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Opportunities for career advancement and one of the best safety records in the industry.

About Us



At Smithfield Foods, “good” doesn’t stop with our products — it’s in everything we do.View the campaign




Opportunities for career advancement and one of the best safety records in the industry.Search opportunities

Policies & Disclosures

We live by our policies every day and evaluate them on a regular basis to ensure that they reflect our goals, the needs of our stakeholders, and the state of our industry. They underscore our focus on transparency and responsible operations across our operations.

Animal Care Policy

Smithfield1 is committed to being the industry leader in animal care practices to assure respectful and humane treatment of animals, to produce wholesome food products, and to analyze our operations and practices, including internal and independent third-party audits, to ensure continual improvement.

All operations involved with the production or processing of live animals are required to provide:

  • Comprehensive written animal care programs to ensure animal well-being.
  • Shelter that is designed, maintained, and operated to provide a physical environment that meets the animals’ needs.
  • Access to adequate water and high-quality feed to meet animal nutrition requirements (production facilities) and in accordance with the Humane Methods of Slaughter Act 1978 (processing facilities).
  • Humane treatment of animals that ensures their well-being and complies with all applicable legal and regulatory requirements.
  • Identification and appropriate treatment of animals in need of care.
  • Humane treatment of animals that meets or exceeds the requirements of the Humane Methods of Slaughter Act of 1978, and all applicable American Meat Institute Animal Handling Guidelines (processing facilities).
  • Timely use of humane methods to euthanize sick or injured animals not responding to care and treatment.

Adherence to the principles of this policy is a responsibility and requirement of those who interact with animals that are owned or processed by Smithfield. Willful neglect or abuse of animals will not be tolerated and will result in immediate termination. Offenders may also be subject to criminal prosecution under applicable laws.

Download the Animal Care Policy PDF - English
Download the Animal Care Policy PDF - Spanish

1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield Foods and all of its subsidiaries. Similarly, the terms “division” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

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Antibiotics Use Policy

Antibiotics have improved the lives of millions of people and animals. The prudent use of antibiotics makes our food supply safer and enhances animal well-being by treating, controlling, and preventing diseases, which can cause suffering and premature death in food animals. Misuse of antibiotics in all forms—whether in human or animal medicine or plant agriculture—may contribute to the emergence of resistant microorganisms. Therefore, Smithfield Foods is committed to the responsible and judicious use of antibiotics through the following practices:

  • Preventative Management: Maintaining a robust animal health management program overseen by veterinarians, which includes sound animal husbandry practices, preventive herd health examinations, vaccinations, and proactive assessments of potential health threats.
  • Veterinary Oversight: Veterinary oversight and consultation prior to selection and use of any antibiotic usage governed by prior written authorized or prescriptions, guided by extensive and regular diagnostic testing and analysis, and targeted and appropriately timed for the specific disease of concern.
  • Limited Use: Veterinary administration of antibiotics classified as important for treating human disease by the U.S. Food and Drug Administration (FDA) only when necessary for animal health and food safety. No use of antibiotics classified as important for treating human disease by the FDA for feed efficiency and growth promotion purposes.
  • Strict Compliance with U.S. Law: Meeting or exceeding all antimicrobial withdrawal times established by the FDA and the Food Animal Residue Avoidance Databank (FARAD). Antibiotics use limited to those approved and labeled for animal use by the U.S. Food and Drug Administration and adherence to all applicable laws governing antibiotics.
  • Recordkeeping and Reporting: Tracking and publicly reporting antibiotic use.
  • Continuous Improvement and Research: Ongoing commitment to research to identify new technologies that improve animal health and minimize antibiotic use.

Adherence to the principles of this policy is the responsibility and requirement of all individuals who interact with the animals owned or managed by Smithfield’s hog production business. Failure to abide by the policy will be grounds for disciplinary action up to and including possible termination.

This policy is based on Smithfield’s commitment to producing safe and wholesome meat products for its customers, as well as the company’s continuing commitment to animal care. The policy will be reviewed on an annual basis.

View the Antibiotics Use Policy

California Slavery and Human Trafficking Disclosure

Smithfield1 is committed to the protection and advancement of human rights, as enshrined in the Universal Declaration of Human Rights issued by the General Assembly of the United Nations on December 10, 1948. Smithfield and its employees adhere to the Smithfield Human Rights Policy (our “Policy”), which is grounded in the Smithfield Code of Business Conduct and Ethics (PDF) (our “Code of Conduct”). A primary tenet of our Policy is “Smithfield does not use forced or compulsory labor.”

