Ashley-Edison (UK) Limited has rebranded by way of a name change to Sinalda UK Limited. Learn more >

Employment Policy

Sinalda UK is committed to uphold the human rights of our employees and workers, and to treat them with dignity and respect as understood by the international community.

We are committed to ensuring:


Freely Chosen Employment

Forced, bonded or indentured labour or involuntary prison labour is not used. All work is undertaken voluntarily, and employees are free to leave upon reasonable notice. Employees are not required, unless a legal statutory requirement of the country in which they are employed, to present government-issued identification, passports or work permits as a condition of employment.

Child Labour Avoidance

Child labour is not used in any part of the organisation’s operations. The term “child” refers to any person under the age of 15 (or 14 where the law of the country permits), or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest. The use of legitimate workplace apprenticeship programs, which comply with all laws and regulations, is actively supported and encouraged. Employees under the age of 18 do not perform work that is likely to jeopardize the health or safety of young workers or employees.

Working Hours

Workweeks do not exceed the maximum set by local law. Further, a working week should not be more than 60 hours per week, including overtime, except in emergency or unusual situations. Workers are allowed at least one day off per seven-day week.

Wages & Benefits

Compensation paid to employees complies with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits. In compliance with local laws, employees contractually entitled to overtime are compensated for overtime at pay rates equal or greater than regular hourly rates. Deductions from wages as a disciplinary measure are not permitted.

Humane Treatment

Our disciplinary policies and procedures are clearly defined and communicated to employees. There is to no harsh and inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of our employees: nor is there the threat of any such treatment.


As an organization we are committed to employing a workforce free of harassment and unlawful discrimination. We do not engage in discrimination based on race, colour, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, union membership or marital status in hiring and employment practices such as promotions, rewards, and access to training. In addition, our employees or potential employees are not subjected to medical tests that could be used in a discriminatory way.

Freedom of Association

Open communication and direct engagement between workers and management is always encouraged to resolve workplace and compensation issues. As an organisation we respect the rights of employees to associate freely, join or not join labour unions, seek representation, join workers’ councils in accordance with local laws. Employees are able to communicate openly with management regarding working conditions without fear of reprisal, intimidation or harassment.

Please Note:  As part of our commitment to being a ‘good’ employer we actively encourage business units within Sinalda UK to deploy and embrace the underlying principles of the Investors In People business improvement programme – an initiative administered by UK Commission for Employment and Skills and supported by the UK Department for Business, Innovation and Skills (BIS).

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