SA8000:2026 术语表

An effect on an individual or group that removes or reduces their ability to enjoy, exercise, or realize their human rights, as defined in the Principles of D1-7 in this Standard.

Parties with a legal or contractual right to engagement with the organization. This may include auditors, audit team members, and representatives from SAI.

Entity with which the organization has a business relationship for the purpose of meeting its business objectives. Includes entities with which the organization has a direct or indirect relationship across its entire value chain, upstream and downstream, such as recruiters and recruitment firms, suppliers, sub-contractors, agents, licensees, brokers, distributors, service providers, and minority as well as majority shareholding positions in joint ventures.

The relationships an organization has with business partners, entities in its value chain, and any other State or non-State entity directly linked to its operations, products, or services. They include direct and indirect relationships across the organization’s entire value chain, upstream and downstream, such as recruiters and recruitment firms, suppliers, sub-contractors, agents, licensees, brokers, distributors, service providers, and minority as well as majority shareholding positions in joint ventures.

Any person under 18 years of age.

Work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. It includes work that:

1. a) Is mentally, physically, socially, or morally dangerous and harmful to children; and/or
2. b) Interferes with their schooling by: depriving them of the opportunity to attend school, obliging them to leave school prematurely, or requiring them to attempt to combine school attendance with excessively long and heavy work.

**Worst Forms of Child Labor:**

1. a) All forms of slavery or practices similar to slavery, such as the sale and trafficking of children, debt bondage, serfdom, and forced or compulsory labor, including the forced or compulsory recruitment of children for use in armed conflict;
2. b) The use, procuring, or offering of a child for prostitution, for the production of pornography, or for pornographic performances;
3. c) The use, procuring, or offering of a child for illicit activities, in particular for the production and trafficking of drugs as defined in relevant international treaties; and
4. d) Work which, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety, or morals of children.

**Setting(s) Hazardous to Children:** Work which, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety or morals of children, this includes, but is not limited to, work that:

• Exposes workers to physical, psychological, or sexual harm;
• Is underground, under water, at dangerous heights, or in confined spaces;
• Involves dangerous machinery, equipment and tools, or the manual handling or transport of heavy loads;
• Is in an unhealthy environment that may, for example, expose children to hazardous substances, agents, or processes, or to temperatures, noise levels, or vibrations damaging to their health; or
• Is under particularly difficult conditions such as work for long hours or during the night or where the child is unreasonably confined to the premises of the employer.

A decent standard of living allows for mental and physical well-being, security, and participation in society by an individual and their family. Elements of a decent standard of living include food, water, housing, education, health care, transport, clothing, and other essential needs including provision for unexpected events.

In the context of decent work, decisions made about recruitment, employment, or termination based on someone’s personal characteristics, rather than their work-related abilities. Personal traits that shall not be used as a reason to discriminate against someone include: race; color; religion; caste; birth; ethnicity; sex (including pregnancy status, gender identity, and sexual orientation); national, territorial, or social origin; nationality; disability; age; labor union status, affiliation, or activities; marital status; family or caretaking responsibilities; political opinion; military or veteran status; genetic information; disease or illness unrelated to ability to perform role; and any other characteristics unrelated to the person’s ability to perform the role.

For the purposes of this Standard, employment refers to any personnel employed either directly or indirectly through a third party, within the organization or its business partners. It encompasses the organization’s relationship with all personnel.

Events or circumstances that substantially disrupt the organization and that are out of the ordinary and out of the control of the employer, including earthquakes, floods, fires, national emergencies, force majeure, or periods of prolonged political instability. The definition does not include peak production periods that can be foreseen, holidays, or seasonal fluctuations.

