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Introducing our

Code of conduct

Code of Conduct


Code of Conduct is a guide to ethical corporate engagement. The purpose of this Code of Conduct is to ensure that employees, customers, suppliers, other stakeholders, and shareholders to A/S Vestfrost operate in accordance with internally recognized standards for human rights, labour, environment, and anti-corruption.


A/S Vestfrost adheres to the principles in this Code of Conduct and expects the same from our partners and suppliers.

The following requirements apply for all stakeholders and shareholders to A/S Vestfrost and are based on the 10 principles in the UN initiative, Global Compact, within the areas Human Rights, Labour, Environment, and Anti-corruption.


Suppliers to A/S Vestfrost shall be responsible for ensuring that their sub-suppliers also comply with A/S Vestfrost’s Code of Conduct. In the following, the term “supplier” includes both supplier and their sub-suppliers.


Laws and regulations

Stakeholders and shareholders are obliged to comply with the applicable laws and regulations of the countries where they conduct business.


Corruption and bribery

Stakeholders and shareholders must be committed to the highest standards of integrity, honesty, and fairness in all internal and external relationships. Every form of corruption or bribery is forbidden, this is valid for active as well as passive bribery. This prohibition also applies to areas where such activity may not violate local law. We will never offer or accept bribes, rewards or benefits – either directly or indirectly.


Forced labour

Force, threats, or disciplinary means may not be used with the aim of forcing people to work. This includes forced prison labour, bonded labour, debt slavery, trafficking of human beings, withholding of identification papers or wages from employees with the aim of forcing the employee, etc. The employees should be free to leave the workplace without being restrained.


Child labour

A/S Vestfrost cannot accept any form of child labour. The occurrence of this will cause A/S Vestfrost termination of this agreement and/or it’s business relation.


External stakeholders are expected to comply with local child labour laws and only employ workers who meet the minimum age requirement in the area, they work.

Workers under the age of 18 shall not perform hazardous work and may be restricted from night work with consideration given to educational needs.



The personal dignity, privacy and personal rights of every individual must be respected. Employees shall not be subject to discrimination, harassment, or punishment due to gender, race, colour, religion, political opinion, sexual orientation, nationality, social or ethnic origin, age, or handicap.


Stakeholders and shareholders are expected to comply with local laws concerning discrimination, and all employees shall be treated strictly according to their abilities and qualifications in any employment decision, including but not limited to hiring, advancement, compensation, benefits, training, layoffs, and termination.


Wages and working conditions

Wages, including overtime and benefits, internally within A/S Vestfrost and externally with all stakeholders’ companies shall equal or exceed the level required by applicable laws and regulations.

Before entering employment, all employees must be given a written agreement with relevant information according to local requirements and laws. 


Hours of work

Unless national regulations require fewer maximum hours of work and except under extraordinary business circumstances, employees of A/S Vestfrost and the stakeholders shall not, on a regularly scheduled basis, be required to work a standard work week of more than 48 hours per week or a total work week of more than 60 hours (including overtime).
Employees shall be provided at least one day off in every seven-day period, except in extraordinary business circumstances.


Freedom of Association and Collective bargaining

A/S Vestfrost, stakeholders and shareholders are obliged to respect the legal right of employees to freedom of association and collective bargaining.


Health and safety

A/S Vestfrost & all stakeholders are obliged to provide a safe and healthy working environment to prevent accidents and injury and, when applicable, provide safe and healthy residential facilities, with applicable local law as a minimum.

A working environment management system according to ISO 45001 or any similar system must be implemented.



A/S Vestfrost and all stakeholders are obliged to comply with environmental regulations and standards applicable to its operations and to observe environmentally conscious practices in all locations where it operates. Environmental pollution shall be minimized, and environmental protection shall be improved continuously.

An environmental management system according to ISO 14001 or similar must be implemented.


Communication and confidentiality

Confidential information regarding Vestfrost Group’ current and future business activities must be kept strictly confidential and may only be used in connection with your employment at Vestfrost or in compliance with the business engagement.


It is not permitted to make statements on behalf of Vestfrost Group or to provide company information to outsiders, without due permission (e.g. in the form of authorisation on the basis of the employee’s position at Vestfrost Group).


Our communication is based on credibility, proactivity, and interaction. This applies to all employees without exception. We are in favour of an open dialogue.  








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