Human Rights
GRI 2-23, 2-24, 2-30, 407-1, 409-1, 414-2
Our approach begins with adherence to our Global Human Rights Policy and all applicable labor laws in JBS facilities. We have also implemented strict internal policies and have a zero-tolerance stance on forced or child labor within our operations and supply chains.
Guided by our Global Code of Conduct for Business Associates, JBS suppliers are also expected to comply with all applicable labor laws and regulations. We continue to bolster additional company efforts to assess and mitigate labor risks in our complex global supply chains to safeguard the rights of all workers.
Upholding Labor Standarts
GRI 2-30, 407-1, 409-1
JBS follows international labor standards and respects team members’ rights of association, joining labor unions, and collective bargaining. In 2024, 79% of our team members in Australia, 96% in Brazil, 81% in Canada, 93% in Europe, 99% in Rigamonti, 68% in Mexico, 69% in JBS USA, and 33% in Pilgrim’s U.S. were included in collective bargaining agreements.
We uphold all applicable wage and working hour laws, such as minimum wage, overtime compensation, and all legally mandated benefits. Competitive wage analyses are conducted at least biennially for our hourly and salaried team members to assess whether the compensation we offer is competitive for each location. Salaries are adjusted as necessary based on these analyses.
Additionally, most of our businesses have background check policies that support the reintegration of individuals with criminal records into the workforce, depending on several factors. These include the assessment of potential risks and liabilities, the “nature and gravity” of the individual’s criminal offense or conduct, and the nature of the duties and essential function of the position sought.
Risk Assessments
GRI 2-24, 409-1, 414-2
JBS is working to continuously improve and expand human rights due diligence practices across our supply chains. In all regions where we operate, the company has adopted a Due Diligence and Monitoring Procedure for Third Parties that imposes steps and requirements for onboarding and monitoring the third parties we work with. During the onboarding process, our Ethics and Compliance team screens third-party information against numerous public record databases for high-risk topics, including human rights. The Ethics and Compliance team analyzes the results and determines whether additional information is or may be needed to determine next steps, including enhanced due diligence or restrictions on use.
Forced labor risk assessment remains a priority as we proactively identify and mitigate risks in our supply chain, especially as regulations evolve. In Brazil, Seara and Friboi apply rigorous labor compliance screening to all suppliers. This screening process covers 100% of their direct supply base and includes immediate supplier blocking if any connection to child labor is identified. These procedures verify alignment with ethical and legal standards established by JBS Brazil. The risk assessments are applied comprehensively across all types of suppliers in Brazil.
Seara and Friboi highlight the application of a strict verification process for all suppliers in Brazil in adherence to the Brazilian Ministry of Labor and Employment’s Slave Labor List. Any verified connection to forced labor results in immediate supplier exclusion. This screening process supports compliance with JBS’s ethical standards. In addition, socioenvironmental compliance criteria are clearly articulated through formal policies, including Seara’s Sustainable Grain and Oil Supply Policy and Friboi’s Responsible Cattle Purchasing Policy.
By continuously refining our risk assessment processes and strengthening supplier engagement, JBS remains committed to contributing to a world free from forced labor, child labor, and other human rights violations. We recognize the importance of transparency and accountability in addressing these critical issues and will continue to work collaboratively with stakeholders to uphold the highest standards of ethical conduct.
Case Studies
- Taking a risk-based approach and prioritizing due diligence efforts to focus on third-party contractors, specifically sanitation.
- Implementing a third-party vendor audit plan.
- Screening third-party contractors through risk management systems.
- Enforcing standard operating procedures and policies for sanitation services compliance designed to prevent child labor, including validating age of employment eligibility of sanitation workers, verifying their photo identification on site, or maintaining entry logs.
- Training select JBS USA employees on the sanitation services compliance procedures.
- Engaging third-party auditors to audit facilities with third-party sanitation service providers to ensure compliance with JBS’s policies and standards.
- Working with third-party sanitation service providers to remediate non-compliance and/or terminate relationships with service providers who are unable or unwilling to remediate areas of non-compliance.