Any fees or costs incurred for personnel to secure employment, regardless of the manner, timing, or location of their imposition or collection. Such fees and costs must never be borne by personnel. They include, but are not limited to:

• Payments for recruitment services offered by labour recruiters, whether public or private, and any other payments made for the recruitment, referral, or placement of personnel;
• Other costs related to recruitment of personnel, including advertising, disseminating information, arranging interviews, submitting documents for government clearances, confirming credentials, organizing travel and transportation, and placement into employment;
• Medical costs, insurance costs, costs for skills and qualification tests, costs for training and orientation, equipment costs, travel and lodging costs, administrative costs, and other costs that are required for personnel to begin work; and
• Bribes/inducements to labor recruiters, employers, or other intermediaries to secure employment.

*This list does not include fees and costs related to employment and termination, which also must not be borne by personnel.*

A systematic process through which stakeholders can raise and seek remedy for grievances concerning an organization’s actual and potential adverse human rights impacts.

An intrinsic condition or situation that has the potential to cause harm, injury, ill-health, or damage.

Transparency, accuracy, coherence, and adherence to the principles of this Standard.

A child working in one of the following permitted situations:

1. I. **Young Worker** – A child over the age of 15 (or over the age of compulsory schooling, whichever is higher), performing work that complies with the requirements of this Standard;
2. II. **Child(ren) Engaged in Light Work** - Children aged between 13 and 15 (12 to 14 in some countries) performing work that:
3. a) Does not jeopardize the child’s attendance at school and is not so demanding as to undermine their educational attainment,
4. b) Does not jeopardize the child’s social, moral, or physical development and does not constitute a hazard to the child’s general health and well-being,
5. c) Does not exceed 4 hours per day or 14 hours per week,
6. d) Does not occur during night hours,
7. e) Does not occur in a setting hazardous to children or young workers,
8. f) Provides for competent adult supervision, and
9. g) Meets the requirements of this Standard;
10. I. **Child(ren) Helping in a Family Setting** – Children supporting or assisting family members in the home, farm, or business, with work that:
11. a) Does not jeopardize the child’s attendance at school and is not so demanding as to undermine their educational attainment,
12. b) Does not jeopardize the child’s social, moral, or physical development and does not constitute a hazard to the child’s general health and well-being,
13. c) Does not occur in a setting hazardous to children or young workers, and
14. d) Provides for guidance and supervision by an adult member of the immediate family or legal guardian;
15. II. **Child(ren) Working in Entertainment** - Children and young workers in the entertainment industry who are subject to a lawful agreement(s), that:
16. a) Is authorized by an appropriate government authority,
17. b) Is authorized by a parent or legal guardian of the child or young worker,
18. c) Is authorized by the employer or agent of the child or young worker,
19. d) Is authorized by the young worker (in the case of young worker agreement(s) only),
20. e) Does not risk impairment of the social, moral, or physical well-being of the child or young worker,
21. f) Limits the hours of work per day and per year (including the provision of adequate sleep and rest periods and limitations on work during night hours),
22. g) Provides for the health and safety of the child or young worker,
23. h) Provides for the continuing education of the child or young worker,
24. i) Provides for a portion of earnings to be set aside in a trust for the benefit of the child or young worker,
25. j) Meets the requirements of this Standard, and
26. k) Ensures that all contract terms are understood and met by all parties concerned.

The net annual income required for a household in a particular place to afford a decent standard of living for all members of that household.

The remuneration received for a standard work week by a worker in a particular place sufficient to afford a decent standard of living for the worker and their family.

Roles with decision-making authority, including the authority to hire, terminate, formally discipline, promote, and determine wages.

Indicates a possibility. It is not used to indicate a permission in this Standard.

Characterized by two-way communication; it depends on the good faith of participants on both sides. It is responsive, ongoing, and, in many cases, includes engaging with relevant stakeholders before decisions have been made.

Occurs when an individual can cope with the normal stresses of life, work productively, and make a contribution to their community.

22:00 – 06:00, or as defined in national law.

Child(ren) not engaged in work, e.g., children in employer-provided crèches, daycares, or schools; community children that may inadvertently enter work areas; children that accompany their parents to work; and children of personnel that live in work-related environments.

