Rewardrite

Registered office address:

Code of Conduct & Ethics

  1. Introduction

At Rewardrite Limited, we are committed to upholding the highest standards of ethical behaviour, professionalism, and integrity in all areas of our business. This Code of Conduct and Ethics (the «Code») outlines the core principles and expectations that guide how we interact with colleagues, clients, partners, and the wider community.

Our reputation is founded on trust, and it is our collective responsibility to protect and enhance that trust through ethical and lawful conduct at all times.

  1. Scope

This Code applies to all individuals engaged with Rewardrite Limited, including:

  • Employees, managers, and directors
  • Contractors and consultants
  • Third parties and representatives acting on behalf of the company
  1. Compliance and Legal Responsibility

Everyone covered by this Code must comply with all relevant UK laws and regulations, including employment legislation, health and safety laws, anti-discrimination laws, and data protection requirements. We also expect compliance with any other legal obligations that may apply in the context of our operations.

Individuals must act lawfully, honestly, and ethically in all dealings related to their role and responsibilities.

  1. Workplace Behaviour and Respect

We are committed to a workplace culture rooted in respect, dignity, and equality. Every individual has the right to work in an environment free from harassment, bullying, discrimination, or intimidation. Respectful communication, fairness, and cooperation are expected at all times.

We value diversity and inclusion, and do not tolerate any behaviour that undermines those values.

  1. Conflicts of Interest

Employees and representatives must avoid situations that may create, or appear to create, a conflict between personal interests and the interests of the company or its clients. Any potential conflicts must be reported to management without delay.

Examples of conflicts include holding a financial interest in a supplier, engaging in external work that competes with the company, or using confidential company information for personal advantage.

  1. Confidentiality and Data Protection

Maintaining the confidentiality of company, client, and employee information is essential. All data, whether business-related or personal, must be handled with care and in accordance with the UK General Data Protection Regulation (UK GDPR).

Access to confidential information should be restricted to those who need it to fulfil their roles, and disclosure should only occur where legally required or appropriately authorised.

  1. Anti-Bribery and Corruption

We do not tolerate any form of bribery or corrupt activity. Offering, soliciting, or accepting bribes or improper payments, whether directly or indirectly, is strictly prohibited.

All staff must comply with the UK Bribery Act 2010 and report any suspicions or concerns regarding unethical practices.

  1. Use of Company Resources

Company assets, including technology, communication systems, and physical property, must be used responsibly and for legitimate business purposes. Misuse of resources, including for personal gain or unlawful activity, is not permitted.

All IT usage must comply with our internal cybersecurity and acceptable use policies.

  1. Whistleblower Protection

We support an open environment where employees can raise concerns about unethical, illegal, or inappropriate behaviour without fear of retaliation. Any individual who reports a concern in good faith will be protected in accordance with our Whistleblower Protection Policy.

Reports may be made confidentially and will be taken seriously and investigated appropriately.

  1. Reporting and Accountability

Any breach of this Code should be reported immediately to a line manager, the HR department, or a designated compliance officer. Breaches will be investigated fairly, and appropriate action will be taken based on the outcome.

Failure to comply with the Code may result in disciplinary action, up to and including dismissal or legal action.

  1. Training and Awareness

All new employees will be introduced to this Code as part of their induction. Ongoing training and communication will ensure all personnel understand their obligations and continue to meet expected standards.

  1. Monitoring and Review

This Code will be reviewed annually, or as necessary due to changes in the law or company operations. Updated versions will be distributed to all relevant individuals and made available for reference at all times.

Last Updated: April 2025