Human Rights & Labour Standards

At Aibel, we promote a culture based on equal treatment of employees, mutual respect and trust. We offer our employees fair and reasonable working conditions and we do not discriminate.

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Aibel wants to contribute to the promotion of human rights and labour standards in the countries we operate. Therefore we comply with international laws, declarations and principles. We comply with the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work 1998.

Our stand on modern slavery and child labour

Operating around the world demands a clear commitment to human rights issues and the prevention of child labour and modern slavery. Aibel therefore fully supports the principles in the Modern Slavery Act 2015 concerning slavery and human trafficking, along with the commitment to pay particular attention to the human rights of those most vulnerable to adverse impacts, including women, children and migrant workers. In addition we have established guidelines and policies to affirm our commitment to respect human rights, including the rights of children, in every aspect of our business.

Human rights in our supply chain

We have included appropriate terms in our policies and contractual documentation, obliging suppliers and contractors to comply with our Supplier Code of Conduct. Our goal is that our entire supply chain will implement and adhere to the ethical standard set out in our code.

The Norwegian Transparency Act

The Transparency Act entered into force on 1 July 2022.

The Act shall promote enterprises' respect for fundamental human rights and decent working conditions and ensure the general public access to information regarding how companies address adverse impacts within these areas.

The three Requirements in the law:

  • Perform due diligence to identify and assess actual and potential adverse impacts on human rights and working conditions
  • Account for the due diligence in an annual statement published on webpages within 30 June every year starting in 2023
  • Provide information within 3 weeks to anyone who sends a written request. Starting 1 July 2022

Aibel has performed an initial due diligence and have identified and assessed target areas. We will publish the statement as instructed in the law and continue to work on our assessment and measures to prevent and remedy any actual or potential adverse impact.

While waiting for our 2023 statement - please read our Sustainability Report.

Information requests:

For those who requests information with reference to ยง6 in the law; We ask that all request are routed via our reporting channel WhistleB. Please ensure that your request includes contact information for us to properly archive and respond to your request.

Follow the link to WhistleB for easy access.

Aibel's Human Rights Policy
Aibel's HR Policy