Modern Slavery Act Transparency Statement

This statement is made pursuant to the requirements of Section 54 of the Modern Slavery Act 2015 on behalf of ILLOOM BALLOON LIMITED (‘IBL’) and its parent company SEATRIEVER INTERNATIONAL HOLDINGS LIMITED (‘SEATRIEVER’).

We are a rapidly growing, innovative and entrepreneurial consumer goods business with offices in Cheshire and China. Our award-winning business was founded in 2006 following a successful pitch on UK tv show Dragons Den by our CEO, James Halliburton. We operate around the world and we pride ourselves on our reputation for acting fairly and ethically wherever we do business. Our reputation is built on our values as a company, the values of our employees and our collective commitment to acting with integrity throughout our organisation. IBL does not tolerate any form of slavery, human trafficking or other similar work environments or practices and is committed to maintaining and improving the processes it has in place to help ensure that these abuses do not occur either in its own operations or those of its suppliers.

The following statement reflects the activities and efforts undertaken to achieve this during the year ending 5th April 2024.

We are fully committed to combatting slavery and human trafficking.

Our business and supply chains

The companies conducting business within the United Kingdom that are part of the SEATRIEVER group of companies are engaged in a range of activities, including, among other things: the production, promotion and distribution of consumer goods products.

These businesses necessarily have supply chains that are highly varied in terms of types of supply and their locations, as well as the potential risks associated with possible labour-related abuses in each supply chain. We therefore focus our efforts on preventing abuses in such supply chains according to the differing levels of risk.

Our supply chain consists of multiple active suppliers, distributors and agents around the world. This supply chain is managed by our UK Head Office.  We develop and implement best-fit strategies for each category to deliver maximum value from the supply base in the areas of cost and risk management, sustainability, innovation, and growth.

Our relevant practices and policies

IBL is committed to fostering safe, inclusive and respectful workplaces.  In support of this commitment, our Employee Handbook includes an expectation of respect for all employees and sub-contractors.

This includes a whistleblowing policy for employees and other people with relevant information to share. Employees have a right and the responsibility, if they see or suspect a violation of the appropriate standards or any company policies to alert their HR department.

In addition, our HR team strives to ensure compliance by all parts of our businesses with applicable employment law in the working conditions of employees, and those workers within third party companies providing us with various services. In our agreements with third parties, we require that they also comply with applicable laws.

Our policy on slavery and human trafficking:

We are committed to ensuring that there is no modern slavery or human trafficking in our supply chains or in any part of our business.

Our due diligence processes

Our Code of Conduct prohibits all forms of forced labour, including slavery and human trafficking and includes specific provisions on involuntary labour that prohibit the use of forced or involuntary labour — whether prison, bonded, indentured or otherwise — in the production of IBL products.

Our Code of Conduct also includes provisions on coercion and harassment that prohibit the use of corporal punishment, threats of violence or other forms of physical, sexual, psychological or verbal harassment or abuse against employees, as well as provisions prohibiting child labour.


As part of the sustainability processes already in place, our HR team ensure on an annual basis that

  • Recruitment systems are in place to prevent forced labour
  • No companies have been convicted for the use of forced or bonded labour
  • Processes are in place for employees to report any concerns on human rights
  • Forced labour is defined as all work and service which is extracted from any person under the menace of any penalty and for which the said person has not offered her/himself voluntarily.


As part of our induction programme, and on a regular basis throughout his or her period of employment, each employee is trained in our Standards of Business Conduct and the requirements those standards impose in respect of behaviour in the workplace.

James Halliburton