Important Updates: What B Corps Need to Know About ECGT

By Ryan Honeyman, Partner at LIFT Economy

Disclaimer: I am not a lawyer. This article is not legal advice. It’s a summary of information released on 10/1/2025 by B Lab and other sources I have pulled together. If you think ECGT may apply to your company, please consult your own legal counsel.

What is ECGT? The Empowering Consumers for the Green Transition Directive (ECGT — Directive 825/2024/EU) is new EU legislation designed to prevent greenwashing and help consumers make informed choices about sustainability. It does this by banning vague or misleading environmental claims, tightening rules around sustainability labels, and requiring more credible third-party verification.

Like data privacy laws (think GDPR), ECGT applies based on where consumers are located — not where your company is based. That means any B Corp marketing to EU consumers could be in scope, whether or not you have an EU office.

ECGT will be enforced starting September 27, 2026.

Why B Corps Should Pay Attention: B Lab has been preparing for this moment for a long time. Under the new B Lab Standards (version 2.1) and certification model:

  • B Corp certification will qualify as a valid sustainability label under EU law.

  • Third-party verification will be provided by ISO 17021–1 accredited providers.

  • Companies certified on v2.1 will be able to confidently communicate their B Corp status in the EU without running afoul of ECGT rules.

In short: transitioning to the new standards is the simplest way for B Corps to meet ECGT requirements and reduce risk. More details just released by B Lab here.

Step 1: Self-Identify. B Lab is asking all B Corps to log into the B Impact platform and self-identify whether ECGT impacts your company. This is due by October 31.

To do this:

  1. Log in to B Impact.

  2. Go to Manage Account.

  3. Select Company and look for the “Regulatory Information” section.

  4. Under “EU Empowering Consumers for the Green Transition (ECGT),” click Add and complete the form.

Even if B Lab prompts you, the responsibility lies with your company to determine applicability. If unsure, consult your legal advisors.

A Simple Logic Test for ECGT Applicability. This test is based on the EU’s Unfair Commercial Practices Directive (UCPD), which ECGT amends. Under the UCPD, what matters is whether your commercial practices are directed at EU consumers and whether you make environmental claims.

Step 1: Do you target EU consumers? You’re “targeting” the EU market if you:

  • Ship products to the EU or offer EU shipping options.

  • Price in euros or use EU-specific payment systems.

  • Translate your site into EU languages or use EU-specific domain names (e.g., .fr, .de, .eu).

  • Run online ads targeted at EU geographies.

  • Sell through EU-based distributors, resellers, or online marketplaces (e.g., Amazon EU, Zalando).

  • Have EU retail partners or brick-and-mortar availability.

Step 2: Do you make environmental or sustainability claims? These include:

  • General terms like “green,” “eco-friendly,” “sustainable,” “climate positive,” or “planet safe.”

  • Claims of “carbon neutrality” or “net zero” (especially if based on offsets).

  • Durability or recyclability claims (e.g., “biodegradable,” “100% recyclable packaging,” “lasts twice as long”).

  • Use of sustainability labels or logos (unless they come from a recognized certification scheme).

If you answer yes to both, ECGT likely applies to your company. Even if it seems clear that ECGT applies, it is still critical to consult your own legal counsel before making a final determination.

What to Do if ECGT Applies

  • Recertify on v2.1 standards before September 2026. This ensures your B Corp certification is recognized as valid under EU law.

  • Complete the Self-Assessment in B Impact. This helps you identify and close gaps early.

  • Prepare to adopt the new B Corp logo use and claims guidelines by September 2026.

  • Submit for recertification as soon as possible after January 1, 2026. This sounds bananas but its true. Because ECGT takes effect in September 2026, this means B Corps that need to recertify only have a few months to complete the process. Acting early is essential to avoid bottlenecks and reduce compliance risk.

Why This Matters. ECGT introduces penalties of up to 4% of turnover for non-compliance in the EU. Beyond fines, the bigger risk is reputational damage if your sustainability claims are challenged.

By certifying (or recertifying) on B Lab’s new standards, B Corps can:

  • Avoid the risk of being accused of greenwashing.

  • Use a trusted, third-party-verified sustainability label.

  • Strengthen credibility with consumers and investors.