Effective January 1, 2012, the California Transparency in Supply Chains Act of 2010 requires Smithfield to make the following disclosure as to our efforts to eradicate slavery and human trafficking from our direct supply chain:

  • Verification of Supply Chain. Smithfield has adopted a Supplier Code of Conduct (our “Supplier Code”). A primary tenet of that code is adherence to all laws and regulations governing labor and human rights, including those addressing forced labor and human trafficking.
  • Audit. Smithfield has the right but does not currently conduct audits of suppliers to evaluate supplier compliance with company standards against trafficking and slavery in supply chains.
  • Supplier Certification. Our Supplier Code requires all suppliers to submit to an audit of the supplier’s facilities, upon request by Smithfield, and inform Smithfield of any regulatory noncompliance or violation of the Supplier Code. Smithfield does not currently certify supplier compliance with the Supplier Code or our Policy.
  • Accountability. Smithfield is committed to ethical and socially responsible conduct in the workplace. Upon hire, Smithfield requires all employees to read and acknowledge receipt and understanding of our Code of Conduct. Employees recertify this acknowledgment annually. Our Code of Conduct includes, among other things, certification that the employee will comply with all applicable laws and regulations. Human trafficking and slavery is a violation of such laws and would constitute a violation of our Code of Conduct. Such a violation could result in disciplinary action against the employee, including termination.
  • Training. As noted above, Smithfield requires annual certification from our employees that they understand and will adhere to our Code of Conduct. We do not conduct specific training at this time on our Code of Conduct or on our Policy.

View the California Slavery and Human Trafficking Disclosure


1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield Foods and all of its subsidiaries. Similarly, the terms “division” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

Code of Business Conduct and Ethics

The Smithfield1 Code of Business Conduct and Ethics embodies our commitment to doing the right thing in all aspects of our business. Doing the right thing means acting in the best interests of those who count on us to do our jobs: our customers, our co-workers, and the public. All employees are asked to sign a statement that they have read and understand the Smithfield Code of Business Conduct and Ethics, and that they will act in full compliance.

The Code of Business Conduct and Ethics is available in the following languages: 

EnglishBurmeseCzechFrenchHungarianKarenNepaliPolishRomanianRussianSlovakSpanishSwahili and Vietnamese.

Download the PDF

1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield Foods and all of its subsidiaries. Similarly, the terms “division” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

Diversity Statement

Good Food, Responsibly, Means a Commitment to Diversity

Smithfield1 understands that its customers, employees, and suppliers are critical to its success as a global food company. Smithfield is committed to partnering with customers, employees, and suppliers of diverse backgrounds and geographic locations, and to conduct our business in an ethical and inclusive way. Our global perspective and commitment to inclusion are central to our mission to produce good food, responsibly, and ultimately maximize shareholder value.


Smithfield is always seeking new markets for its products. We continually strive to reach out to a diverse customer base and produce good food that will be enjoyed by families across the globe. Our new initiatives include product development, marketing and advertising with diverse media outlets, sponsorships, and forming successful partnerships with key influencers. 


Smithfield is committed to attracting, training, and maintaining a diverse workforce that is reflective of the marketplace. We strive to implement a company culture that is inclusive, positive, and performance-oriented. Having a diverse workforce allows us to benefit from a variety of perspectives and strengthens our global competitiveness. Explore the many opportunities available across our family of companies.

Visit our Career Opportunities page for our most recent employment information.


We believe that being an active and sustaining partner in the communities in which we operate is not only good business, but also our role as a responsible corporate citizen. Some examples of our activities include:

  • College scholarships for the children and grandchildren of our employees, in partnership with numerous colleges and universities in the United States, including several Historically Black Colleges and Universities (HBCUs).
  • Our Helping Hungry Homes® initiative, through which we partner with Feeding America and local food banks to feed families in need.
  • Partnerships with organizations to support young students in the educational quest for careers in the agriculture industry.

View the Diversity Statement

1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield and all of its subsidiaries. Similarly, the terms “division” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

Environmental Policy

At Smithfield1, effective environmental management is critical to the success of our business and to the achievement of our long-term sustainability goals. Our Environmental Policy and Water Policy serve as the foundation for our efforts to minimize our impact on natural resources throughout our value chain.

Our environmental management system (EMS) helps us manage our environmental actions in a comprehensive, systematic, planned and documented manner and is aligned with the International Organization for Standardization (ISO) 14001 Standard. Smithfield was the first in our industry to have all farms and facilities certified to ISO 14001 (recent acquisitions will be certified in a timely manner).

