The ten rules

These rules translate the Labour Transparency Code into concrete expectations. They are intended to work with the wider framework, existing business systems and proportionate assurance arrangements.

1. Every worker is linked to a responsible employer

Labour supply chains should clearly identify the legally accountable employer for every worker.

2. Every labour provider is declared

Contractors, subcontractors and labour-hire providers should be visible within the supply chain.

3. Employment agreements are verifiable

Employment or engagement terms should be documented and available for verification.

4. Identity and right to work are verified

Employers should confirm that workers are legally entitled to undertake the work they perform.

5. Work is attributable to specific sites

It should be possible to establish where work was performed within the production system.

6. Labour participation is traceable

Systems should enable verification of who worked, where they worked and under which employer.

7. Payroll records reflect work performed

Hours worked and wages paid should be capable of verification through payroll and time records.

8. Undeclared subcontracting is not acceptable

Labour supply arrangements should be transparent and visible to relevant supply-chain participants.

9. Labour records are maintained in verifiable systems

Records should support assurance and investigation when required.

10. Supply chains share responsibility for transparency

Organisations should ensure labour providers within their supply chains meet the transparency expectations of the Code.

Related reading

• Product Traceability Is Mature. Workforce Traceability Is Not. and Labour Supply Chains Are Not Linear — why the rules cover connected relationships rather than a simple chain.
• From Signals to Patterns and Share Claims, Not Copies — how evidence can be connected and verified.
• Transparency Must Work for Workers and Assurance Must Be Proportionate — the safeguards around use of that evidence.