Final Thought. ECGT is another reminder that sustainability communication needs to be precise, substantiated, and credible. For B Corps, the good news is that the path to compliance is clear: adopt the new B Lab Standards (v2.1), use the updated claims and brand guidelines, and stay ahead of the 2026 deadline.

This isn’t the final word — laws are still being transposed at the member-state level, and details may evolve. But now is the time for B Corps to self-identify, prepare for recertification, and start internal conversations.

If your company needs support navigating ECGT readiness and the new B Lab standards, you can reach out to LIFT Economy. We are actively helping B Corps prepare for these changes and can guide you through the process.

Resources:

Walking the Talk, Part 1: Leadership Commitment

This article kicks off a 10-part series called “Walking the Talk: A 10-Part Journey to Embody B Corp Values.” This series explores the ten dimensions of embodiment—a framework the LIFT team developed to help B Corps and purpose-driven companies move beyond certification and truly live their values.

Certification can be an important milestone, but the deeper work is embedding values into the DNA of your organization so that they show up in every decision, relationship, and outcome. Over the coming months, we’ll explore each dimension in detail, starting here with Leadership Commitment—the cornerstone on which all the others depend.

To recap, here are the 10 dimensions we laid out if our initial article How to (Actually) Embody B Corp Values:

  1. Leadership Commitment: Leaders model B Corp values, communicate openly, and personally engage in mission-driven work.

  2. Strategic Integration: B Corp principles are built into strategy, budgets, and ongoing leadership priorities. Compensation, incentives, and rewards are tied directly to values-aligned outcomes.

  3. Values-Aligned Roles: Every role ties to the mission, with performance measured by impact and purpose. Hiring and promotion decisions prioritize alignment with values.

  4. Employee Education: Training, onboarding, and support equip employees to act in alignment with values.

  5. Policy and Operations Alignment: Written policies, systems, procurement, and daily practices consistently reflect and reinforce company values.

  6. Stakeholder Engagement: Feedback systems ensure diverse voices shape decisions and drive improvements.

  7. Equitable Governance: Decision-making includes diverse perspectives and ensures fair, inclusive structures.

  8. Impact Measurement and Transparency: Social and environmental outcomes are tracked, shared, and used in decisions.

  9. Recognition and Celebration: Achievements are recognized and celebrated to reinforce culture and impact.

  10. Systems Change Orientation: The company uses its voice and influence—through advocacy, collaboration, and partnerships—to help transform the underlying systems driving social and environmental challenges.

Leadership Commitment is #1 on this list for a reason. That article, based on the LIFT B Corp Values Assessment, highlights three essential practices: leaders consistently model B Corp-aligned behaviors in their daily actions and decisions; they communicate openly about progress and challenges in meeting social and environmental goals; and they actively participate in initiatives that advance the mission and values, rather than simply delegating them. These practices signal that embodying values isn’t a side project—it’s central to how the organization operates.

Why Leadership Commitment Matters

Leadership sets the tone for the entire organization. When actions align with words, credibility and inspiration follow; when they don’t, cynicism grows. Culture is shaped less by mission statements than by the daily behaviors leaders model. Transparent and vulnerable leaders also help teams sustain momentum when challenges arise, while active engagement anchors accountability so that values don’t slip into neglect.

What Authentic Leadership Commitment Looks Like

Authentic commitment shows up in ways that are easy to see. It looks like leaders making routine decisions through the lens of values, not just special initiatives. It means communicating openly about both wins and setbacks. It shows up when leaders personally participate in mission-driven work rather than outsourcing responsibility. And it requires consistency across strategy, budgeting, and performance reviews, along with public accountability through clear goals, progress updates, and openness to feedback.

Common Challenges and Pitfalls

Even well-intentioned leaders can fall short. The most common pitfalls include:

  • Values as rhetoric, not practice. Pressures like tight deadlines or financial targets can tempt shortcuts.

  • Delegation without ownership. When leaders step back too far, initiatives lose visibility.

  • Selective transparency. Sharing only wins undermines trust; failures need to be surfaced too.

  • Sporadic involvement. When attention to values is inconsistent, employees begin to treat them as optional.