ISO 14001 is considered the international gold standard for environmental management. To obtain certification, an organization must meet a rigorous and comprehensive set of requirements and criteria developed by more than 2,000 experts from around the world. It also requires independent audits by third parties.

Environmental Policy Statement

It is the corporate policy of Smithfield Foods, Inc. and its subsidiaries to conduct business in a manner consistent with continual improvement in regard to protecting the environment.

  • Smithfield Foods, Inc. is committed to protecting the environment through pollution prevention and continual improvement of our environmental practices, with recognition of process-related risk and opportunities associated with the needs and expectations of interested parties. We consider our activities, products and services, which may have significant environmental aspects in the scope of the EMS.
  • Smithfield Foods, Inc. seeks to demonstrate its responsible corporate citizenship by complying with relevant environmental legislation and regulations and with other requirements to which we subscribe. We will create, implement and periodically review appropriate environmental objectives and targets to improve sustainable development.
  • Under our leadership, protection of the environment is the responsibility of all Smithfield Foods, Inc. employees within the scope of the EMS.
  • Smithfield Foods, Inc. communicates this policy to persons within the scope of the EMS and makes it available to the public through its website and provides printed copies upon request.

Download the Environmental Policy PDF


1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield Foods and all of its subsidiaries. Similarly, the terms “division,” “segment,” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

Equal Employment Opportunity / Nondiscrimination Policy

It is the policy of the Company to:

  • Recruit, hire, train and promote, into all job classifications, the most qualified persons without regard to race, color, national origin, sex, sexual orientation, religion, age, status as a protected veteran, status as an individual with disability, gender identity or any other protected group status or non-job-related characteristic as directed by law
  • Make employment and promotional decisions by utilizing reasonable standards based on the individual’s qualifications and valid job requirements as they relate to a particular job vacancy, in accordance with equal employment opportunity requirements.
  • Administer all personnel actions relating to the terms, conditions, and privileges in a nondiscriminatory manner.

These actions include, but are not limited to the following: employment, promotion, demotion, transfer, recruitment, recruitment advertising, layoff, termination, rates of pay, other forms of compensation, and training.

This document is not to be considered an employment contract between the Company and its employees. We view the principle of equal employment opportunity as a vital element in the employment process and as a hallmark of good management. Recognizing that equal opportunity is achieved through leadership and the genuine implementation of a viable Affirmative Action Program, we will assign specific affirmative action and equal employment opportunity responsibilities to Managers and Supervisors. We expect all employees to demonstrate sensitivity to and respect for all individuals and to demonstrate commitment to the Company’s equal employment opportunity and affirmative action objectives.

Any employee or applicant with questions or concerns about any type of discrimination in the workplace is responsible for bringing these issues to the attention of their immediate Supervisor or Human Resources Manager who is the local EEO Coordinator. The Human Resources Manager’s responsibility is to implement and to monitor adherence to this policy. Employees and applicants can raise concerns and make reports without fear of reprisal, harassment, intimidation, threats, coercion, or discrimination because they: (1) file a complaint with the Company or with federal, state, or local agencies; (2) assist or participate in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state, or local equal employment opportunity or affirmative action statute; (3) oppose any act or practice made unlawful by federal, state, or local law requiring equal employment opportunity or affirmative action; or (4) exercise any other employment right protected by federal, state, or local law or its implementing regulations.

As the President & CEO of this Company, I have the responsibility to ensure that equal employment and affirmative action receive our full commitment, attention, and management support. We will hold each Manager accountable for the prompt execution of necessary preventative, corrective, and affirmative actions.

I am committed to all of the objectives of equal employment opportunity and expect the cooperation and participation of all of our employees in achieving these objectives.

Shane Smith
President and Chief Executive Officer

Revised July 2021

Download the Equal Employment Opportunity / Nondiscrimination Policy PDF

Health & Safety Policy

Smithfield Foods1 recognizes our workers as our greatest asset, and firmly believe the health and safety of every individual working or visiting one of our locations is our responsibility.

Just as we strive to be an industry leader in producing wholesome food products, following best-in-class animal welfare practices, and protecting the environment, we also strive to lead the industry in occupational safety and health. To that end, Smithfield Foods has developed and is currently implementing the Smithfield Injury Prevention System (SIPS).

