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Legal Notice of emma-mattress.co.uk


Company Information


Emma Matratzen GmbH
Wilhelm-Leuschner-Str. 78
60329 Frankfurt am Main
DE Germany


  • Web: www.emma-mattress.co.uk
  • E-Mail: support@emma-mattress.co.uk

Managing Director: Manuel Müller, Dr. Dennis Schmoltzi
- Editorial Content Manager: Manuel Müller, Dr. Dennis Schmoltzi
- Registered at: the district court of Frankfurt am Main
- HRB number: 103278
- Responsible Finance Office: Finance Office Frankfurt am Main III
- Tax number: 04522940020
- VAT number: GB264224419

In compliance with the requirements of the United Kingdom Modern Slavery Act and Supply Chain Act

Emma is committed to conducting its business in a socially responsible manner and to respecting the highest standards of labour, human rights, environmental and ethical conduct. We expect the same behaviour from all our suppliers. Emma and its suppliers are required to provide safe working conditions, treat workers with dignity and respect, act fairly and ethically, and use environmentally responsible practices wherever they make products or perform services within and for Emma. Emma will, and consequently requires its suppliers to operate in accordance with the principles and requirements, as applicable, in its Code of Conduct – of which this statement is a summary – and in full compliance with all applicable laws and regulations. Our Code of Conduct and thus, this section, will be updated accordingly to our continuous Due Diligence strategy improvement.

Responsibility Standards

Labour and Human Rights

1. Prohibition of Child Labour
Emma does not tolerate any form of child labour in its supply chain. Emma and its suppliers shall employ only workers who are at least 15 years of age, or the applicable legal minimum age for employment or the applicable age for completion of compulsory education, whichever is higher.
The employment of workers under the age of 18 shall not interfere with schooling or vocational training and shall be consistent with the requirements set out in the ILO Worst Forms of Child Labour Convention No. 182.

2. Elimination of Forced Labour and Human Trafficking
Emma does not tolerate any form of abusive or illegal labour in its supply chain, such as forced labour or human trafficking. Consistent with the ILO Forced Labour Convention No. 29 and the ILO Abolition of Forced Labour Convention No.105.

3. Freedom of Association
Emma respects employees' rights to freedom of association in accordance with the ILO Freedom of Association and Protection of the Right to Organise Convention No. 87 and collective bargaining in accordance with the ILO Collective Bargaining Convention No. 154 in all its operations and supply chain.
Consistent with the ILO Workers’ Representatives Convention No. 135, Worker’s representatives are to be protected from discrimination and granted free access to their colleagues’ workplaces to ensure that they are able to exercise their rights in a lawful and peaceful manner.

4. Prevention of Discrimination
Emma is committed to diversity and inclusion in the workplace and does not tolerate discrimination in the workplace. Consistent with the ILO Discrimination Convention No. 111, Emma rejects any form of discrimination against any worker based on gender, race, origin, religion or belief, membership of a trade union or the like, handicap, age, sexual identity, nationality, marital status, political affiliation, veteran status, pregnancy or other characteristics protected by local laws.

Environmental Responsibility

The protection of the environment, a minimization of the resource consumption, compliance with environmental legislation and the development of environmental oriented Goods are the main concern of Emma. Its supplier shall consequently ensure observance of the provisions hereunder, if applicable.

  • Environmental Permits
  • Treatment and Discharge of Industrial Water
  • Air Emission
  • Waste and Hazardous Substances
  • Lowering Consumption of Raw Materials and Natural Resources
  • Responsible Mineral Sourcing

Corporate Due Diligence

Emma established and is continuously improving its mechanisms to prevent, identify, limit and remediate harm to employees, which notably fulfil the following criteria:

  • easily accessible, trustworthy and fair grievance mechanisms
  • information for all employees regarding the existence of grievance mechanisms
  • transparent process for dealing with grievances
  • the possibility of anonymous complains from employees
  • involvement of employee representatives, if necessary,
  • written documentation of the grievance and the solution, and
  • no sanctioning of employees because they have filed a grievance

Last update: 31.08.2022