Steps to Strengthen Leadership Commitment

Moving from aspiration to embodiment requires intentional effort. Leaders can start with an honest self-assessment using tools like the LIFT B Corp Values Assessment. From there, they should define specific behaviors and make them measurable. Embedding commitments into regular routines—team meetings, strategic planning, and budgeting—ensures they don’t slip off the agenda. Allocating time and resources allows leaders to participate meaningfully in mission-aligned work, while modeling accountability through public goals and progress reporting makes values visible. Finally, practicing humility—acknowledging mistakes and inviting feedback—turns values from abstract ideals into lived realities.

An Example in Practice

B Corps like Namasté Solar illustrate what this looks like. Their “Big Picture” meetings bring every co-owner, including leadership, into transparent conversations about performance and direction. Leaders don’t just oversee culture from a distance; they participate in community projects and equity efforts, showing that values are shared responsibilities, not slogans.

Reflection Questions for Leaders

  • Where do my actions diverge from our stated values?

  • How do I handle trade-offs between financial outcomes and social or environmental commitments?

  • Do I share both wins and setbacks with transparency?

  • In what ways do I personally engage in mission-aligned initiatives?

  • How do I and my peers hold one another accountable to our values?

The Road Ahead

Leadership commitment exists on a spectrum. At an early stage, formal statements may exist, but actions are inconsistent. With moderate alignment, communication happens regularly but integration remains incomplete. Strong alignment emerges when leaders consistently model values and practice transparency. And full embodiment occurs when values guide strategy, culture, and decisions so deeply they are inseparable from leadership itself.

Wherever your organization is today, the essential point is this: leadership is the foundation. Without leaders modeling values, communicating honestly, and showing up personally, the rest of the work risks becoming hollow. With strong leadership commitment, however, the other dimensions of embodiment have a chance to take root and flourish.

In the next article, we’ll explore Part 2: Strategic Integration—how to embed values into strategy, budgets, compensation, and resource allocation so that leadership commitment moves from aspiration to concrete, organization-wide practice. Together, these two dimensions form the backbone of what it means to walk the talk as a B Corp.

Questions? Curious to learn more? Here are some resources our team has put together for you:

You can also contact us directly by filling out the form below:

How to (Actually) Embody B Corp Values in Your Organization

By Ryan Honeyman, Partner at LIFT Economy 

In my experience helping 100+ companies certify as B Corps, I would estimate that less than 25% of them truly embody B Corp values across their leadership, culture, and operations.

About 50%-60% are making real—yet inconsistent—progress towards authentically living B Corp values. The final 15-20% meet the minimum requirements but do not deeply live the values, and may even be at reputational risk if employees or customers look behind the badge.

That disconnect is risky. In today’s business climate, claiming B Corp status without embodying the values can backfire—damaging trust with employees, customers, and communities.

Certification, I’ve come to realize, is only the beginning. The deeper and more transformative opportunity is helping companies weave B Corp values into the daily fabric of leadership, culture, and operations. [Hint: Our free B Corp Values Assessment tool helps you do that!]

A quick note on language: When I say “embodying B Corp values,” I don’t mean simply promoting the certification or being a visible brand champion. I mean living the underlying principles the B Corp community aspires to—stakeholder governance, equity and justice, environmental stewardship, transparency, and accountability—whether or not a company talks about them publicly. Some companies both embody these values and advocate for the movement. Others may be strong advocates but fall short on embodiment. Either way, advocacy has its place, but embodiment is the foundation.

Why Embodying B Corp Values Matters

Before defining B Corp values, it’s important to be clear: there is no single, formal list published by B Lab that declares “these are the values.” Instead, what we call B Corp values is a synthesis—pulled from sources like the Declaration of Interdependence, the benefit corporation legal framework, various iterations of the first set of B Corp standards (v1.0-v1.6), the second evolution of standards (v2.0-v2.1 and beyond), as well as community gatherings and interactions between the B Corp community.

B Corp values—when you gather them across these sources—include topics like stakeholder governance, environmental stewardship, employee well-being, justice and equity, and community engagement. These are not meant to sit in a binder or be buried on a shared drive. They are meant to guide decisions, shape strategy, and inspire everyday behavior.

10 Dimensions of Embodiment

To “embody” means to give form to something intangible—to make it visible and real through actions, systems, and behaviors. From my experience, the following ten dimensions offer a practical roadmap for how B Corps can actively live their values day-to-day:

  1. Leadership Commitment: Leaders model B Corp values, communicate openly, and personally engage in mission-driven work.

  2. Strategic Integration: B Corp principles are built into strategy, budgets, and ongoing leadership priorities. Compensation, incentives, and rewards are tied directly to values-aligned outcomes.