SIPS delivers our commitment to provide safe and healthy working conditions and to prevent injury and ill-health to workers and visitors by:

  • Maintaining a corporate and local level leadership team to steer the overall process;
  • Providing professional safety resources across all organizational levels;
  • Maintaining compliance with all federal, state, local laws, and Smithfield corporate safety requirements;
  • Defining roles and responsibilities for all workers affecting safety performance, and measuring adherence to those responsibilities through performance reviews;
  • Conducting initial and ongoing risk assessments that identify control measures;
  • Developing management plans, processes, and procedures that utilize the hierarchy of controls for the timely abatement and reduction of hazards;
  • Promoting active participation of all workers within the ongoing delivery of SIPS, training, awareness of potential hazards, auditing, continuous improvement processes, and evaluations;
  • Developing measurements and auditing systems to ensure standards of performance are being achieved and opportunities for improvement are identified;
  • Involving senior and local level management in the on-going development of the SIPS system;
  • Continuously improving SIPS using information gathered through the implementation of our safety systems and programs, and through performance reviews.

To maintain a safe and healthy working environment, every worker and visitor must comply with the requirements specified in SIPS.

This policy shall be reviewed and revised as necessary, at least annually, and will be communicated to every worker as well as to other interested parties.

Reviewed and accepted on this date: February 1, 2018

View the Health & Safety Policy 

1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield Foods and all of its subsidiaries. Similarly, the terms “division” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

Human Rights Policy

Smithfield1 is committed to the protection and advancement of human rights, as enshrined in the Universal Declaration of Human Rights (UDHR) issued by the General Assembly of the United Nations on December 10, 1948. The Smithfield Human Rights Policy is grounded in the Smithfield Code of Business Conduct and Ethics (PDF) (the “Code”) and operates in conjunction with the Code. The Code, in conjunction with the Human Rights Policy, sets forth Smithfield’s policies and practices relating to conducting our business in an ethical and responsible manner that supports and respects the protection of human rights. It reflects the company’s core values and high ethical standards.

As used in this Policy and the Code, the term “Smithfield” means Smithfield Foods, Inc., and all foreign or domestic operations and joint ventures in which Smithfield has a majority interest and/or management responsibility, the terms “employees” or “representatives” mean and include all Smithfield employees, officers and directors, and the term “supervisor” refers to the person to whom an employee reports. Smithfield will communicate this policy to its direct supply chain partners.

The Compliance Committee is responsible for the oversight and implementation of this policy and shall define the company’s implementation and monitoring efforts to conform to this policy and advance our commitment to continuous improvement.
1. Equal Opportunity
Smithfield does not discriminate against any employee or applicant for employment because of race, color, national origin, sex, sexual orientation, religion, age, status as a protected veteran, status as an individual with disability, gender identity or any other protected group status or non-job-related characteristic, as directed by law. This applies to recruitment, hiring, training, promotion, disciplinary practices and other terms and conditions of employment. Discrimination against any employee or applicant for employment is a serious violation of equal employment opportunity law and of Smithfield’s corporate policies. It is the responsibility of every supervisory employee to ensure that discrimination does not occur and for every employee to report violations to our policy or the law.

Smithfield will take action to ensure that qualified applicants are given equal opportunity to be employed and promoted. All personnel actions and company-sponsored programs shall continue to be administered on a nondiscriminatory basis.Violations of policy will be reviewed and investigated, and appropriate action will be taken based on the facts.
2. Health, Environment and Safety
Smithfield is committed to ensuring the health, safety and well-being of our employees, the people living and working in communities near our facilities and the environment and will provide the human, physical and financial resources necessary to meet this commitment. These resources will be used to enable employees and contractors to work safely and comply with company policies and the law, to prevent pollution and to protect the environment. Our employees are expected to comply fully with company policies and to adhere, at a minimum, to the applicable health, environmental and safety legal requirements of their host country. Training will be provided to our employees on these company policies and legal requirements.
3. Harassment and Violence
Smithfield is committed to providing our employees with a nondiscriminatory work environment free of any type of harassment per company policy and the law. Supervisory employees must investigate all complaints of harassment, and employees are advised on their responsibility to report violations. The company will take appropriate disciplinary actions for violation of policy or law.

