Code of Conduct Stolab AB 

Our history

We create furniture in Smålandstenar and Hyssna under the Stolab and Albin brand names. Together, we have over 200 years of experience supplying wooden furniture of the highest quality.

Time has given us fantastic perspective and insights into what sustainability really means. Over the years, it has also allowed us to accumulate unique knowledge and experience in furniture making.

When this expertise expresses itself, the designer’s knowledge, touch and respect follow naturally – and it’s then we have the best conditions to proudly build and deliver furniture that gives real value for you as a customer.

We are a down to earth company with short decision-making channels where personal engagement is important. We build our furniture in modern production facilities where automation is a natural part of our development.


Our business idea

Under the Stolab brand name, we set the standard for tomorrow’s classics through our deep knowledge and long experience of using wood as a material and we create wooden furniture that lasts for several generations. Our furniture awakes recognition but with modern character in its design and details. We develop and produce furniture with the aim of ensuring it will last for several generations and our principles run right through every aspect of our business.

Under the Albin brand name, we strive to create security in every way.

With care and consideration for the individual, but also in every detail, we create functional, beautiful furniture for healthy and comfortable environments in our niche area. Through our expertise and long experience, we create furniture with focus on healthcare, care and church environments. We develop and produce our furniture with the ambition of ensuring functionality always comes first.



Our sustainability work can be summarized in three words.



We aim to minimise the impact our production processes have on the world. This means that we actively work to maximise what we can get from materials, focus on energy usage, apply efficient transport planning and always think about how we package our furniture.



Everything deserves a second chance. Occasionally, we deal with furniture that hasn’t fulfilled our high quality demands or is returned to us due to damage occurred during transport. These items are reused and stamped to show that they are a Reuse product. By doing so, they get a chance for a new life, which we think is more than right.



Today, there is wide acceptance that natural resources are finite.

Our vision is that our furniture will live for several generations. Whether it’s because of an accident or simple wear and tear, they will need a little care during their long life. We believe that in years to come, more and more people will want to repair their furniture and we want to help them find us when they need spare parts or contact with a carpenter.


Sustainable suppliers

It is not feasible practically to select suppliers based only on sustainability criteria. Quality, reliability and price are still important factors. However, by choosing local suppliers whenever possible, we can build long-term, sustainable relationships where the delivery chain becomes an asset.


Sustainable work and employment conditions

Our employment strategy aims to create committed colleagues as well as describing our foundation values. The initiative and efforts of our employees are important because if these are successful, they lead to the development we’re trying to achieve.

That no-one is at risk from bad health, offense or personal insult at work and to continuously work with SAM is a basic principle for us.

Our employees should always feel the support of management in their daily work and we strive to encourage a spirit of consideration, cooperation and responsibility. 


General terms

Stola Möbel AB, henceforth referred to as Stolab, and our suppliers will follow all appropriate national legislation and rules of the geographical areas where we carry out our business. Where Stolab’s demands exceed those of any particular country or if they do not exist in that country, the terms outlined in this code of conduct should be followed.


Stolab expects all our suppliers to apply good business practice.


Stolab and our suppliers should have a system in place to communicate and implement this code of conduct in their supplier chain and ensure it is available for all employees.


Stolab understands that working to fulfil the demands of the code of conduct is an ongoing process and encourages our suppliers to constantly improve their operations. Through dialogue and cooperation, Stolab strives to encourage our suppliers to fulfil these demands.


Code of conduct is based on:


·      The UN Universal Declaration of Human Rights.

·      The ILO (International Labour Organization) core conventions* on human rights in the workplace.

·      Article 32 of the UN Convention on the Rights of the Child.

·      Working environment laws according to ILO 155 and 170.

·      National environmental legislation.

·      The UN Convention against Corruption


This code of conduct applies to Stolab and its suppliers and covers the minimum requirements that must be respected and adhered to in the course of the operations and in the delivery chain of every party involved. This means that suppliers are responsible for applying equivalent requirements to their own suppliers.


*ILO 138, 182, 29, 105, 100, 111, 87 and 98.           


Human rights

Stolab and its suppliers will support and respect international human rights and ensure that either directly or indirectly, they do not breach these human rights.


Child labour

Child labour should not occur. No person should be employed who is under the legal minimum employment age. Minimum age means school completed or no younger than 15 years (in some cases 14 years).