  3. Values-Aligned Roles: Every role ties to the mission, with performance measured by impact and purpose. Hiring and promotion decisions prioritize alignment with values.

  4. Employee Education: Training, onboarding, and support equip employees to act in alignment with values.

  5. Policy and Operations Alignment: Written policies, systems, procurement, and daily practices consistently reflect and reinforce company values.

  6. Stakeholder Engagement: Feedback systems ensure diverse voices shape decisions and drive improvements.

  7. Equitable Governance: Decision-making includes diverse perspectives and ensures fair, inclusive structures.

  8. Impact Measurement and Transparency: Social and environmental outcomes are tracked, shared, and used in decisions.

  9. Recognition and Celebration: Achievements are recognized and celebrated to reinforce culture and impact.

  10. Systems Change Orientation: The company uses its voice and influence—through advocacy, collaboration, and partnerships—to help transform the underlying systems driving social and environmental challenges.

Together, these dimensions show what it means to walk the talk every day.

The Gap Between Certification and Culture

Unfortunately, here is some of what I have witnessed over the past 15 years working with purpose-driven companies: policies that look good on paper but aren’t consistently followed. Leaders who speak values publicly but fail to model them internally. Employees who start out inspired but disengage when they don’t see follow-through. Without intentional effort, B Corp values risk becoming aspirational statements rather than lived realities.

Examples from Real B Corps

Here are a few B Corps that show what embodiment looks like in practice:

  • King Arthur Baking Company (Strategic Integration): 100% employee-owned since 2004, King Arthur has embedded accountability into its very governance structure. Ownership isn’t a policy on paper—it’s a lived reality that ensures workers have a real voice in the company’s direction, aligning decisions with long-term mission rather than short-term profit.

  • New Belgium Brewing (Operational Alignment): Long before carbon accounting was mainstream, New Belgium implemented an internal “energy tax” to fund renewable projects and ultimately became the first national beer company to release a carbon-neutral beer, Fat Tire. Sustainability is not a side project—it’s hardwired into how the company operates every day.

  • Seventh Generation (Impact Measurement and Transparency): This Vermont-based household products company publishes detailed annual impact reports that openly track progress toward ambitious 2025 climate and equity goals. By sharing both successes and setbacks, they’ve built a culture of transparency and continuous improvement that keeps them accountable to stakeholders.

  • Namasté Solar (Stakeholder Engagement): As an employee-owned cooperative in Colorado, Namasté Solar practices open-book management and hosts regular “Big Picture” meetings where every co-owner can engage in strategy and performance. These recurring rituals ensure that values aren’t abstract—they’re reinforced through everyday habits and shared decision-making.

A Tool to Help You Begin

To help companies bridge the gap between certification and culture, LIFT created the free B Corp Values Embodiment Assessment. It’s a simple, practical tool you can use with your leadership team to:

  • Identify strengths and celebrate what’s working.

  • Pinpoint gaps that need attention.

  • Prioritize where to focus next.

  • Spark a constructive, forward-looking conversation about how values show up in daily practice.

The assessment uses a straightforward frequency scale (“Always” to “Never”) to quickly reveal patterns and trends. It’s designed to be a mirror, not a grade—giving you a baseline and a map for progress.

Your Next Step

If you’ve already certified, congratulations—that’s a milestone worth celebrating. But certification alone is not enough. The true power of B Corp is unlocked when your organization fully embodies its values—in governance, in operations, in culture, and in the daily decisions that shape your future.

Start by downloading and completing the B Corp Values Embodiment Assessment with your leadership team. Then revisit it annually—or even quarterly—to track your progress.

And if you want help turning insight into action, that’s the work I’m most passionate about now. At LIFT Economy, we support B Corps and mission-driven companies in going beyond the badge—aligning leadership, systems, and culture so values aren’t just claimed, but lived every day.

Questions? Curious to learn more? Here are some resources our team has put together for you:

You can also contact us directly by filling out the form below:

12 Things to Look for When Hiring a B Corp Consultant (2026)

Becoming a B Corp is more than just obtaining a certification—it's about embedding purpose into the fabric of your business. The journey can be complex, requiring strategic changes and a deep commitment to social and environmental responsibility. Hiring the right B Corp consultant can make all the difference.