All verbal and physical threats of violent behavior are unacceptable and should be reported, as outlined in the Smithfield Code of Conduct. Every report of violence or threats of violence will be investigated. Employees who engage in violence or threats of violence will be subject to disciplinary action, up to and including termination of employment as well as criminal prosecution.
4. Rights of Employees
Smithfield does not use forced or compulsory labor. Workers are recruited and receive competitive wages and benefit packages. Smithfield will not use child labor and respects the rights of children to be protected from economic exploitation. Smithfield recognizes and respects employees’ rights and freedom to choose whether to join or not join third-party organizations or to associate freely and bargain collectively. Where applicable, Smithfield supports the rights of its employees to make these choices through fairly conducted secret ballot elections. Smithfield recognizes that in some countries, workers are not free to organize and join unions, and in such circumstances, the company is open to other forms of worker representation.
5. Implementation
This Human Rights Policy will be implemented by Smithfield through communication and training programs for staff on human rights issues generally, and on the requirements of Smithfield’s Human Rights Policy specifically.

View the Human Rights Policy

1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield Foods and all of its subsidiaries. Similarly, the terms “division” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

International Operations and Acquisitions

While our sustainability program initially focused on operations in the United States, the program also applies to our operations in Europe. Of course, regulatory frameworks vary from country to country. Therefore, we, like many other companies, are working hard to align our goals and approaches to important issues, such as environmental management, with international operations.

When we acquire a new company, we conduct various reviews, including an assessment of the company’s practices related to key sustainability areas such as employees, safety, sow housing and the environment. We also try to address the current relationship with local regulators and the communities in which they are based. Following an acquisition, we promptly implement our environmental and health and safety management systems (described in the respective areas of our sustainability program on this site) and identify practices already in place, as well as gaps. We then use our corporate-level training programs and intranet sites to communicate best practices.

We also make available our environmental management expertise and safety expertise to the companies in which we hold a minority interest, and we encourage them to utilize environmental and safety compliance practices that are consistent with our own.

View the International Operations and Acquisitions Statement

Our Governance Policy Drives Success

Corporate and executive-level oversight lead our core team to drive our efforts and progress.

Our Reporting Structure

Our CEO reviews our sustainability performance on an quarterly basis at a minimum. We establish and routinely evaluate goals and targets under each pillar to drive ongoing progress to create value for our stakeholders, employees and the company as a whole.

Our sustainability strategy relies on:


Smithfield’s ERM framework helps to identify complex and emerging risks, ensure mitigation processes and controls are in place and provide timely and effective reporting.

Ten priority risk areas are:

  • Commodity Prices
  • Food Safety
  • Animal Welfare/Biosecurity/Epidemic
  • International Markets
  • Litigation
  • Government Regulations and Policies, Planning and Strategy
  • Customer Relations
  • Competitor Activity
  • Environmental


Our Code of Business Conduct and Ethics, which is applicable to all employees and corporate officers, describes policies and practices for conducting business in accordance with applicable laws and the highest ethical standards.


We participate in legislative and regulatory processes both as an individual company and through industry associations. Smithfield Foods has participated in many cross-industry boards and commissions at the national and state levels.

The following are among the most significant public policy issues for our company and industry:

  • Trade Policy
  • Support for Agriculture and Rural America
  • Animal Disease Preparedness and Response
  • Renewable Energy and Sustainability
  • Tax Policy
  • Immigration and Labor
  • Grain Inspection, Packers and Stockyards Administration (GIPSA) Rules
  • Pharmaceutical Supply Chain
  • State Ballot Initiatives
  • Food insecurity and availability of affordable protein products

View the Governance Policy

Significant Public Policy Issues Impacting Smithfield Foods

Trade Policy

As an American manufacturer, Smithfield depends on free and open export markets to support our growing business. Trade accounts for about one-fourth of the total U.S. pork production output, ensuring pork producers find value for a wide-ranging mix of final products. Trade has made the U.S. pork industry an economic success story, creating more manufacturing and agriculture jobs across the nation and providing important and stable markets for American corn and soybean farmers. We support the vigorous pursuit of new trade agreements with export partners, the removal or reduction of tariffs and non-tariff barriers that limit exports. We are also focused on preserving our access in existing free trade agreements, which have created tremendous opportunities for American agriculture, including Smithfield. Recent U.S. trade agreements with Canada, Mexico, Japan and China are a step in the right direction.

Support for Agriculture and Rural America

Smithfield values the critical role that farmers and ranchers play in our supply chain. We have worked with USDA on implementation of the 2018 Farm Bill, which provides certainty to farmers and ranchers by authorizing important programs such as crop insurance, farm credit and conservation activities. Additionally, Smithfield has advocated for funding of USDA programs supporting the livestock health initiatives that ensure the sustainability of our food supply.

