Peachy Bum exists to give babies a gentler start and to leave them a cleaner world. We make premium baby care that is safe on newborn skin from the first day, and we take responsibility for the waste our category creates — recovering ocean-bound plastic through our partnership with CleanHub, reducing the plastic in our own products year on year, and holding our suppliers to the same standard we hold ourselves. We measure our success not only by the families we serve, but by what we leave behind.

Our commitment to openness

Peachy Bum believes in open lines of communication. We are committed to fostering a respectful, fair and ethical working and business environment.

As part of our commitment to responsible and transparent business practices, we provide details of our grievance policy on our website. It reflects our values of honesty, accountability and transparency.

Grievance procedure

This policy sets out the procedure for stakeholder grievances and applies to clients, customers, suppliers, collaborators and members of the public.

Grounds for accepting grievances include service quality, contractual issues, professional standards, health and safety, ethical concerns, or other matters relating to Peachy Bum's conduct.

Specifically, Peachy Bum encourages the reporting of concerns related to:

• Ethical misconduct (e.g. fraud, corruption, bribery)
• Environmental violations or unsustainable practices
• Human rights violations or abuse
• Unsafe or illegal workplace behaviour
• Breaches of our policies, codes of conduct, or third-party obligations
• Serious concerns regarding our business practices or professional standards
• Attempts to conceal or facilitate wrongdoing

Issues not related to the company's conduct, or internal HR matters not relevant to third parties, may not be investigated through this process.

If you wish to make a formal grievance, it should be set out in writing. You may submit your grievance through our online reporting form:

Peachy Bum Grievance Reporting Form:
https://forms.gle/TayxxMgTvo1Z2mVc7

Alternatively, you may contact us by email at:

hello@peachybum.co

We will acknowledge each grievance and, after an Initial Review, will record it in our internal grievance records within 5 working days, where reasonably practicable.

Following this, an investigation will commence. This may take up to 30 days, depending on the complexity of the matter.

Upon conclusion of the investigation, a written outcome with a clear explanation of the decision will be shared, where appropriate, ideally within 5 working days after the conclusion of the investigation.

All resolution timescales may vary depending on the complexity and circumstances of the case.

Appeals

Appeals may be raised with a senior member of Peachy Bum management who was not directly involved in the original investigation.

Where appropriate, an independent external party or relevant authority may also be approached.

Confidentiality

All grievances will be handled confidentially. Information will only be shared on a need-to-know basis or where disclosure is required or permitted by law.

No client, customer, supplier, collaborator, employee or other stakeholder will suffer retaliation for raising a grievance in good faith.

Retaliation will be treated as a serious matter and may result in disciplinary, contractual or other appropriate action.

Gross misconduct

An employee may be subject to disciplinary action, up to and including termination of employment, if, following an appropriate investigation and disciplinary process, they are found to have committed gross misconduct.

Examples of gross misconduct include:

• Theft or fraud
• Violence, bullying or serious harassment
• Retaliation against whistleblowing or grievance reporting
• Serious damage to company property
• Misusing the organisation's name or resources
• Refusing to follow reasonable and lawful instructions
• Unlawful discrimination or harassment
• Serious conduct that damages the organisation's reputation
• Serious breach of confidentiality
• Serious breaches of company policies or codes of conduct

These actions are serious enough to potentially end the employment relationship because they may destroy trust and make continued employment inappropriate.

Where disciplinary action is taken, the employee will receive appropriate written notification of the decision and information regarding their right to appeal, in accordance with applicable employment requirements and company procedures.

Monitoring and review

Records of grievances will be maintained confidentially and reviewed regularly to identify recurring issues, risks and opportunities for improvement.

This policy will be reviewed annually by the Directors of Peachy Bum to ensure it remains effective and aligned with applicable laws, best practices and our commitment to responsible business.

External Whistleblower Protection Policy

Clients, Customers, Suppliers and Stakeholders

Peachy Bum is committed to the highest standards of integrity, accountability and transparency.

This Whistleblower Policy provides a mechanism for external stakeholders to raise concerns about malpractice, wrongdoing or breaches of ethical standards in a safe, confidential and protected way.

It sits alongside our Grievance Procedure and provides an additional route for reporting serious concerns.

Scope

This policy applies to all external stakeholders, including clients, customers, suppliers, collaborators, business partners and members of the public.