With many options available, how do you choose the right one for your business? This article will guide you through the essential factors to consider when selecting a B Corp consultant, ensuring you find a partner who can help you achieve certification and drive long-term success.

1. Experience with the B Corp Certification Process

Navigating the B Corp certification process requires a thorough understanding of B Impact and the ability to tackle various challenges along the way. An experienced consultant can guide you through these complexities, helping to ensure a successful certification.

What to Consider:

  • How many companies has the consultant successfully guided to certification?

  • Can they provide examples of businesses similar to yours that they’ve worked with?

  • Do they have a proven track record of navigating the complexities of the B Impact platform?

A consultant with significant experience will help make the process smoother and more effective, ensuring that your company meets the rigorous standards required.

2. Is the Consultant’s Firm a Certified B Corporation?

When a consulting firm is B Corp certified themselves, it adds a layer of credibility and shows that they truly understand the certification process from the inside out. This also demonstrates that they practice the principles they advocate for their clients.

What to Consider:

  • Is the consulting firm B Corp certified?

  • How long have they maintained their certification?

  • How do they score in key areas like governance, workers, community, and environment?

A B Corp-certified consultant brings firsthand experience and a genuine commitment to the same principles your company is striving to uphold.

3. Have They Completed the B Consultant Training from B Lab?

When considering a B Corp consultant, it can be helpful to check whether they are certified as a B Consultant by B Lab. This certification (while not a requirement for a consultant to help companies with the B Corp certification process) can help indicate that the consultant has undergone specialized training and is recognized by B Lab for their expertise in guiding companies through the B Corp certification process.

What to Consider:

  • Is the consultant certified as a B Consultant by B Lab?

  • What specific training have they completed through B Lab’s certification programs?

  • How does their B Consultant certification enhance their ability to assist with your B Corp journey?

A consultant who is certified by B Lab brings a level of credibility and specialized knowledge that can be invaluable in navigating the certification process and achieving the desired outcomes for your business.

4. Beyond B Corp: Addressing the Deep Design of Your Business

Achieving B Corp certification is an important milestone, but the journey doesn’t end there. The best consultants can help you go beyond certification, embedding social and environmental impact into the deep design of your business. This could involve rethinking your business model, governance structure, and stakeholder engagement.

What to Consider:

  • Does the consultant offer services that extend beyond certification?

  • Can they help you reimagine the foundational design of your business to maximize impact?

  • How do they approach long-term sustainability and systemic change?

A consultant who can help you address the deep design of your business ensures that your company not only achieves certification but is also fundamentally aligned with regenerative practices and systemic impact.

5. Comprehensive Service Offerings

The B Corp certification process can involve a variety of tasks, from legal restructuring to governance changes and ongoing impact assessments. It’s beneficial to work with a consultant who offers a comprehensive suite of services to support your business through every stage.

What to Consider:

  • What services do they provide beyond certification?

  • Do they assist with legal requirements, governance, and impact reporting?

  • How do they support ongoing improvement post-certification?

A consultant with a broad range of services can guide your business from certification through sustained impact, helping you maintain and enhance your B Corp status over time.

6. Connections within the B Corp Community and B Lab

Being part of the B Corp community offers access to a powerful network of like-minded businesses. A consultant who is well-connected within this community and with B Lab can provide valuable introductions, insights, and support.

What to Consider:

  • How active is the consultant in the B Corp community?

  • Do they have strong relationships with B Lab and other B Corps?

  • Can they connect you with other businesses or resources that might be beneficial?

A consultant with deep connections in the B Corp community can open doors to additional resources and networking opportunities, adding significant value to your certification journey.

7. Experience with Justice, Equity, Diversity, and Inclusion (JEDI)

Incorporating Justice, Equity, Diversity, and Inclusion (JEDI) is vital to achieving B Corp certification and making a meaningful impact. A consultant with experience in JEDI can help your company meet these important standards.

What to Consider:

  • What experience does the consultant have with JEDI initiatives?

  • How do they incorporate JEDI into their consulting practice?

  • Can they provide examples of how they’ve helped businesses enhance diversity and inclusion?

A consultant with strong JEDI expertise can guide your company in creating a more inclusive and equitable workplace, which is crucial to achieving and maintaining B Corp certification.

