What SEBI asks, verbatim
Do human rights requirements form part of your business agreements and contracts? (Yes/No)
Disclose whether human rights requirements are incorporated into business agreements and contracts.
Quoted from the SEBI BRSR Format as amended March 2025, with measurement guidance from the ICAI Background Material on BRSR, Revised Edition 2024, page 127.
In plain English
Check if your company’s contracts and agreements include clauses that protect human rights. Say “Yes” if they do, “No” if they don’t. You’ll find this info in your legal or procurement departments, where contracts are drafted and stored.
What a complete, assurance-ready answer contains
A complete, assurance‑ready answer states “Yes” or “No” and immediately follows with a concise description of the policy framework that mandates human‑rights clauses in all supplier, customer, and partnership agreements. It lists the key clauses (e.g., non‑discrimination, safe working conditions, grievance mechanisms) and the audit trail showing how compliance is monitored, such as annual contract reviews and third‑party verification. A common gap is omitting the frequency of contract reviews or the specific metrics used to assess enforcement of the clauses.
Describes the completeness and granularity an assurer expects. No company figures are named.
Where the data comes from
Usually found in policy, grievance and due-diligence records. Forward to your HR or Legal team.
Much of what BRSR asks for already exists in filings the company makes elsewhere, such as Pollution Control Board consents, PAT returns, hazardous-waste manifests and EPR registrations. The free gap analysis cross-references those filings against all 108 fields and shows which are already covered.
Frequently asked questions
What does BRSR P5-E9 ask for?
Check if your company’s contracts and agreements include clauses that protect human rights. Say “Yes” if they do, “No” if they don’t. You’ll find this info in your legal or procurement departments, where contracts are drafted and stored.
Is BRSR P5-E9 an Essential or a Leadership indicator?
P5-E9 is an Essential indicator, so it is mandatory for every BRSR filer. It sits under Principle 5, Human Rights.
Who inside the company holds the data for P5-E9?
HR / Legal. Usually found in policy, grievance and due-diligence records. Forward to your HR or Legal team.
What unit does P5-E9 use?
Yes/No. Reporting in the wrong unit, or switching the denominator of an intensity ratio between years, is one of the more common reasons a figure has to be restated.
What does a complete answer to P5-E9 look like?
A complete, assurance‑ready answer states “Yes” or “No” and immediately follows with a concise description of the policy framework that mandates human‑rights clauses in all supplier, customer, and partnership agreements. It lists the key clauses (e.g., non‑discrimination, safe working conditions, grievance mechanisms) and the audit trail showing how compliance is monitored, such as annual contract reviews and third‑party verification. A common gap is omitting the frequency of contract reviews or the specific metrics used to assess enforcement of the clauses.
Other disclosures under Principle 5
Employees and workers trained on human rights (count, %)
Employees and workers paid at or above minimum wage (count, %)
Median remuneration and the male-to-female pay ratio
Do you have a person / committee responsible for human-rights issues? (Yes/No)
Internal mechanism to handle human-rights grievances (brief)
Complaints on harassment, discrimination, child labour, forced labour, wages (count)
See P5-E9 against a real client
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