VENDOR CODE OF CONDUCT

Everlane is committed to maintaining responsible business practices and expects every approved supplier, factory, and business partner to uphold high standards of ethical conduct. Our Vendor Code of Conduct establishes the fundamental requirements that suppliers must follow when producing goods or materials for Everlane. These expectations are intended to support lawful operations, protect workers, promote environmental responsibility, and encourage ongoing improvements across the supply chain. Suppliers are expected to comply with all applicable local, national, and international laws and to operate in a manner consistent with the principles outlined in this Code.

Approved factories are required to make the Vendor Code of Conduct accessible to their workforce by displaying it in the languages commonly understood by employees at the facility. Everlane seeks to work with partners who share a strong commitment to human rights, environmental stewardship, transparency, accountability, and sustainable business practices. Preference may be given to suppliers that demonstrate leadership in responsible manufacturing, environmental innovation, and continuous improvement.

Everlane strictly prohibits child labor throughout its supply chain. Suppliers must not employ individuals below the legally permitted minimum working age or the age required to complete compulsory education, whichever provides greater protection. Workers under the age of eighteen must not be assigned to dangerous, unhealthy, or otherwise hazardous work. Suppliers are responsible for providing appropriate safeguards and ensuring that young workers are protected from conditions that could negatively affect their health, safety, development, or well-being.

Forced labor is prohibited under all circumstances. Suppliers must not use workers through coercion, threats, deception, debt bondage, imprisonment, slavery, trafficking, or any other form of involuntary labor. Workers must retain control of their personal identification and travel documents and must be free to leave the workplace or move as permitted by law. Employment terms should be clearly explained to workers before employment begins and provided in a language they can understand. Workers should never be required to pay recruitment or employment-related fees in order to obtain or maintain a job. Where recruitment agencies or other third parties are involved, suppliers remain responsible for ensuring that recruitment practices are ethical and that workers are not subjected to coercion, intimidation, deception, or abuse.

Discrimination is not permitted in hiring, compensation, promotion, discipline, termination, or any other part of the employment relationship. Suppliers must provide equal treatment regardless of legally protected characteristics, including race, religion, gender, sexual orientation, color, nationality, age, disability, medical status, political views, union participation, social background, marital status, pregnancy, or other protected status. Special attention should be given to protecting migrant, temporary, seasonal, and other potentially vulnerable workers from discriminatory treatment.

Every worker must be treated with dignity and respect. Physical punishment, sexual misconduct, verbal abuse, psychological harassment, intimidation, threats, and other degrading behavior are prohibited. Suppliers must not use monetary penalties or abusive disciplinary measures as a means of controlling employees. Workplace management should establish appropriate procedures for addressing misconduct while respecting the rights and dignity of workers.

Suppliers are responsible for maintaining safe and healthy workplaces. Facilities must comply with applicable occupational health, safety, sanitation, and environmental requirements and should take reasonable measures to prevent accidents, injuries, and exposure to harmful conditions. Where worker accommodation is provided, housing should be clean, secure, adequately maintained, and equipped with suitable sleeping, washing, and toilet facilities. Health and safety procedures should be reviewed regularly and improved when risks or deficiencies are identified.

Employment conditions must respect workers and provide protections required by applicable labor and social security laws. Written employment arrangements should clearly communicate relevant terms and conditions, including responsibilities, compensation, working hours, and applicable benefits. Suppliers must ensure that employment practices remain consistent with legal requirements and do not undermine workers’ fundamental rights.

Workers are entitled to fair compensation for their work. Suppliers must pay at least the legally required minimum wage or the applicable prevailing wage where that standard is higher, together with any benefits required by law or contract. Compensation practices should be designed to support workers’ basic needs and provide appropriate discretionary income. Where existing compensation does not adequately meet these expectations, suppliers are encouraged to develop reasonable plans for progressive improvement.

Working hours must comply with applicable legal limits. Suppliers should not require employees to work excessive regular or overtime hours, and overtime should be voluntary rather than routinely imposed. Workers should receive appropriate periods of rest, including at least one continuous day of rest within each seven-day period where required by the applicable standard. Suppliers should communicate situations involving unusually high overtime so that appropriate steps can be considered to reduce excessive working hours.

Everlane respects workers’ freedom to organize and communicate collectively. Employees should be free to establish or join lawful worker organizations, trade unions, or other representative bodies of their choosing without intimidation, discrimination, interference, or retaliation. Suppliers are expected to maintain effective grievance and communication channels that allow employees to raise concerns, report workplace issues, and seek resolution in a respectful and transparent manner.

Subcontracting connected to Everlane production requires appropriate authorization. Suppliers may not transfer production or engage additional facilities without prior approval where such approval is required. Any approved subcontractor must meet the same minimum standards established by the Vendor Code of Conduct. Suppliers are expected to disclose the locations of facilities involved in manufacturing, processing, or transporting Everlane products when requested, helping maintain visibility throughout the production network.

Environmental responsibility is also an important part of responsible sourcing. Suppliers should maintain written environmental policies and procedures designed to identify, control, and reduce their environmental impacts. This includes responsible management of energy, water, raw materials, emissions, chemicals, hazardous substances, wastewater, and waste disposal. Suppliers must comply with applicable environmental laws and are encouraged to adopt practices that improve resource efficiency, reduce emissions, and support more sustainable manufacturing. Environmental information may be requested so that Everlane can better understand resource consumption, emissions, discharges, waste management, and other relevant impacts.

Everlane also maintains a strict position against labor abuses and human rights violations connected to conflict or high-risk areas. We seek to ensure that products and raw materials come from facilities that uphold fair, safe, and humane working conditions. Monitoring may include announced, semi-announced, and unannounced assessments designed to provide visibility into actual working conditions and identify potential concerns. Our monitoring efforts may expand as supply chain risks evolve and as additional facilities or materials require review.

Any indication of forced labor or serious human rights abuse is treated as a zero-tolerance matter. Where credible findings demonstrate prohibited labor practices, Everlane may take immediate action, including ending the relevant business relationship. If products are determined to have been produced using forced labor, Everlane will not redirect those goods to another market as an alternative to addressing the violation.

Through these standards, Everlane expects suppliers to take responsibility for ethical employment, worker welfare, legal compliance, environmental performance, and supply chain transparency. The Vendor Code of Conduct represents the minimum expectations for doing business with Everlane and is intended to support long-term cooperation with partners that are committed to responsible manufacturing and meaningful improvements in workplace and environmental practices.