Modern Slavery Statement

Introduction

This statement is prepared pursuant to section 54 of the Modern Slavery Act 2015 and describes the 
steps that DMC Group Holdings Limited “DMC Group” and its subsidiaries have taken, and are
continuing to take, to make sure that modern slavery or human trafficking is not taking place within 
our business or supply chains. Modern slavery is a heinous crime and a morally reprehensible act 
that deprives a person's liberty and dignity for another person's gain. It is a real problem for millions 
of people around the world. 

At DMC Group we have a zero-tolerance approach to modern slavery and are fully committed to 
preventing slavery and human trafficking or any kind of forced or underaged work in our operation 
and supply chain. We continue to take concrete steps to tackle modern slavery, as outlined in this 
statement. This statement sets out the actions that we have taken to understand all potential 
modern slavery risks related to our business, and the steps we have implemented to prevent slavery 
and human trafficking during the financial year 2025. 

Our business

DMC Group Holdings Limited owns Sirdar Group Ltd (Tilsatec Ltd and Tilsatec North America, Sirdar 
Holdings Ltd, also encompassing the Rowan brand and ranges), Wool And The Gang (WATG) and
Mouline’ & Co SAS (DMC SAS which also encompasses the Anchor and related brands); collectively 
the group is known as the ‘DMC Group’. The DMC Group carries out its main activity in the textile 
industry and in particular in the manufacturing and distribution of yarn and embroidery products. 
The DMC Group also manufactures high quality technical yarns for cut and thermal resistant gloves
through Tilsatec. Tilsatec has operations both based in the UK and the US.
The DMC Group employs in excess of 400 staff operating across seven sites. Overall the combined 
Group is a truly global company, with 43% of its sales in Europe and the UK, 47 % in North America, 6% 
in Asia and the Pacific region and 4% in the Rest of the World.

Our supply chain

Our supply chain includes cotton vendors, yarn vendors, accessories vendors, freight providers,
warehouse providers, IT equipment and sundry suppliers whilst our clients include retailers, 
distributors and on line customers.
The Group continues to review all vendors, looking at consolidation, taking into consideration social 
responsibility policies and implementing a “Responsible Sourcing Agreement” where Suppliers are 
required:

• to comply with all applicable local laws and regulations
• to comply with international standards with particular concern to child labour, animal 
welfare, environmental regulations and the Modern Slavery Act 
Specifically in paragraph 4.1 of that agreement relating to the treatment of people, the agreement 
imposes:
• a ban on child labour
• the right to Freely Chosen Employment
• the right to Freedom of Association
• the provision of a Health & Safety work environment, 
• a non-discriminatory work environment 
• fair treatment of all the employees.
We continue in the process of conducting risk assessments with our key suppliers to review amongst 
other things:
• The risk profile of individual countries based on the Global Slavery Index 
• The business services rendered by that supplier 
• Their internal processes and stated own commitment to the eradication of Modern Slavery 
and human trafficking

This assessment will determine their ongoing suitability as vendors and the risk controls that we 
implement with them. We request that all the yarn suppliers confirm the OEKO TEX certification (to 
prevent the use of harmful substances in product and this way guaranteeing the health and safety of 
our consumers) and more relevant, the BSCI certificate (Business Social Compliance Initiative, to 
ensure products are being sourced ethically and under positive working conditions). The objective is 
to have 100% of yarn suppliers covered by both certificates by the end of 2026. This exercise will be 
extended in 2027 to all other suppliers.

Policies

DMC Group continue to invest in their people policies and training: 

• We have a clear Whistleblowing Policy (called Speak Out) - we encourage all employees, 
customers and suppliers to report any suspicion of slavery or human trafficking without fear 
of retaliation. We provide a confidential email address that is monitored only by the Global 
HRD with escalation to the CEO to protect the identity of whistle-blowers. 
• We have a clear Code of Conduct - our code encourages employees to do the right thing by 
clearly stating the actions and behaviour expected of them both when representing the 
business but also in their treatment of each other. We strive to maintain the highest 
standards of employee conduct and ethical behaviour when operating domestically and 
abroad and managing our supply chain. When our suppliers fall short of this behaviour in 
dealings with our employees we take steps to address this directly with the supplier’s top 
management and if the situation persists we work to replace that supplier where possible
• We continue to work hard on maintaining exceptional recruitment practices – our
commitment to equal opportunities of employment, promotion and training for all is 
detailed in our Equality, Diversity and Inclusion Statement. Our recruitment processes 
relating to directly employed colleagues in the UK include vigilant checking of potential 
employee documentation to ensure individuals have the right to work in the UK and 
ensuring we maintain training for hiring managers and senior individuals in this area. For 
temporary labour we work in tandem with partner agencies to ensure such Right to Work 
checks are also carried out by them prior to anyone working within the UK DMC Group. In 
other geographies, local legislation is followed. Our HR team regularly attend training to 
stay abreast of latest changes and government consultation on changes in this area
• Employment Contracts – all our directly employed UK colleagues are provided with a 
transparent and fair contract of employment. The DMC Group continues to update these 
when needed to reflect every changing UK employment legislation. In other geographies, 
local legislation is followed as a minimum
• Pay practices – we have a global framework for pay reviews and offcycle pay progression; by enabling as much transparency as possible around such processes 
we can ensure all of our colleagues can see equality of treatment and raise concerns if they 
wish. We clearly communicate any global pay review/increase to our colleagues in a 
consistent way to ensure this transparency is continued not just in what we do but in how 
we discuss this too.
• Benefits – not every employee has the same benefits as many of these are associated with a 
particular role or level – we have worked hard over the last 18 months to remove historical 
anomalies to ensure consistency and transparency of our benefit offering as part of our 
overall remuneration packages. We have also added an additional holiday purchase scheme 
for 2026 within the UK so employees can supplement their existing entitlement if they wish 
by up to five days.

This statement covers the financial year 1 January 2025 to 31st December 2025 and has been 
approved by the CEO of DMC on 1st April 2026.