8. Proven Results and Client Testimonials

The impact of a consultant’s work is best measured by their results. Look for testimonials, case studies, or references from previous clients to evaluate their effectiveness.

What to Consider:

  • Can the consultant share testimonials or case studies from previous clients?

  • What measurable results have their clients achieved after certification?

  • How do they measure success in their engagements?

Positive feedback from past clients can provide confidence that the consultant will help your business achieve its goals.

9. Additional Resources and Expertise

A good consultant will bring a wealth of additional resources and expertise to the table, beyond just certification. This might include access to specialized tools, frameworks, or knowledge that can help your business thrive.

What to Consider:

  • What additional resources does the consultant offer?

  • Do they provide access to tools or frameworks that can aid your certification and beyond?

  • How do they stay updated on the latest trends and best practices in the B Corp movement?

A consultant who offers additional resources and expertise can significantly enhance the value of your engagement, helping you leverage every opportunity for growth and impact.

10. Thought Leadership and Industry Influence

Thought leadership in the B Corp space signals that a consultant is not only keeping up with industry trends but also shaping them. A consultant who is recognized as a leader in the field can bring valuable insights and innovative approaches to your business.

What to Consider:

  • Does the consultant contribute to thought leadership in the B Corp community?

  • Are they recognized as an authority in the field, speaking at conferences, or publishing relevant content?

  • How do they use their influence to drive positive change within the B Corp movement?

Working with a consultant who is a thought leader can provide your business with cutting-edge strategies and a deeper understanding of the evolving landscape of social and environmental impact.

11. Staying Ahead of New B Corp Standards

The B Corp movement is continuously evolving, with updates to the new standards being introduced regularly. It’s crucial to work with a consultant who stays on top of these changes and can guide your business through any new developments.

What to Consider:

  • How familiar is the consultant with the new B Corp standards (v2.1)?

  • How do they plan to help your business adapt to these changes?

  • Are they involved in discussions or working groups around the new standards?

A consultant who is well-informed about upcoming changes in B Corp standards can help your business stay ahead of the curve, ensuring that you not only meet current requirements but are also prepared for future developments.

12. Commitment to Continuous Improvement

B Corp certification is not a one-time achievement but an ongoing commitment to improvement. The best consultants will support your business in continuously evolving and deepening its impact.

What to Consider:

  • How does the consultant support continuous improvement after certification?

  • What strategies do they recommend for increasing your B Impact score over time?

  • How do they stay informed about changes in B Corp standards and best practices?

A consultant focused on continuous improvement will help your business remain a leader in social and environmental responsibility, ensuring that your impact grows over time.

Conclusion

Selecting the right B Corp consultant is crucial to your certification journey and beyond. By focusing on the areas above, you can find a consultant who will not only guide you through the certification process but also help your business achieve lasting, meaningful impact.

As you explore the possibilities of becoming a B Corp, it’s worth taking the time to find a consultant who truly understands your business and shares your vision. With the right partner, the journey to B Corp certification can be transformative, leading to long-term success and positive change for your company and the world.

Curious to learn more? The team at LIFT Economy are expert B Corp consultants. Here are some resources our team has put together for you:

Let’s connect! Please fill out the form below and we will get in touch with you.

10 Reasons Companies Fail to Achieve B Corp Certification (and How to Overcome Them in 2026)

Achieving B Corp certification is a rigorous process that requires companies to meet high standards in governance, social and environmental performance, and transparency. While many companies set out with the best intentions, there are several common reasons why they may fail to achieve certification. Below are the key reasons companies fall short—and how to overcome these challenges.

1. Lack of Leadership Commitment to the Process

Strong leadership commitment is essential for B Corp certification. Without active engagement from top leadership, the process can stall, and the necessary resources may not be allocated. B Corp certification often requires legal, operational, and cultural changes, all of which need the support of leadership to move forward.

  • How to Overcome It: Leadership must be fully educated on the long-term value of certification, including brand loyalty, employee engagement, and market differentiation. Leaders should set clear goals, allocate resources, and establish accountability throughout the certification journey.

2. Inability to Meet the B Corp Legal Requirement

Becoming a B Corp involves making legal changes to a company’s governing documents, requiring it to consider all stakeholders, not just shareholders. Companies that fail to meet this requirement often face resistance from shareholders or leadership focused solely on financial returns.