Employees between 15 and 18 years of age cannot work with any dangerous tasks or other tasks not compatible with a child’s personal development. Personal development includes a child’s health either physical, mental, human, moral or social development. A policy shall be in place which sets out which type of work children aged 15 to 18 years of age can carry out.

If an incident of child labour occurs, the company should act in the best interests of the child and find satisfactory solutions in consultation with the child in question and their family.


Forced labour

Forced labour in any form is forbidden. It should also be impossible to gain any kind of benefit from forced labour either directly or indirectly. Employees should be free to leave the workplace premises and area after the working day is over and be free to terminate their employment after serving a reasonable period of notice. Employees should not be forced to give up identity documents as a term of employment.



The company should strive for diversity and equal opportunities in their operations and treat all employees with respect and dignity based on their individual skills and qualifications. No form of discrimination based on social and ethnic origin, sex, age, religion, nationality, physical condition, political affiliation, sexual orientation, pregnancy, civil status or union membership should be tolerated. Harassment, including threats and suppression should not occur. In this case, harassment covers any type of hard or inhumane treatment including sexual harassment or any form of psychological or physical punishment.


Employment terms

Stolab and its suppliers shall accept and respect employee (and employer) rights to organise and join organisations as they wish as well as the right to negotiate collectively. By collective negotiation, we refer to formal / informal cooperation to promote and defend personal interests at work and in negotiations between employer and employee. In countries where union participation is limited or under development, suppliers will work to ensure employees can meet management to discuss salary and working conditions without negative consequences.


Stolab and its suppliers will also:


·      Ensure employees have a written and legally binding employment contract where type of work, salary, working hours and vacation periods are specified. The contract shall be in a language the employee understands and comply with applicable guidelines and laws.

·      Have routines in place that ensure that all employees are aware of their legal rights and responsibilities.

·      Pay salaries regularly and in accordance with the terms of the employment contract. Minimum salary will be in accordance with the legal minimum or local industry standard.

·      Ensure that weekly hours worked do not exceed the legal limit of 60 hours, including overtime. All overtime shall be voluntary and compensated in accordance with national laws.

·      Ensure employees have the right to at least one day off per week, breaks during the working day and paid holidays, in accordance with national laws.

·      Approve sickness and parental leave and ensure the employee is compensated in accordance with national laws.


Working environment


Stolab and its suppliers will:


·      Work to create a safe and healthy workplace for employees. A written policy for health and safety at work should exist and be available and known to employees.

·      Actively work to prevent work-related accidents by applying a systematic working environment policy. Employees should receive relevant education in order to carry out their tasks safely. Accidents and work-related illnesses should be documented. Employees should have access to relevant safety equipment without having to fund this themselves.

·      Ensure the workplace is clean and safe to occupy. Employees should have access to clean sanitary facilities. Temperature, air quality and noise levels should be in accordance with national laws.

·      Apply safe practices in terms of handling chemicals and ensure written safety instructions are available.

·      Ensure fire alarm exercises are held regularly. Fire safety equipment, evacuation plans and emergency exits should be available and clearly identified in all areas.


If a residential premises is used by employees or for work purposes, all fire, emergency, security and hygiene requirement specified above should apply to this premises.



Operations should be run with respect for the environment and in accordance with local and national laws.


Stolab and its suppliers will:


·      Reduce the environmental impact of both product and production and its effect on health. Systematic work can include but should not be limited to; risk analysis and identification of the most meaningful environmental aspects, measurement, registration and constantly improving environmental performance and minimising energy and resource consumption and emissions.  

·      Define and commit to specific environmental goals both short and long-term, including a plan of action to ensure constant improvement.

·      Apply careful consideration when choosing material and production techniques as well as encouraging the development of environmentally-friendly technology.

·      Have routines and working methods in place that ensure relevant environmental and workplace environment laws are followed. Lists of these laws should be on site and available.



No form of corruption, coercion or the giving or receiving of bribes should occur.


Inappropriate payments, gifts or other forms of compensation with the purpose of gaining advantage for a business and thereby influencing objectivity or business decisions shall not occur, either directly or indirectly.


Self-promoting activities, representation and giving gifts shall be done openly, in an appropriate manner and always with a natural connection to business relations. This also applies to agents and other third parties or go-betweens.



Martin Johansson

CEO Stolab Möbel AB