these aspects in the due diligence phase would usually be a reason not to proceed. Findings that we feel can be adjusted to our standards post acquisition will be addressed on completion of the transaction.

Human rights are an integral part of our core values and business processes. They are always taken into account during our strategy-setting process, and are respected in our daily operations, as appropriate to our involvement, the nature and context of our operations, the extent to which human rights issues are likely to occur, and the impact they may have (severity and likelihood).

Our global Risk & Control framework (comprising ‘tone at the top’, performance management, concepts and best practices, risk & control activities, and reviews & audits) ensures that Randstad follows human rights principles worldwide. The design of this framework balances behavioral, preventive, detective and monitoring measures that safeguard compliance with human rights. The salient human rights principles covered in the due diligence process include the principles mentioned in our policy: diversity and inclusion; non-discrimination and equal opportunities; no harassment, intimidation or bullying; privacy; protection of health and safety; no modern slavery; no child labor; freedom of association; collective bargaining; fair working hours; remuneration; employability; respect for local communities. Within this process, special attention is paid to those groups of people that are more vulnerable in the labor market, including women, children, disabled people, migrant workers, the LGBTI+ community, indigenous people, racial and ethnic minorities, and the long-term unemployed. 

Through our partnerships with clients and talent, as well as our policy and industry involvement we invest in conversations on important issues including living wage, working time, fair and secure employment, and freedom of association collective bargaining. In this way, we hope to raise awareness and contribute to improved working conditions in the markets we operate in, and more widely. We are an attractive employer for our employees and talent by offering continuous development and career opportunities.

living wage.

Randstad is committed to protecting workers rights and ensuring access to jobs that strive to provide living wages. As per February 2024, the International Labor Organization (ILO) has agreed on a formal concept of a living wage and endorsed living wage policies, incorporating the needs of workers and their families alongside an assessment of the economic environment,

including economic development, levels of productivity and employment together with the sustainability of enterprises. This is to be calculated in accordance with the ILO’s principles of estimating the living wage, and is to be achieved through the wage-setting process in line with ILO principles on wage-setting. The expectation is to receive guidelines in 2025 from the International Organization of Employers (IOE) to support the implementation of these adopted ILO conclusions.

This dual approach ensures that wage-setting processes are balanced towards both talent and business, relying on data and statistics for an evidence-based approach tailored to national circumstances while not overlooking the need for social dialogue when negotiating collective agreements. This includes respecting national minimum wages and minimum wages set by collective agreements.

In countries with established minimum wage regimes, Randstad always complies with local legislation. In all other cases, we take a general legal compliance approach and advocate for living wages. In 2024 we created a roadmap to explore step by step the potential gaps and possibilities to provide living wages.

social dialogue.

Randstad invests in strong sectoral social dialogue in both a national and international level. This helps to update and conclude collective labor agreements (CLA's) where relevant and appropriate. This closely links to our core value of 'simultaneous promotion of all interests'. Either on our own account and/or through recognized industry bodies, we actively call for decent, clear, fair and workable rules and regulations in the markets in which we operate. 

working time.

Working hours shall not exceed the maximum set by local law, applicable collective bargaining agreements and ILO standards. This includes ensuring that our employees and talent have adequate time off for rest and leisure.

fair and secure employment.

Whether on our behalf and/or through recognized industry bodies, we push for decent, clear, fair and workable rules and regulations in the markets in which we operate. We promote a fair labor market and recognize the risks to talent of not providing secure employment. 

freedom of association.

We respect the right of employees to establish or join a trade union or similar body and be represented by them. Employment will not be subject to the condition that a person may not join such a body or must terminate their membership. In addition, Randstad respects employee participation. We support national works councils, where applicable, as well as our Randstad European Works Council, and engage in dialogue with trade union representatives, both on a national and international level. We shall not make talent available to a client for the purpose of replacing any workers of that client company who are legally on strike.

collective bargaining.

