Business & Human Rights Resource Centre invited the company to respond to claims of labour rights abuses, in particular, reliance on insecure casual employment arrangements, unsustainable pressure to meet performance targets and inadequate opportunity to effectively bargain for improved pay and working conditions.

An Adecco Group spokesperson responded:

"At the Adecco Group we strive to inspire, train and develop people to embrace the future of work and reach their full potential. We foster an open culture of mutual respect and trust in a collaborative environment, and this extends to our Associates wherever they are in the world, and in whatever role. Our commitment is also illustrated publicly through our formal policies and procedures:

• Code of Conduct: Our Code of Conduct sets out how we maintain the highest standards of ethical conduct and ensure we meet our legal obligations, as this is central to our sustainable success. Our Compliance organization and processes are constantly reviewed and adapted to support this aim
• The Adecco Group Human and Labour Rights guidelines: In November 2003, we became the first company in our industry to sign the United Nations Global Compact (UNGC). We acknowledge and adhere to the UN Charter of Human Rights; ILO Declaration of Fundamental Principles and Rights of Work; ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy and OECD Guidelines for Multinational Enterprises. We welcome feedback from across the Group, and respond swiftly to concerns.
• The Adecco Group Position Paper on Defending Workers’ Rights: The starting point for us is that we should lead the workforce solutions industry in defending labour rights, and we are committed to improving the lives of our colleagues, candidates and associates.

In terms of the welfare and wellbeing of our Associates, we want people to be healthy, supported and able to thrive at work. We take our responsibilities seriously and will always address any concerns immediately, working collaboratively to find solutions. For example, as part of our WHS training we have a ’Safe to Say’ portal where any Associate can confidentially raise any concerns. In addition, we encourage people to share any specific information relating to the welfare of our Associates with us so that we can react quickly and constructively.

We are fully committed to responsible business conduct and will continue to take necessary measures to ensure the appropriate work environment for our Associates, including addressing any human and labour rights issues that may emerge."