At Requsyol, we ensure all our employees act lawfully, ethically and in the best interests of Requsyol, our team and our clients. Our Code of Conduct sets out basic guiding principle for our employees. Should an employee be unsure of whether their conduct complies with the Code of Conduct, they should contact their Line Manager or HR department.

At Requsyol, we ensure that all our employees act lawfully, ethically and in the best interests of Requsyol, our team and our clients. Our Code of Conduct sets out basic guiding principles for our employees. Should an employee be unsure of whether their conduct complies with the Code of Conduct, they should contact their Line Manager or HR department.

The purpose of this policy is to ensure that all staff are treated and treat others with dignity and respect, free from harassment and bullying.

This policy covers any harassment and/or bullying which occurs both in and out of the workplace, including on business trips or at events or work-related social functions. It covers harassment and/or bullying by staff and by third parties such as customers, suppliers or visitors to our premises.

Staff must treat colleagues and others with dignity and respect and should always consider whether their words or conduct could be offensive. Even unintentional harassment or bullying is unacceptable.

We will take allegations of harassment or bullying seriously and address them promptly, sensitively, and confidentially where possible. Harassment or bullying by an employee may be treated as misconduct under our Disciplinary Procedure. In some cases, it may amount to gross misconduct and may lead to summary dismissal.

Individual members of staff may in some cases be legally liable for harassment of colleagues or third parties including customers and clients and may be ordered to pay compensation by a court or employment tribunal.

Requsyol provides a clean, safe, and healthy work environment. Each employee takes responsibility for maintaining a good workplace by following health and safety rules and practices and reporting accidents, injuries and unsafe conditions, procedures, or behaviours.

Violence and threatening behaviour are not permitted. Employees must report to work in an appropriate state to preform their duties, free from the influence of illegal drugs or alcohol.

Bullying can be defined as ‘offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Power does not always mean being in a position of authority but can include both personal strength and the power to coerce through fear or intimidation.’

Requsyol, recognise human trafficking, and forced labour exists, and could be a risk to our business.

Requsyol is committed to adopting a proactive approach to tackling hidden labour exploitation. We recognise modern slavery as a potential risk to our business and our clients and ensure that any form of slavery is eradicated and removed at every point of our working journey. We are dedicated to working with organisations that take slavery as seriously as we do and who share our goal to reduce and eliminate this threat in the UK.

Requsyol provides equal opportunities in all aspects of employment and will not tolerate any illegal discrimination or harassment of any kind. We are committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals can make the best use of their skills, free from discrimination, harassment bullying and/or victimisation and in which all decisions are based on merit. We do not discriminate in any way against staff based on age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex and/or sexual orientation.