CDL has upheld fundamental principles of human and workplace rights in places where we operate. Since 2005, we have been a signatory to the United Nations Global Compact (UNGC)’s principles on Human Rights and Labour, and are guided by international human rights principles as derived from the Universal Declaration of Human Rights and the International Labour Organisation’s Declaration on Fundamental Principles and Rights at Work.

In 2022, we launched a review of our Human Rights policy to further streamline our human rights due diligence process and human rights mitigation and remediation mechanisms to complement CDL’s Whistleblowing policy and grievance processes.

This policy is aligned with CDL’s Sustainable Investment Principles in identifying and assessing risks by geographic context, sector and business relationships throughout CDL’s HQ and subsidiary activities and our value chain.

Employers’ Pledge of Fair Employment Practices

CDL is a signatory of the Employers’ Pledge of Fair Employment Practices with Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). TAFEP works with employer organisations, unions and the Government to create awareness and facilitate the adoption of fair employment practices. The alliance is co-chaired by representing employer unions and National Trades Union Congress.

Anti-child and Anti-forced Labour

In Singapore, legislations such as the Employment Act, Retirement Act, Workplace Safety and Health Act, and Factories Act mitigate risks and incidents of child and forced labour. For example, the Employment Act prohibits the employment of children below 13 years of age and stipulates a clear set of laws for the employment of children between 13 and 15 years old, including their working hours and the type of work they can be engaged in. The Commissioner for Labour must be notified if they are engaged in industrial undertakings or have obtained permission to work on their rest days.

In addition to the existing legislations, CDL ensures that all employees are issued employment contracts specifying clear employment terms and conditions. We also require our suppliers to adhere strictly to such legislations.

Respect for Freedom of Association

CDL respects all employees’ fundamental rights to freedom of association and the right to be members of trade unions. Although CDL is not an unionised company, we are guided by the Industrial Relations Act which allows trade unions to represent our employees for collective bargaining, providing our employees with an avenue to seek redress for disputes. Our key subsidiaries Millennium & Copthorne Hotels Limited (M&C), CBM Pte Ltd and The Tower Club have staff who are trade union members, providing them a channel for collective bargaining. 23% of CDL Group’s Singapore-based workforce are represented by an independent trade union.