Randstad has long been an advocate of enabling flexible workforce solutions while adequately protecting workers’ rights in terms of remuneration, social security, and opportunities for growth and development. Randstad strives to establish constructive dialogues and to bargain in good faith in its contacts with trade unions or legitimate and relevant representative organizations. We invest in social dialogue and conclude collective labor agreements where possible and relevant. This is closely linked to our core value of simultaneous promotion of all interests.  Either on our own account and/or through recognized industry bodies, we actively call for decent, clear, transparent and fair rules and regulations in all the markets in which we operate.

We are committed to providing and maintaining a healthy and safe work environment and promoting mental health and well-being at work. All employees, talent and others that are under our control or working in our offices are expected to comply with all relevant legal and regulatory requirements, as well as with internal policies and procedures.

Our core aim is for zero fatalities & continual decline of harm. Although the legal responsibilities and liabilities with regard to the different stakeholders may vary per country, unsafe jobs are never an option. We will do all that is reasonably practicable to prevent personal injury and illness and to protect our employees and talent (placed and job seekers), clients, suppliers and visitors, from foreseeable work hazards. In accordance with our Global Health & Safety Policy, we are committed to complying with all applicable legal requirements and local standards. Where possible, we proactively work with our stakeholders to continuously ensure and improve health & safety at work. Where relevant for their work and workplace, we will ensure our employees and talent receive the required health & safety information and/or training prior to or upon starting an assignment. Our guiding principle is that all decision-making is also based on protecting the inherent safety of our employees and placed talent. This includes the development and maintenance of our systems and procedures, the provision of resources, and the continuous improvement of our business practices. To ensure optimal preparedness for both daily operations and potential situations of emergency or crises, our response plans include practical exercises, including evacuation drills and targeted emergency response training where applicable.

We work with our clients to promote and coordinate activities to support healthy and safe sites for all workers we place. Several of our operating companies have specialized health & safety managers to guide and advise clients, including carrying out health&safety assessments. Our operating companies also use a variety of measures to advance employee well-being. The global health and well-being guideline aims to support Randstad and its employees to access information on how to maintain and improve health and well-being at work, either at the office or while working from home. Using the workplace as a setting to promote and support health and well-being makes good business sense and has many benefits for both Randstad and its employees.

no workplace violence.

Respect in the work environment is a fundamental right, and as such we do not tolerate any form of intimidation, bullying or harassment, including sexual harassment. As well as adversely affecting an individual’s employment conditions, an environment where these intimidating, hostile or offensive behaviors are allowed to exist will negatively impact performance. 

no child labor.

We do not engage in child labor, either directly or indirectly, and always adhere to the legal age requirements in all countries in which we operate. We will act in accordance with the minimum age requirements in our markets. When working with our clients we always check the age of our talent prior to any assignment. Our suppliers and other relevant business partners have to commit to our supplier code prior to contracting to ensure to the extent possible that we do not indirectly engage in child labor. 

no forced labor.

We take a zero-tolerance approach to modern slavery: no form of forced labor, such as slave, bonded, indentured, or prison labor, will be used or offered, nor do we engage in human trafficking. Randstad companies shall never - directly or indirectly - engage in recruitment, transportation, transfer, harboring or receipt of people through force, fraud or deception, with the aim of exploiting them for profit. Our processes around talent engagement ensure our employees are alert to the signs of exploitation, in order that we may take the necessary action promptly and effectively, should it be identified. Randstad has adopted and continues to develop a proactive approach to prevent, respond to and remediate the risks of modern slavery within our workplaces.

Work must be voluntary and placed talent and own employees shall be free to leave work or terminate their employment with reasonable notice, provided they abide by local legal requirements. Randstad companies shall never charge directly or indirectly (e.g., through subcontractors) any fees or related expenses to job seekers, placed talent and employees for registration or recruitment, whether for a temporary assignment or a permanent position. Lodging of deposits is never required, and no one shall be deprived of their identity papers, diplomas or training certificates upon starting or terminating work for Randstad or its clients.