Our Approach To Wages In The Supply Chain

Superdry recognizes that we have a responsibility for the wellbeing of the 45,253 workers in our supply chain – ensuring that working environments are FAIR AND SAFE, OPERATING SUSTAINABLY, and that people from all backgrounds are TREATED EQUALLY & HAVE A VOICE.

Wages are a major part of our approach to ensuring fair working conditions.

Ultimately, we all work to live.

Our supply chain spans multiple territories - each with unique cultures, expectations, and laws.  We are therefore committed to working with our factories locally to drive improvement, and where required, to drive improvement to establish themselves as leading employers of choice.

To understand our factories position within the market, and to report transparently against the local legal baseline, we have started by establishing the average basic wage across 100% of our 60 Tier 1s (manufacturing sites).

This baseline covers standard working hours only. We know that these wages fit into a wider package, including overtime wages, bonuses, and social security, which have a significant impact on the amount that workers take home. In FY23, we started  to track these to further develop the wage picture in our supply chain.

Globally, in FY25 (between May 2024 and April 2025), our factories paid 16% higher than the minimum wage for standard hours.

Wage data used to calculate the above has been collected by third party auditors and Superdry’s local labour standards experts within the last 11 months (100% factories, between May 2024 and April 2025). Wages have been based on actual audit data and compared against the local minimum wage. Where minimum wage is specifically defined by skill level in certain countries, this has been considered. 

How we work with our suppliers

We know that the purchasing practices of brands have a significant impact on working conditions – especially wages.

As well as working with suppliers to ensure our forecasting aligns with actual capacity, agreeing lead times and supporting the consistency of order placement – we also work with key suppliers to ensure costs reflect fair and safe conditions.

For our jersey categories produced in Turkey (accounting for 12% of our total order volume) and other core packages, our commercial teams complete open costing with suppliers to gain a detailed and holistic view of all the costs involved in making each garment.

The wage rates within each factory (including benefits like social insurance) are used in conjunction with all other cost areas (such as fabric, energy usage and transportation) to calculate a cost per minute for each garment.

This level of visibility is instrumental in driving fair price negotiations, and we intend to extend the method out to other categories and territories.

We track wage payments during our audit processes, and work with our suppliers to ensure wage payment records are maintained with transparency, where possible our suppliers pay workers digitally – which is easier to trace.

Where workers are paid by the piece, we reconcile wage payments to ensure they achieve the legal wage requirements for both standard and overtime hours. We also ensure that workers have access to legally recognised annual leave and public holidays.

• 89% of factories in our supply chain pay workers digitally.
• 18% of factories pay workers using a piece rate for all or part of their wage package.
• 100% of factories that pay workers using a piece rate for all or part of their wage package are required to implement systems to ensure the legal minimum wage is paid on all standard hours worked. During audits we ensure these workers are sampled in line with our protocol, 100% workers sampled year to date were paid at least the minimum wage.