Animal Disease Preparedness and Response

Animal diseases threatening the health of the U.S. pork industry have the potential to cause significant economic losses. The spread of African Swine Fever around the globe threatens pork supplies internationally and domestically. We work actively in partnership with the U.S. Department of Agriculture, Animal Plant Health Inspection Service (APHIS), trade associations, veterinarians and state and local authorities to prepare for and respond to these emerging challenges by advocating for improved inspections and regionalization plans.

Renewable Energy and Sustainability

Smithfield is committed to doing its part to protect the environment throughout its own supply chain. Additionally, our recent Align joint venture with Dominion Energy to become the world’s largest supplier of renewable natural gas (RNG) makes us a leading voice in support of efforts to reduce GHG emissions across the agricultural sector. To this end, we also support reform of the Renewable Fuels Standard (RFS) to better support the advanced biofuels sector. With Smithfield’s goal of reducing GHG emissions by 25% by 2025, we will continue to advocate for policies that promote the development of agriculture-friendly renewable energy such as these “manure-to-energy” initiatives.

Tax Policy

Smithfield Foods supports pro-growth tax policies that enables companies like ours to reinvest in local communities, create jobs and spur economic growth. Recent changes to improve the competitiveness of the American tax system have let us invest further in sustainable practices and will help us reach out far-reaching greenhouse gas (GHG) emission reduction goal by 25% by 2025 across our entire supply chain. By being more competitive and investing savings derived from corporate tax reforms back into facilities, equipment and jobs across the United States, Smithfield is able to better serve our customers, employees and the environment.

Immigration and Labor

Since many valued employees are legal immigrants, we pay close attention to debates on immigration reform. This immigrant workforce brings a rich diversity to our operations and the communities in which we live. We support U.S. immigration reform that ensures we can maintain an adequate and stable workforce and provide opportunities for legitimate workers who seek employment at companies like ours. We believe the United States should protect legal immigrants and their employers.

Grain Inspection, Packers and Stockyards Administration (GIPSA) Rules

Smithfield has worked in tandem with the packer industry and livestock producers to combat 2016 GIPSA regulations fundamentally altering contracting and marketing practices between packers and producers across all species. The Administration committed in 2017 to rescinding these rules that exposed Smithfield and the meat industry to rampant, frivolous lawsuits, added costs and lowered profitability. We are working to ensure new regulations provide clarity and adhere to the long-standing precedent followed by the USDA related to competition.

Pharmaceutical Supply Chain

Smithfield BioScience is proud to be able to domestically source and manufacture heparin, a lifesaving drug used in hospitals around the world. Outbreaks such as African Swine Fever have decimated the global hog population and threatened the heparin supply chain, and COVID-19 has significantly impacted the labor market raising concerns about global drug shortages. Smithfield Bioscience serves as a resource and a partner in ensure Americans maintain access to this lifesaving drug.

State Ballot Initiatives

Some states have passed or are considering ballot initiatives or state regulations that undermine the freedom to farm, introduce unwarranted costs, restrict marketplace access for conventional pork products and reduce consumer choice. We are working with a coalition of associations to find both legal and legislative solutions to state ballot initiatives that protect animals without unnecessarily restricting farmers and driving up costs to consumers.

View the Public Policy

Sodium Policy

Salt (sodium) is a life-essential nutrient and a critical component for food preservation and food safety. At Smithfield1, salt is also a key ingredient in many of our products and helps us meet customer and consumer demands for quality, authenticity, flavor, and convenience. Smithfield’s policy is based on our commitment to producing wholesome food products for our customers and calls for the following:

  • Provide a broad spectrum of products to meet different needs and tastes, and which ensure that consumers can make choices that suit their individual lifestyles.
  • Offer sodium-reduced products for the benefit of consumers who opt for these choices or who are on restricted diets.
  • Strict adherence to all health and disclosure regulations issued by the FDA and USDA.
  • Continuous analysis and improvements to our product portfolio.

Our policy is consistent with the view that a healthy lifestyle is based on a range of factors, including dietary patterns and exercise, and not on just one nutrient.

View the Sodium Policy

1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield Foods and all of its subsidiaries. Similarly, the terms “division,” “segment,” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

Supplier Code of Conduct

Smithfield1 continues to focus on its vision of being a trusted, respected and ethical food industry leader. This vision supports our promise to customers that we will produce “Good food. Responsibly.®” Our suppliers are integral to maintaining and improving on these goals by providing sustainable products and services. This Supplier Code of Conduct has been implemented to help ensure that our suppliers continue to meet and exceed these high standards. It sets forth the business conduct requirements for all suppliers (suppliers, vendors, contractors and consultants) who do business with Smithfield as well as strategies to support a sustainable future. These requirements are in addition to other contract terms and conditions that apply. The degree to which suppliers comply with these applicable requirements and the extent of their sustainability efforts will be considerations for future business with Smithfield.

