Building a more sustainable working life, for all

We promote an equal, equal and inclusive working life. We treat all people equally and provide equal opportunities in employment, regardless of an individual’s appearance, ethnic group, origin, religion or belief, gender, sexual orientation and expression, age, disability, marital or family status or any characteristic defined by law or regulation. We do not tolerate harassment, discrimination or other inappropriate behaviour. We also expect all our employees, customers, stakeholders and partners to act in accordance with this Code of conduct.

We respect and promote human rights in everything we do. We do not condone the use of child labour, forced labour or the unjustified or illegal withholding of salaries. A child under the age of 15 is considered to be a child, and a child above this age is also considered to be a minor where so defined by local law. We recognise that employees under the age of 18 have special needs and we take these into account in our operations. 

We do not condone actions that restrict the free movement of workers. Such measures include the employer taking possession of identity papers, passports or work permits as a condition of the employment relationship. We do not condone human trafficking, modern slavery, forced labour or any other form of human exploitation. Through our own measures, we ensure that our domestic and international partners are reliable. We conduct a separate audit of our foreign partners’ backgrounds and compliance with international human rights conventions before we start working with them. 

We ensure that our labour import processes are reliable and appropriate. Our internal processes should be aimed at helping and supporting the integration, training and working of employees who have come to Finland through us. 

At our request, our customers, partners and stakeholders must explain how they monitor human rights in their own operations and supply chain. Any violations must be addressed, and corrective action must be initiated without delay in a jointly agreed upon manner. If corrective action is not taken within the agreed upon time frame, we will terminate the cooperation immediately. 

The working environment must be safe, promoting occupational safety and health and the well-being of people. We operate in accordance with current occupational safety and health legislation. We continuously improve the safety of the people working for us or for our customers. Together with our customers, we ensure that our employees have received both the task-specific work equipment and adequate occupational safety and health training for the work tasks and the working environment. 

We ensure that our client companies understand their own occupational safety responsibilities towards our employees. 

We use technology, artificial intelligence and data responsibly. We use and develop technology and artificial intelligence to promote a good, equal, diverse and inclusive working life.  

We are open about the use of AI – we ensure that the users of our services have the opportunity to understand what the algorithms do and what data they use.  We also openly communicate it when we use AI in our services.  Solutions using artificial intelligence are carefully tested and piloted with a limited target group before they are put to use in production. The data used to train the system is known in order to identify and correct data biases.  The AI operates under human supervision. The AI assists with recruitment, but the decisions are always made by a person.  The aim is to make AI-assisted solutions widely and equally available to our employees in order to make their work more efficient. For our full data and ai policy, click here.

For Eezy, data protection issues are an extremely important part of our good governance and accountability work. Eezy has a data protection and security organisation based on the EU General Data Protection Regulation (GDPR) and has operational processes in place to ensure appropriate data protection and security. Data protection training is part of our induction programme and we regularly train our employees on data protection practices.

We ensure that the processing of personal data, i.e. its collection, registration, comparison, storage and disposal, is carried out in accordance with the legislation and official regulations. We respect everyone’s right to privacy.  We protect the personal data of Eezy employees, job applicants, light entrepreneurs, partners and other stakeholders who are in our systems. We ensure that the personal data is only processed, accessed and used by persons who require the personal data in order to perform their tasks. We ensure that the persons who process the personal data take appropriate precautions to protect the data. We plan the processing of personal data in advance. We only collect information in our personal data registers that is necessary for the purpose of use. We ensure that personal data is not stored for longer than is necessary in order to fulfil the purpose for which it was collected. 

We train our own personnel in the lawful use of personal data, so that the collection, use, retention and rights of data subjects can be exercised as required by legislation and during the recruitment process and employment or customer relationship.  In the event of a data breach, we shall investigate the breach immediately and notify the data subjects and the Data Protection Ombudsman of the breach without delay as required by legislation.  

For Eezy Plc data privacy statements visit here.

We do not accept, offer or request hospitality or gifts that may influence our own or our partners’ decision-making or give the impression of such an attempt to influence. We do not condone or allow bribery or corruption in any form. 

Any hospitality or gifts given or received must be appropriate. The hospitality or gift must always have a valid business reason and be of a very modest value. Hospitality or gifts must never be in violation of legislation, internal guidelines of the recipient’s employer or generally accepted industry practices. Hospitality or gifts given must not be offensive or immoral. Hospitality or gifts must not put the recipient in a debt of gratitude nor create an impression to that effect. Particular attention and caution must be paid to situations involving the preparation of a business decision or the performance of a monitoring or auditing task, for example. 

We do not make donations to political organisations.   

We expect our customers, partners and stakeholders to comply with the same anti-corruption and anti-bribery regulations and procedures as we do ourselves.

