JOHN LEWIS PARTNERSHIP PLC

Policies described

Freedom of workers to terminate employment Freedom of movement Freedom of association Prohibits any threat of violence, harassment and intimidation Prohibits the use of worker-paid recruitment fees Prohibits compulsory overtime Prohibits child labour Prohibits discrimination Prohibits confiscation of workers' original identification documents Provides access to remedy, compensation and justice for victims of modern slavery

Training described

Your front line staff Procurement staff Your suppliers

Worker engagement and working conditions

Your suppliers Trade unions or worker representative groups Civil society organisations Professional auditors Workers within your organisation Workers within your supply chain Central or local government Law enforcement, such as police, GLAA and other local labour market inspectorates Businesses in your industry or sector

Social audits

Audit conducted by your staff Third party audit arranged by your organisation Audit conducted by your supplier’s staff Third party audit arranged by your supplier Announced audit Unannounced audit

Grievance mechanisms

Using anonymous whistleblowing services, such as a helpline or mobile phone app Through trade unions or other worker representative groups

Other monitoring

'- ‘Deep-dive’ assessments (eg. Human Rights Impact Assessments) and spot checks - Collaborative industry-led initiatives (including International Accord) - Engagement with NGOs and trade unions

Actions addressing ILO indicators

Financial remediation, including repayment of recruitment fees Change in policy Change in training Supporting victims via NGO Supporting investigations by relevant authorities

Demonstrated progress

The focus of our human rights programmes is to improve working conditions throughout our operations and supply chains that provide goods and services to the Partnership. Our statement outlines how we measure the effectiveness of our due diligence programmes, including the number of non conformances closed on audit, spot checks conducted on supply sites and grievances raised. We have seen a year on year increase in whistleblowing cases. Targets for our work can be seen in our latest E&S report.

Reported risks and mitigations

• Risk: Recruitment of seasonal workers carrying out work in the agriculture sector
• Area: Within your supply chains
• Tier: Tier 2 suppliers
• Group: Women Migrants
• Location: United Kingdom
• Mitigation: The Partnership continues to collaborate with other UK food retailers to fund the Seasonal Workers Taskforce. The Taskforce involves scheme operators, growers, government departments and NGOs and aims to support improvements to the design of the seasonal workers scheme, safeguard workers’ rights and address risks of worker exploitation. In 2025 we have rolled out a worker survey on experiences and continued the expansion of the Just Good Work app to promote awareness of workers rights.
• Risk: Migrant workers in fishing sector
• Group: Migrants
• Mitigation: The Partnership has funded the development of the Just Good Work app into the fishing sector, which aims to educate workers on their rights in the UK and how to avoid recruitment scams. We are providing funding into 2026 for an outreach worker to build further awareness of the app among Filipino migrant fishers who make up a significant proportion of the UK workforce.
• Risk: Gender discrimination in general merchandise sites
• Tier: Tier 3 suppliers and below
• Group: Women
• Location: Bangladesh
• Mitigation: In 2025 we carried out a detailed assessment of the role of female homeworkers within our woven basket supply chain in Bangladesh to ensure that workers well-being was protected within these decentralised production settings. Actions following have included developing a phased roadmap to enhance pay rates, upgrading ventilation in community workspaces and training community coordinators to provide ongoing monitoring of homeworking environments.