We employ more than 42,000 people worldwide and believe all employees have a fun-damental right to responsible working conditions. We take appropriate measures and always ensures that human and labour rights of our employees within Novo Nordisk are protected.
Ensuring we treat everyone with respect is a part of Novo Nordisk
foundational values and expressed in Novo Nordisk Way Essential 6.
Novo Nordisk is committed to meeting its responsibility to respect
human rights as defined by the UN Guiding Principles on Business and Human
Novo Nordisk Human Rights commitment is approved
by Lars Fruergaard Jørgensen, President & CEO of Novo Nordisk and
stipulates Novo Nordisk human rights expecta-tions, also of business
partners and other parties directly linked to our operations, products
and services. Novo Nordisk’s responsibility to respect labour related
human rights applies to global operations, as a global minimum
standard of business conduct. Global labour related human rights
responsibilities is embedded in Global People Com-pliance which is
anchored in Global People and Organisation.
Global People Compliance Office serves as Novo Nordisk global
one-point-of-entry in the field of labour related human rights. To
ensure we live up to labour related human rights expectations and Novo
Nordisk’s commitment, Global People Compliance has developed a global
minimum labour standard called Novo Nordisk Labour Code of Conduct
The LCoC is a uniform global labour standard which applies to all Novo Nordisk em-ployees in the workplace globally. The LCoC describes Novo Nordisk expected global minimum labour requirements regarding Novo Nordisk employees Human Rights at work. The LCoC include inter alia, the principles concerning fundamental rights in the eight ILO Core Conventions as set out in the Declaration on Fundamental Principles and Rights at Work and labour related human rights as stipulated in the International Bill of Human Rights.
In addition, we have several other guidelines and programmes which show respect for and promotes just and fair labour conditions of our employees. These include:
The overall responsibility of Human Rights is anchored under the Business Ethics Com-pliance Office (BECO). Novo Nordisk Human Rights commitment is an integral part of the Business Ethics Code of Conduct and is overseen by the Business Ethics Commit-tee. The Labour Code of Conduct is referenced in the Human Rights section.
Novo Nordisk Labour Code of Conduct is overseen by Novo Nordisk’s
Global People and Organisation Management. Should any employee suspect
that the LCoC is being violated, they should bring this forward to
their managers or human resource contact’s attention immediately. The
responsible manager is required to take necessary actions to end any
potential violations of the LCoC. No employees will be retaliated
against if they report a violation or demand the application of the
All sites must ensure that Novo Nordisk Global Labour Code of
Conduct is properly im-plemented in their local employment practices
and ensure that all local guidelines are developed and communicated to
meet or exceed Novo Nordisk global minimum labour standards.
To gauge our labour related human rights risks, Global People Compliance effectively monitor, identify and assess any actual and potential negative labour related Human Rights impacts which we may have been involved in.
Regular risk management is performed by People Compliance with the purpose of managing Labour related Human Rights risks and opportunities across internal functions, processes and Novo Nordisk global organisation.
Throughout this process we draw on internal and independent external
human rights expertise and findings and consult with potentially
affected groups and relevant stake-holders. Among others, we engage
with; the internal assurance (Facilitation), Novo Nordisk Ombudsperson and the Compliance Hotline, members of the European Work
Council, Labour Unions, the Health and Safety unit, Business Ethics
Compliance Office, Legal & Compliance, Line of Business and Global
People and Organisation. Finally, we collaborate with several
partners, peers and human and labour rights experts while also
overseeing emerging and external trends on human and labour rights
We identify and assess our key human and labour rights impacts for
our employees in an internal and external context and with reference
to the Universal Declaration of Human Rights, the International Labour Organization’s Declaration on
Fundamental Principles and Rights at Work and the International Bill of Human Rights. This allow
us to determine and focus on our most salient labour related human
rights issues and how to prevent and mitigate. Actions for risk
prevention and mitigation is carefully prioritized.
To mitigate and prevent adverse labour related human rights impacts, all findings are acted upon immediately. Our global organisation continues to demonstrate it meets and is aligned with the expectations set out in Novo Nordisk Global Labour Code of Conduct.
Global People Compliance track labour related human rights performance for Novo Nordisk employees in the workplace and verify whether labour related Human Rights risks are being effectively addressed. We are committed to continuously improving and develop.
We are committed to continuously oversee and improve human and labour rights for all Novo Nordisk employees in the workplace globally. Global People Compliance publicly communicate on actual and/or potential Labour related Human Rights risks, infringe-ments, mitigating actions, impacts, continuous improvement in Novo Nordisk annual report and communication on progress. Reporting is done to show how Novo Nordisk account for our Labour related Human Rights performance. To date, we have reported and performed mitigating actions on; living wage, child labour, non-discrimination, equal treatment, employee representation, freedom of association, working hours, overtime and rest periods.
Global People Compliance and Global/ Local P&O provide for and cooperate in remediation, through legitimate processes, where it has been identified that Novo Nordisk may have caused or contributed to negative labour related human rights impacts.
We are committed to providing access for our employees’ mechanisms for raising workplace-related grievances. We will not tolerate discrimination or retaliation against persons who in good faith file a report or participate in an investigation.
Employees may report grievances in a secure and confidential manner via the Compliance Hotline (in over 40 languages). Furthermore, employees may raise concerns and complaints through the following channels:
Measures are taken for all concerns reported.