It covers concerns about:

• Criminal offences
• Fraud, corruption or bribery
• Breaches of legal or regulatory obligations
• Health and safety risks
• Environmental damage or serious environmental concerns
• Professional misconduct
• Breaches of company policies or ethical standards
• Human rights violations
• Serious conflicts of interest
• Attempts to conceal or facilitate wrongdoing

Our commitment

We are committed to:

• Protecting whistleblowers from retaliation
• Maintaining confidentiality wherever reasonably possible
• Handling reports fairly and impartially
• Taking concerns seriously and investigating them appropriately
• Seeking consent before involving additional parties where appropriate, unless disclosure is required by law
• Taking appropriate corrective action where wrongdoing is substantiated

Any retaliation against a whistleblower who has raised a concern in good faith will be treated as a serious matter and may result in disciplinary, contractual or other appropriate action.

Raising a concern

Concerns may be raised internally through the Peachy Bum Grievance Reporting Form:

https://forms.gle/TayxxMgTvo1Z2mVc7

Concerns may also be submitted directly to:

hello@peachybum.co

Where appropriate, individuals may also raise concerns externally with a relevant Singapore government authority, regulator or law enforcement agency.

For matters falling within its regulatory jurisdiction, stakeholders may contact the Infocomm Media Development Authority (IMDA) through its applicable reporting channels.

Nothing in this policy prevents an individual from reporting suspected unlawful conduct to an appropriate external authority.

Investigation process

Concerns will be assessed promptly and impartially in accordance with our Grievance Process.

Where an investigation is required, Peachy Bum may review relevant documents, communications and other evidence and may speak with relevant individuals or witnesses.

Updates will be provided to the whistleblower where possible and appropriate.

If misconduct is substantiated, appropriate corrective, preventive, disciplinary or contractual action will be taken.

Consequences for retaliation

Employees:
Subject to appropriate disciplinary action, up to and including termination of employment.

Suppliers, Vendors, Clients or Business Partners:
May be subject to contractual remedies, termination of the business relationship or other appropriate action.

Directors or Senior Management:
May be subject to appropriate internal or external review and action, depending on the circumstances and applicable legal requirements.

Confidentiality and data protection

Information relating to grievances and whistleblowing reports will be handled confidentially and in accordance with applicable Singapore privacy and data protection requirements.

Confidentiality will be respected throughout the process, with information disclosed only where necessary to assess, investigate or resolve the concern, or where disclosure is required or permitted by law.

Responsibilities

Stakeholders are encouraged to raise concerns honestly and in good faith.

Directors and senior management are responsible for overseeing the grievance and whistleblowing process and ensuring that concerns are handled appropriately.

Peachy Bum will periodically review anonymised grievance and whistleblowing information to identify recurring issues and opportunities for improvement.

Monitoring and review

This policy will be reviewed annually by the Directors of Peachy Bum to ensure continued compliance with applicable legal obligations, best practice and Peachy Bum's commitment to responsible and ethical business practices.

Last reviewed: August 2026
Next review: August 2027

Contact

Peachy Bum
Email: hello@peachybum.co
Grievance & Whistleblowing Form: https://forms.gle/TayxxMgTvo1Z2mVc7

Our commitment to justice, equity, diversity and inclusion

Peachy Bum makes products for babies, bought by the people who care for them. That gives us obligations in three directions: to the people who work for us and make what we sell, to the caregivers who buy from us, and to the communities our products and our waste reach.

We are a small company. We are not going to claim wide influence we don't have. What we can say is that every decision here is traceable to a person, and that makes us more accountable for those decisions, not less.

In our operations. We hire through structured processes designed to reduce bias, and we don't ask applicants for salary history, credit checks or criminal records. We pay every employee at or above the Singapore living wage and verify it annually. We provide a grievance route that runs outside all of us — no internal channel could be genuinely safe at our size. Most of the people affected by our decisions don't work for us: they work in the factories that make our products. We hold those partners to standards on wages, hours, freedom of association and non-discrimination, and we don't use purchasing pressure that pushes cost onto their workers.

For our customers. Baby care marketing has a long habit of showing one kind of mother, and we don't intend to repeat it. We write product information in plain language and are working toward providing it in the languages caregivers actually speak, not English alone. We don't use guilt, shame or anxiety about parenting adequacy to sell anything. And we treat affordability as a real issue rather than a marketing theme — a product that only reaches well-off families isn't serving the need we claim to serve.

In our community. We donate product to family-support organisations in every market we sell in, and we extend that to each new market we enter. We publish our JEDI action plan and our progress against it every year, including what we didn't achieve. Distribution and joint venture partners in new markets are held to these same expectations as a condition of appointment — growth doesn't exempt anyone from this.

What we haven't done yet. We don't have formal pay bands, a diverse board, or supplier diversity data. Saying so is more useful than implying otherwise. These sit on our roadmap, and our annual reporting will state plainly where we've got to.