The entity responsible for meeting the requirements of this Standard. Organizations can include: companies, corporations, farms, plantations, cooperatives, NGOs, government institutions, or any other entity that may cause, contribute to, or be directly linked to adverse impacts and risks related to this Standard.

(1) At regular intervals, (2) when circumstances change, and (3) as indicated through monitoring, complaints, non-compliance, or grievances.

Any information relating to an identified or identifiable person; an identifiable person is one who can be identified, directly or indirectly, such as through a name, identification number, location data, online identifier, or one or more factors specific to the physical, physiological, genetic, mental, economic, cultural, or social identity of that person.

Any individual, at any level, performing work for an organization or their business partners. Includes, but is not limited to, directors, executives, managers, supervisors, workers, apprentices, interns, young workers, children engaged in light work or entertainment (but not children helping in a family setting), and personnel contracted directly by the organization. It includes individuals in the informal economy, migrant workers with or without documentation, and others performing work for the organization or its business partners who may not usually be captured in traditional understandings of ‘personnel’, including:

1. I. **Indirect Personnel:** Individuals who provide labor to the organization and who are contracted through a third-party or are self-employed (e.g., personnel engaged through a recruiter or recruitment firm, drivers, homeworkers, small-holder farmers, gig workers, and security, maintenance, janitorial, canteen, or specialist personnel, etc.); and
2. II. **Government-Required Personnel:** Personnel, whether engaging directly or indirectly with the organization, whose labor is administered or coordinated in accordance with requirements specified by a government entity (or an authority designated by a government entity) (e.g., personnel work placement or community support programs).

For the purposes of this Standard, personnel are the primary rights-holders.

The feeling of being able to participate fully in the workplace without unwelcome conduct and to be able to speak up, take risks, and make mistakes without fear of negative consequences.

Restoration of person(s) or communities to a situation equivalent, or as close as possible, to the situation they would have been in had an adverse impact not occurred, including by financial or non-financial compensation and actions to prevent reoccurrence of the impact.

Avoid causing or contributing to adverse impacts and address actual and potential adverse impacts the organization causes, contributes to, or is directly linked to.

A measure of the severity of actual adverse impacts and of the likelihood and severity of potential adverse impacts.

Characteristics, conditions, or behaviors that increase the likelihood or severity of adverse impacts.

Scale, scope, or irremediable character of a potential adverse impact, taking into account its gravity, the number of potential or actual individuals affected, its irreversibility, and any limits on the ability to restore affected individuals to a situation equivalent to that prior to the impact within a reasonable period of time.

In this Standard the term “shall” indicates a requirement.

Any individual or organization that may affect or be affected by a company’s actions and decisions. The primary focus is on affected or potentially affected stakeholders, meaning individuals whose human rights have been or may be affected by a company’s operations, products, or services. Relevant stakeholders include workers, communities, and their representatives, including labor unions, civil society organizations, and others with experience and expertise related to business impacts on human rights.

The group or individual(s) with authority to make financial and policy decisions for the organization. May or may not be the same as the top decision-making body.

All non-management personnel, including junior managers, crew leaders, or supervisors who have coordinating, not decision-making, authority and similar pay rates and benefits as other workers.

Worker-led organizations, including labor unions and advocacy groups, organized for the purpose of furthering and defending the rights and interests of workers, including through engagement with management.

A physical or virtual space where personnel work or are required to be present as a condition of their role or in order to meet the requirements of their role. Work-related environments include:

• Workstation or workplace;
• Employer-provided and employer-subsidized housing;
• Employer-provided transportation;
• Online communication platforms used as part of personnel’s work;
• Public or external locations that personnel visit as part of their role;
• Employer-provided recreation, changing, childcare, and dining areas;
• Employer-provided sanitary facilities;
• Spaces used by home-workers and remote workers;
• And others.

Individuals that personnel may interact with in the context of their role, either at the place of work, while performing their role, or as part of their relationship with their employer. This includes all personnel, business partners (including clients, vendors, and service providers), and third-parties acting on behalf of the organization or management.