How It's Made

GOTS is the most comprehensive international standard for Organic textiles. GOTS ensures the “organic status of textiles, from harvesting of the raw materials, through environmentally and socially responsible manufacturing up to labeling in order to provide a credible assurance to the end consumer.”

To review a copy of this standard please click here .

To view our GOTS certificate click here.

To learn more about our GOTS supply chain click here.

The International Working Group on Global Organic Textile Standard has produced an informational film outlining the Global Standard’s ecological and social requirements. In particular, the film highlights inspections, certification and lab analysis work in textile production sites all over the world and addresses the standard's benefits for both the industry and consumers. You can view a short preview (3:09 minutes) here. The film - available in full length and in different language / subtitle versions - can be ordered by interested textile companies, institutions and organizations at no cost.

The following in an excerpt from the Global Organic Textile Standard Version 3.0:

3. Minimum social criteria

3.1. Scope

The following social criteria apply to all textile processing and manufacturing stages. As soon as applicable minimum social criteria
will be introduced to recognized organic farming standards, these will apply to the farm level as well.
For adequate implementation and assessment of the following specific criteria the corresponding key conventions of the International
Labour Organization (ILO) have to be taken as the relevant basis for interpretation.

3.2. Employment is freely chosen

There is no forced or bonded labour.

Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after
reasonable notice.

3.3. Freedom of association and the right to collective bargaining are respected

Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

The employer adopts an open attitude towards the activities of trade unions and their organization activities.

Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not
hinder, the development of parallel means for independent and free association and bargaining.

3.4. Working conditions are safe and hygienic

A safe and hygienic working environment must be provided, bearing in mind the prevailing knowledge of the industry and of any
specific hazards. Adequate steps must be taken to prevent accidents and injury to health arising from, associated with, or occurring
in the course of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

Workers must receive regular and recorded health and safety training, and such training must be repeated for new or reassigned
workers.

Access to clean toilet facilities and to potable water, and, if appropriate, to rest areas, food consuming areas and sanitary facilities
for food storage must be provided.

Accommodation, where provided, must be clean, safe, and meet the basic needs of the workers.

The company observing the code must assign responsibility for health and safety to a senior management representative.

3.5. Child labour must not be used

There must be no new recruitment of child labour.

Companies must develop or participate in and contribute to policies and programmes which provide for the transition of any child
found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child.

Children and young persons under 18 must not be employed at night or in hazardous conditions.

These policies and procedures including the interpretation of the terms "child" and "child labour" must conform to the provisions of
the relevant ILO conventions C138 and C182.

3.6. Living wages

Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards,
whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.

All workers must be provided with written and understandable information about their employment conditions including wages before
they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.

Deductions from wages as a disciplinary measure are not permitted nor must any deductions from wages unless provided for by national
law without the express permission of the worker concerned. All disciplinary measures should be recorded.

3.7. Working hours are not excessive

Working hours must comply with national laws and benchmark industry standards, whichever affords greater protection.

In any event, workers must not be required to work in excess of 48 hours per week on a regular basis, and must be provided with at
least one day off for every 7 day period on average. Overtime must be voluntary, must not exceed 12 hours per week, must not be
demanded on a regular basis and must always be compensated at a premium rate.

3.8. No discrimination is practiced

There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste,
national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

3.9. Regular employment is provided

To every extent possible work performed must be on the basis of recognised employment relationship established through national
law and practice.

Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship
must not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship
schemes where there is no real intent to impart skills or provide regular employment, nor must any such obligations be
avoided through the excessive use of fixed-term contracts of employment.

3.10. Harsh or inhumane treatment is prohibited

Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation must be prohibited.