Accountability. TEY ZI WEN, Director, holds named responsibility for this commitment on behalf of the board, which reviews progress at least annually. Anyone can challenge whether we're living up to this through our grievance procedure at https://forms.gle/TayxxMgTvo1Z2mVc7 including anonymously, and through a contact independent of our directors

PeachyBum (Baby Diapers) Pte. Ltd. does not engage in lobbying. The Company does not employ or retain lobbyists. It does not make political contributions of any kind, financial or in kind. It does not fund political campaigns, parties or candidates. It is not a member of any trade association, industry body or chamber of commerce, and so no organisation lobbies on its behalf. It does not fund research or campaigns intended to influence legislation or regulation.

Should the Company begin any lobbying activity, it will publish a full responsible lobbying policy before doing so, and will have that policy approved by its Board of Directors and published on its website.

Own Operations

• Track office electricity consumption monthly and record it in the Environmental Monitoring Workbook.
  
• Switch to a renewable electricity plan where available at our premises, or purchase equivalent renewable energy certificates by 2027.
  
• Set a default of remote or virtual meetings for international partner engagement, with travel taken only where a site visit is required for supplier labour or quality assessment.
  

Products and Materials

• Reduce plastic content per unit against the 2026 baseline, as committed in the strategy roadmap.
  
• Make all secondary packaging recyclable or reusable.
  
• Assess bio-based or reduced-footprint alternatives for the superabsorbent core, and report findings to the Board by 2028.
  

Supply Chain

• Request energy and emissions data from Tier 1 manufacturing partners as part of the annual supplier review.
  
• Include climate expectations in the Supplier Code of Conduct and in all new distribution and JV agreements.
  
• Consolidate shipments and prefer sea over air freight, recording any exception and its reason.
  

Beyond Reduction

• Continue funding ocean-bound plastic recovery through CleanHub. We report recovery separately from reduction and do not treat it as an emissions offset, because it is not one.
  

The rights we commit to respecting

•⁠  ⁠Freedom from forced labour, bonded labour and human trafficking in any form.

•⁠  ⁠Freedom from child labour, and protection of young workers above the minimum working age from hazardous work.

•⁠  ⁠Freedom of association and the right to collective bargaining, including where local law restricts it, in which case we support lawful alternative means of worker representation.

•⁠  ⁠Freedom from discrimination on any ground, including race, ethnicity, nationality, religion, sex, gender identity, sexual orientation, disability, age, pregnancy, maternity or migrant status.

•⁠  ⁠Freedom from harassment, violence, and degrading or abusive treatment.

•⁠  ⁠The right to a safe and healthy working environment.

•⁠  ⁠The right to fair wages sufficient to meet basic needs, and to working hours within legal and reasonable limits with voluntary and properly compensated overtime.

•⁠  ⁠The right to privacy and to protection of personal data.

•⁠  ⁠The rights of consumers to safe products and to accurate, non-misleading information — including, in our case, the rights of infants who use our products and cannot speak for themselves.

•⁠  ⁠The right to a clean, healthy and sustainable environment, and the rights of communities affected by waste and pollution.

Human rights due diligence

Consistent with the UN Guiding Principles, we assess actual and potential impacts, integrate findings into decisions, track effectiveness, and communicate how we address impacts.

•⁠  ⁠Assessing severity.

We assess impacts by scale, scope and irremediability, and by likelihood. Where severity is high, we act regardless of likelihood and regardless of whether the impact is financially material to us.

•⁠  ⁠Procurement.

Each year we identify our three most material procurement decisions by spend and by risk, and we assess the actual and potential human rights impacts of each before committing. The assessment, the evidence relied on and the mitigations applied are recorded in the Procurement Decision Log. This log also serves our environmental procurement assessment.

•⁠  ⁠New markets and partners.

Distribution and joint venture agreements in new markets include human rights obligations as a condition of appointment. Expansion does not exempt a market or a partner from this policy.

•⁠  ⁠Cause, contribute, linked.

Where we cause an impact we stop and remediate it. Where we contribute to one we change the practice that contributes and use our leverage to remediate. Where we are directly linked to one through a business relationship we use our leverage to seek change, and we increase, rather than sever, engagement in the first instance — disengagement often worsens outcomes for the workers concerned. Where a partner is unwilling to change over a reasonable period, we end the relationship responsibly.

Remedy and grievance

Anyone whose rights may have been affected by our operations or value chain may raise a grievance under our Stakeholder Grievance Procedure, published at https://forms.gle/TayxxMgTvo1Z2mVc7. 

That procedure is open to workers at our suppliers and manufacturing partners as well as to our own people, may be used anonymously, and includes an external contact independent of the Company’s owners and directors. We do not retaliate against anyone who raises a concern in good faith. Where we have caused or contributed to an adverse impact, we provide or cooperate in remedy.