  • How to Overcome It: Start by educating stakeholders about the benefits of a stakeholder-oriented approach. Work with legal experts familiar with B Corp requirements to make the necessary governance changes and address any concerns early in the process.

3. Underestimating the Time and Financial Resources Required

The B Corp certification process can be both time-consuming and resource-intensive. Many companies underestimate the time required for data collection, operational changes, and stakeholder engagement, leading to frustration or burnout.

  • How to Overcome It: Set realistic expectations for how long the process will take and budget for the necessary financial and human resources. Appoint a project manager (and consider hiring a B Corp consultant like LIFT Economy) to ensure deadlines are met and resources are used effectively. Breaking the process into manageable phases can also help maintain momentum and focus.

4. Internal Disorganization and Inability to Gather Data from Key Stakeholders

The certification process involves collecting data from various departments, including HR, operations, and supply chain. Disorganized companies with poor internal communication often struggle to provide the necessary information in a timely and coherent manner.

  • How to Overcome It: Implement clear systems for data collection and ensure cross-departmental collaboration. Designate a cross-functional team to oversee the process, and use project management tools to track progress. This will help ensure data is collected efficiently and presented in an organized way to B Lab.

5. Involvement with Controversial Industries

Certain industries, such as fossil fuels, tobacco, or weapons face inherent challenges in aligning with the B Corp principles of sustainability and social impact. Companies in these industries (and companies that derive more than a small percentage of their revenue from these industries) may struggle to meet the high standards required for certification.

  • How to Overcome It: Companies in controversial industries should focus on addressing their most significant impact areas. This could involve overhauling supply chain practices, improving transparency, or investing in sustainable innovation. Understanding industry-specific challenges ahead of time and proactively addressing them can improve the likelihood of certification.

6. Lack of Any Existing Social or Environmental Focus

For companies without a clear focus on creating positive social or environmental impact, achieving B Corp certification can be challenging. Businesses that primarily focus on maximizing profits without integrating purpose into their core operations may fail to meet the minimum requirements.

  • How to Overcome It: Companies should work to embed social and environmental impact into their business models. This might involve rethinking product design, sourcing materials responsibly, improving employee engagement, or adopting circular economy principles. By making impact part of the company’s DNA, businesses will be better equipped to meet B Corp standards.

7. Overly Optimistic Answers in the Assessment Without Written Proof

Many companies approach the B Impact Assessment with enthusiasm, providing optimistic answers about their social and environmental performance. However, B Lab requires documentation to verify claims, and companies that cannot provide written proof may see their scores drop during the verification process.

  • How to Overcome It: Answer the assessment questions realistically and ensure all claims are backed by solid documentation, such as policies, certifications, or reports. This will prevent delays during verification and ensure the company’s assessment score accurately reflects its performance.

8. Not Getting Scoping Work Done by B Lab Beforehand

One of the most overlooked steps in the B Corp process is getting a formal scoping determination from B Lab (especially for companies with complex business models and in certain industries). Engaging with B Lab early in the process helps companies understand what will be required and identifies potential challenges before they become roadblocks.

  • How to Overcome It: Work with B Lab to scope out the certification process before diving into the assessment. This can provide valuable insights into areas that need improvement, set clear expectations, and give the company a sense of what resources will be needed. A thorough scoping phase can prevent surprises later in the process.

9. Not Responding to Requests for Information in a Timely Manner

During the verification process, your auditor may request additional information or clarification on specific points in the assessment. Companies that do not respond promptly to these requests risk delays or disqualification.

  • How to Overcome It: Assign a dedicated team or individual to act as the liaison with the auditor, ensuring that any requests for additional information are handled quickly and efficiently. Staying responsive and organized during this phase will keep the process moving forward and prevent unnecessary delays.

10. Frustration, Overwhelm, and Running Out of Steam

The B Corp certification process can be overwhelming, especially for smaller companies or those with limited resources. Many businesses start strong but lose momentum as they encounter unexpected challenges, such as complex data requirements or legal hurdles. Over time, this frustration can lead to burnout, causing companies to abandon the process.

  • How to Overcome It: Companies should break the certification process into smaller, manageable steps and set realistic timelines to avoid overwhelm. Regular check-ins, progress milestones, and celebrating small wins along the way can keep teams motivated. Engaging a B Corp consultant to help guide the process can also provide valuable support and expertise.

