Anti-Forced Labor & Human Trafficking Policy
A dedicated prohibition on forced, bonded or involuntary labor, human trafficking, coercive recruitment and retention of identity documents across our workforce and supply chain.
View all policies↗What this policy is designed to do.
To prevent Lion & Leo operations, recruitment or supply relationships from benefiting from forced labor, trafficking or other coercive employment practices and to create a clear route for escalation when risk is identified.
Who it applies to: Employees, recruiters, labor providers, contractors, subcontractors, suppliers and other business partners involved in providing people or services to Lion & Leo projects.
The standards we expect in practice.
These principles guide decisions, conduct and day-to-day execution across the relevant parts of our business.
Never use forced, bonded, prison or involuntary labor in breach of applicable law or recognized human-rights standards.
Do not charge workers improper recruitment fees or use debt, threats, deception or document retention to restrict their freedom to leave lawful employment.
Do not tolerate trafficking, sexual exploitation or movement of people for exploitative labor.
Expect labor providers and material suppliers to maintain equivalent protections.
Protect good-faith reporters and respond to credible allegations with appropriate urgency and sensitivity.
Controls that turn policy into evidence.
Controls are scaled to the nature, value and risk of the activity rather than treated as a one-size-fits-all checklist.
Identity, age and employment-document checks during onboarding where lawful and appropriate.
Due diligence on labor providers and higher-risk suppliers.
Clear contractual requirements prohibiting forced labor and trafficking.
Worker-accessible grievance and confidential reporting channels.
Investigation, remediation and supplier disengagement where serious violations are substantiated and cannot be corrected responsibly.
Clear ownership matters.
HR maintains fair recruitment and employment controls.
Procurement and contract owners screen relevant suppliers and labor providers.
Managers escalate warning signs rather than treating coercive practices as a private employment issue.
Compliance supports investigation, remediation and client or authority notification where required.
How to raise a concern.
Suspected forced labor or trafficking should be reported promptly to HR, the Compliance Officer or compliance@lionleo.net. Where a person faces immediate danger, appropriate protection or emergency channels should be considered alongside internal reporting.
Reports made honestly and in good faith should be protected from retaliation. Confidentiality is maintained as far as possible while still allowing a fair assessment or investigation.
Policies that work together.
Governance controls overlap by design. These related policies provide additional context for this topic.