In all our operations, we comply with competition law, regulations issued by the authorities and our own internal guidelines. Under no circumstances do we condone unlawful restrictions on competition, such as price or cartel agreements, unlawful exchanges of information about competitors or abuse of a dominant market position. 

We will immediately take the necessary steps to correct the matter and, if necessary, contact the competition authorities if we become aware of any prohibited restriction of competition. 

We expect our customers, partners and stakeholders to comply with the same laws and procedures regarding restriction of competition as we do ourselves. We also obligate these parties to inform us, on their own initiative and without delay, if they or their background parties are suspected or deemed to have participated in any prohibited restriction of competition. 

All decisions and measures concerning our operations must be made in the best interest of Eezy. We do not condone situations where the decisions made are, or could be, contrary to the interest of Eezy. We always act with integrity and fairness. We have drawn up separate guidelines for related-party situations. 

Our employees must not let their personal interest affect their decision-making. Accordingly, the person may not participate in situations that could result in a conflict of interest or a conflict appearing as such between the employee and Eezy. Any situations with a conflict of interest must be reported without delay either via the whistleblowing channel or in accordance with Eezy’s related-party guidelines. 

We respect the legal right of our employees to set up and join trade unions. We do not discriminate against anyone on this basis. We maintain good relations with labour organisations, trade unions and employee representatives. We encourage active dialogue with our employees so that we can respect their rights. 

We expect our customers, partners and stakeholders to promote these principles in their own operations. 

In our operations, we comply with the valid sanctions legislation. We do not carry out business directly or indirectly with any sanctioned person or any other sanctioned operator. In addition, we do not do business directly or indirectly with any sanctioned state or region. We will immediately cease any cooperation with any entity that is already subject to sanctions at the start of the cooperation. 

We exercise due diligence in identifying the backgrounds of our customers, partners, stakeholders and their owners as well as their potential inclusion under applicable sanctions, before we conduct business or start cooperation with them. 

In all our business operations, we only cooperate with reputable and legally financed customers, partners and stakeholders. We exercise due diligence when selecting customers, partners and stakeholders. 

We shall make our best effort to clarify the backgrounds of our customers, partners, stakeholders and their owners before we start cooperation with them.  

We shall notify the competent authorities of any reasonable suspicion of money laundering as required by the relevant legislation. 

We expect our customers, partners and stakeholders to comply with the same sanctions and money laundering regulations and procedures as we do ourselves. We also obligate these parties to inform us on their own initiative and immediately if they or their background parties are subject to any valid sanctions regulations. 

We do not condone the abuse of business secrets or other confidential information, such as business information, competence or intellectual property rights. We take due diligence to prevent the abuse and disclosure of business secrets and other confidential information. 

We enter into appropriate confidentiality agreements with our own employees, customers, partners and stakeholders to safeguard the business secrets of Eezy and its customers, partners and stakeholders. 

We train our employees to ensure that they have the necessary understanding and competence to lawfully handle business secrets. 

We expect our customers, partners and stakeholders to take similar measures and enter into agreements with their own partners to safeguard Eezy’s trade secrets and confidential information. 

We comply with all applicable laws, regulations and our internal instructions when handling or trading in Eezy’s shares and other financial instruments. When trading in financial instruments, no person from Eezy may exploit insider information about Eezy or other companies. 

We train our personnel who may have access to insider information in order to prevent the accidental or intentional misuse of insider information. We maintain a list of persons who may have access to insider information and a list of management and related parties in accordance with the Market Abuse Regulation. 

Eezy’s CEO, CFO and group communications shall, in accordance with the currently valid law and Eezy’s internal policies and instructions, communicate matters that may affect the value of the company’s shares. Other persons are prohibited from divulging these matters.

Eezy monitors that its employees, stakeholders and partners conduct themselves in accordance with this Code of Conduct. The monitoring is carried out by way of the company’s internal audit and whistleblowing channel.  

Additionally, Eezy may request investigations from its stakeholders and partners if it suspects conduct that violates this Code of Conduct. On a case-by-case basis, Eezy may also decide to audit the operations of a stakeholder or partner. 

Any violation of the Eezy Code of Conduct for employees will be handled in accordance with Eezy’s internal guidelines. Depending on the severity of the situation, non-compliance with the Code of Conduct may lead to various labour law consequences and even termination of the employment relationship by dismissal or termination. 

Any suspected violation of the Eezy Code of Conduct by a stakeholder or business partner shall be investigated with the party in question. If it is found that a stakeholder or partner has acted in violation of this Code of Conduct, they must correct their actions as agreed upon with Eezy. 

Eezy shall terminate its cooperation with a stakeholder or business partner who: 

• Fails to follow a commonly agreed upon procedure to stop conduct that violates the Code of Conduct; 
• Repeatedly violates the Eezy Code of Conduct; 
• Has deliberately violated the Code of Conduct; and 
• Has deliberately concealed or attempted to conceal conduct that is in violation of the Code of Conduct.