Final Thoughts

Achieving B Corp certification is a challenging but rewarding journey that requires careful planning, strong leadership, and a commitment to long-term impact. Companies that understand and address the common obstacles—ranging from legal requirements to data collection and stakeholder engagement—are more likely to succeed in becoming B Corps. By approaching the process with patience, transparency, and a clear plan, businesses can position themselves to thrive as part of a growing community of companies dedicated to balancing profit with purpose.

Questions? Curious to learn more? Here are some resources our team has put together for you:

You can also contact us directly by filling out the form below:

B Corp 101: A Quick Overview (2026)

What Is a B Corp?

Certified B Corporations—“B Corps” for short—are businesses that meet high standards of social and environmental performance, accountability, and transparency.

Think of it like LEED certification for buildings or USDA Organic for food. The difference is that B Corp certification covers the entire company, not just a single product or process. It looks at how a business treats its workers, how it impacts the environment, how it engages with communities, how it governs itself, and even how it shows up in the marketplace.

This big-picture approach matters. It helps us tell the difference between companies that are truly committed to positive impact and those that are just doing clever marketing.

Today, there are thousands of B Corps around the world, across nearly every industry. They’re united by a shared goal: to use business as a force for good.

How Do You Become a B Corp (Under the New Standards)?

B Lab, the nonprofit that runs B Corp certification, introduced a major update to the standards (called Version 2.1). While the heart of the process hasn’t changed—businesses still need to show strong performance, legal accountability, and transparency—the way it all works is now clearer and tougher.

Here’s what that means in practice:

  • Performance
    Instead of aiming for a certain number of points on the old B Impact Assessment, companies now need to meet specific minimum requirements across seven key areas:

    • Purpose & Governance

    • Climate Action

    • Human Rights

    • Fair Work

    • Environmental Stewardship & Circularity

    • Justice, Equity, Diversity & Inclusion (JEDI)

    • Collective Action & Policy

    There’s also a new “risk check” that looks at things like industry involvement or client relationships. Depending on the results, companies might have to meet extra requirements to certify.

  • Legal Accountability
    B Corps must legally commit to considering all stakeholders—not just shareholders—in their decision-making. In practice, this often means updating your bylaws or governance structure to ensure people, planet, and community are part of the business equation.

  • Transparency
    Every B Corp publishes information about their impact publicly on the B Corp website. This isn’t about airing every detail of your operations—it’s about being clear on your commitments, your risk profile, and the areas where you’re meeting the new standards.

  • Continuous Improvement
    Certification isn’t a one-time badge. The new standards lay out a path where companies meet certain requirements at the start, then add more ambitious ones in Year 3 and Year 5. The idea is that B Corps are always raising the bar, not just checking the same boxes every few years.

Who Can Certify?

Most for-profit companies—from LLCs and corporations to cooperatives and employee-owned businesses—can certify. Nonprofits and government agencies cannot. There are also new rules about certain industries (like fossil fuels, gambling, or tobacco) and stricter oversight for companies with high-risk revenue streams.

Why Become a B Corp?

So why go through this process? A few of the biggest reasons:

  • Trust and Credibility: Certification shows customers, employees, and investors that your business is serious about impact—not just talk.

  • Attracting Talent: More and more people want to work for companies with values. B Corps stand out as employers of choice.

  • Community: You join a global movement of businesses learning from one another and working together for bigger change.

  • Improvement: The process itself pushes you to do better—on climate, equity, governance, and more.

Is It Right for Your Business?

Becoming a B Corp is a real commitment. It takes time, effort, and a willingness to keep improving. But if your company is serious about aligning values with operations, it can be one of the most powerful steps you take.

Even if you don’t certify right away, exploring the standards can help you see where you’re strong and where you can grow. That alone can be a game-changer.

Conclusion

In a world where businesses are increasingly held accountable for their impact on society and the environment, B Corp certification offers a clear pathway to demonstrate your commitment to doing good. By becoming a B Corp, your company joins a global movement of businesses that believe in using business as a force for good. The journey may be challenging, but the impact—on your company, your stakeholders, and the world—can be profound.

Questions? Curious to learn more? Here are some resources our team has put together for you:

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