Legal Compliance

Suppliers must comply with all applicable laws, regulations and rules for the products and services they manufacture, distribute or otherwise provide. This includes compliance with federal, state, local and international requirements. Examples include, but are not limited to, the following areas:

  • Environmental
  • Health and Safety
  • Labor/Employment
  • Labeling/Packaging
  • Transportation
  • Recordkeeping and Accounting
  • Securities/Insider Trading
  • Import/Export
  • Antitrust/Fair Competition
  • Foreign Corrupt Practices
  • Data/Copyright
  • Immigration

Labor and Human Rights

Suppliers shall treat all employees with respect and dignity at all times. Adherence to laws and regulations governing labor and human rights is a prerequisite for this to occur. Smithfield recommends suppliers go beyond the legal requirements and implement policies and procedures that help foster improved employee relations.

Forced Labor

All labor used by suppliers must be voluntary. The use of forced labor of any kind is prohibited, including indentured service, involuntary prison labor, bonded labor, and labor performed due to physical threat.

Child Labor

Suppliers and their subcontractors shall not use child labor, as defined by federal and state regulations and international standards. Smithfield prefers suppliers do not employ anyone under the age of 16.

Working Hours

Suppliers shall not schedule employees to work more hours or days than allowed by applicable laws. Voluntary alternative schedules and overtime are acceptable if conducted in compliance with legal requirements and collective bargaining agreements.


Employees shall be fairly compensated for their work, which must meet minimum wage requirements, where applicable. Wages should be comparable to those of similar companies in the local area. Overtime shall be paid, as required by law or at least the same as the hourly wage.

Freedom of Association/Collective Bargaining

Suppliers must respect the rights of employees to freely associate, organize and bargain collectively.

Harassment and Abuse

Suppliers must ensure that their facilities are free from employee harassment, threats, punishment or other forms of abuse.

Product Safety and Quality

Smithfield is dedicated to providing the highest-quality meats and packaged foods to our customers. Suppliers of meat products and ingredients have a direct impact on our ability to meet this commitment and, therefore, must have in place policies and procedures to manage the safety and quality of products delivered to us. Smithfield reserves the right to inspect supplier facilities and request documentation to verify that these systems are in place and are being fully implemented.

Human Rights Policy

Animal Well-Being

Smithfield is committed to being the industry leader in animal care practices to ensure respectful and humane treatment of animals that we own or process, to produce wholesome food products for our customers and to analyze our operations and practices, including internal and third-party audits, to ensure continual improvement. Suppliers that provide animal products to our facilities are expected to have similar operating policies and procedures in place to ensure the humane treatment of their animals during all stages of production, transportation and processing.

We invite our suppliers to review our Animal Care Policy and Antibiotics Policy for further guidance.

Environment and Sustainability

At Smithfield, we are constantly striving to improve our environmental performance, and we aim for leadership in our industry. Our suppliers must be an extension of these environmental stewardship efforts by adhering to applicable environmental regulations as a minimum. In addition, Smithfield expects its suppliers to pursue environmentally responsible leadership roles by proactively reducing its environmental impact and assisting our facilities in meeting their environmental objectives and targets whenever possible. Suppliers should consider the following environmental management best practices and sustainability goals:

  • Adopt an Environmental Policy and implement an environmental management system (EMS).
  • Obtain all permits and develop all applicable environmental plans required for your facilities and fully comply with their monitoring, reporting and renewal requirements.
  • Minimize waste generation and manage all wastes, as required by law and in a responsible manner. Source minimization practices are preferred followed by direct reuse and recycling of wastes where feasible.
  • Minimize water use and wastewater generation through conservation practices and reuse options.
  • Minimize air emissions that affect human health and the environment and effectively operate installed air emission control processes.
  • Reduce energy consumption and the generation of greenhouse gases.
  • Reduce packaging materials for supplied products and assist Smithfield in reducing the environmental impact of the packaging used for our food products. A life-cycle approach to packaging design is preferred.
  • Reduce the use of hazardous materials in manufacturing operations and inform Smithfield of any formulation changes that could adversely impact our environmental performance or food quality.

