Ethical Recruitment & Fair Labour Principles

Every person must be treated with dignity, fairness and respect throughout recruitment and employment-related activities.

JIL is committed to fair, transparent and lawful recruitment and labour practices. These principles establish expectations for the treatment of employees, contracted personnel, job applicants and individuals involved in recruitment or employment-related services facilitated by the company.

These principles apply to JIL’s recruitment and employment practices, personnel engaged on its behalf, and relevant labour intermediaries, contractors and recruitment partners. They should be applied in accordance with applicable Ugandan law, relevant destination-country requirements and contractual obligations.

• Forced labour, child labour, human trafficking, coercion and exploitative recruitment practices are prohibited.
• Recruitment decisions are based on relevant qualifications, competence, suitability and legitimate job requirements.
• Discrimination, harassment, bullying and retaliation are not tolerated.
• Applicants and workers receive clear and accurate information about the role, employer, terms of engagement, working conditions and relevant costs or deductions.
• Wages, working hours, leave, benefits and other employment conditions comply with applicable law and contractual requirements.
• Workers’ applicable rights to freedom of association and collective bargaining are respected.
• Personal information is handled responsibly and disclosed only for legitimate, authorised purposes.
• Workers and applicants have an appropriate channel for raising concerns without fear of retaliation.
• Recruitment intermediaries and partners are expected to meet equivalent ethical and legal standards.

Where JIL provides recruitment, employment facilitation or placement services, the company will ensure that the activities undertaken are within the scope of applicable licences, registrations and authorisations. Relevant contracts, candidate information, employer details and placement records should be maintained as appropriate. JIL will not represent a placement as guaranteed, a job as confirmed or an employer as verified unless the relevant facts have been established.

Suspected exploitation, forced labour, trafficking, discrimination or other serious labour concerns should be reported promptly through the appropriate management or reporting channel. Concerns should be assessed fairly, confidentiality should be respected where possible, and corrective or protective action should be taken where warranted.

Management oversees implementation. Personnel and partners acting on JIL’s behalf are expected to comply with these principles. This document will be reviewed at least annually and when relevant legal or operational requirements change.

Management is responsible for ensuring that this document is communicated to relevant personnel and reviewed when necessary. Implementation should be proportionate to the nature and scale of JIL’s activities and consistent with applicable legal, contractual and site-specific requirements.

Read this document alongside the company’s relevant governance, risk management, procurement, health and safety, ethics, privacy and sustainability materials, as applicable.