Environmental Policy

Health and Safety

At Smithfield, the safety, health and well-being of our employees is more important than our most valued customer. Our suppliers must also give the health and safety of their employees the same priority. Again, compliance with health and safety legal requirements is mandatory. The minimum program requirements include:

  • Provide employees with clean, safe and healthy working conditions.
  • Provide potable drinking water, adequate sanitation facilities, resources to respond to fire and medical emergencies and personal protective equipment.
  • Implement policies and procedures that help ensure equipment is maintained in a safe condition, identify and correct workplace hazards, monitor and report on workplace illness and injury, require health and safety education and training for employees and encourage employee participation.
  • Minimize employee exposure to health hazards including hazardous chemicals, biological agents and air pollutants.

Worker Health and Safety Policy

Business Integrity

Smithfield expects its suppliers to always conduct business with high ethical, legal and socially responsible standards. The Smithfield Code of Business Conduct and Ethics may be referenced for a more detailed discussion of our expectations.

Code of Business Conduct and Ethics (PDF)

Ethical Behavior

Suppliers must not tolerate any form of corruption within their company or from their subcontractors such as fraud, bribery, extortion or embezzlement. The improper use of insider information and price fixing are prohibited.

Conflicts of Interest

Suppliers shall notify Smithfield of any potential conflict of interest relating to financial interests or other arrangements with our employees that may be considered inappropriate. Gifts and entertainment offered to employees must not be excessive or construed as an attempt to influence business decisions.

Protecting Company Assets

Suppliers often have access to company assets and sensitive information that must be safeguarded. This includes trade secrets, intellectual property, production methods and equipment and financial information.

Disclosure of confidential information or use of trademarks and copyrighted information requires written approval. Smithfield reserves the right to have executed nondisclosure agreements on file with distributors and manufacturers, although this shall not prevent Smithfield from conducting general business transactions.

Verification of Supplier Compliance

Smithfield will verify compliance with this Code of Conduct through the following:

  • Smithfield reserves the right to audit supplier facilities following a reasonable request, with the expectation that suppliers will correct identified deficiencies.
  • Suppliers shall inform Smithfield of any significant regulatory noncompliances or significant news events that may negatively impact public or governmental views of our company or jeopardize our legal compliance.

Suppliers shall complete an annual sustainability assessment survey, if requested, to develop a baseline of sustainability performance and identify improvement trends.

View the Supplier Code of Conduct

1 All references to “Smithfield,” “we,” “us,” and “our” are terms of convenience used to refer collectively to Smithfield Foods and all of its subsidiaries. Similarly, the terms “division” and “business unit” may be used to refer to one or more subsidiaries, which are independent operating companies.

Transparency in Coverage

To comply with the Patient Protection and Affordable Care Act’s Transparency in Coverage Rule, the following link is provided to access Machine-Readable Files (MRF) which contain information about the pricing of Smithfield’s health plan: United Healthcare creates and publishes the MRFs on behalf of Smithfield Foods. These MRFs may be accessed using software for businesses that can organize and interpret data.   If you have questions about accessing these files, please contact

Transparency in Coverage Page

Water Policy

Water is an essential natural resource for our business and our communities. Consistent with Smithfield’s commitment to environmental stewardship, we place high priority on the conservation and protection of this critical resource.

Throughout all aspects of our business worldwide, Smithfield will strive to reduce the impacts of our operations on water resources and to protect and sustain the water supply for our communities and our business.

Smithfield will take a leadership role in managing water supplies cooperatively with our communities. The 2010 United Nations General Assembly Resolution recognizes the right to a safe and sufficient water supply, and, wherever we operate, Smithfield will help ensure the sustainability of this essential resource.

As part of this commitment, Smithfield will implement proactive management systems that direct this effort throughout the Company, adhering to the following principles:

1.  Quality. As Smithfield manages and utilizes our water resources, we aim to preserve and enhance the quality of these resources for our communities and our operations. Sustaining water quality is an ongoing management priority and is incorporated into our planning and day-to-day operations.

2.  Conservation and Efficiency. Smithfield will manage our water supply mindful that it is a finite resource and will preserve its quantity and availability to the community and our operations. Smithfield will strive to constantly improve the efficient use of its water supply. We will maintain targets for decreased consumption and cost, pursue best practices, and track progress to evaluate performance over time.

3.  Cooperation. We will work with our local communities and regulatory agencies to manage water resources. As a company, Smithfield is committed to complying with all regulatory mandates as we utilize water supplies. The Company will maintain transparency and open communication with the community.

Smithfield is a leader in our commitment to protect and enhance the environment. Likewise, as a company, we will be responsible stewards of water supplies and partners with our communities to ensure the sustainability of the resource.

View the Water Policy

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