Doing Right
Ethical Business Practices
Code of Business Conduct
UOL’s Code of Business Conduct (CBC) sets out clear expectations for ethical behaviour and responsible conduct. It covers key areas including fraud and bribery, conflicts of interest, anti-money laundering, anti-competitive practices, violation of human rights, workplace conduct and harassment, as well as health, safety and the environment.
To support effective implementation, the CBC provides employees with clear guidance on escalation and consultation, directing them to seek advice from their Heads of Department or Human Resource representatives when questions or concerns arise. All employees are required to review and affirm their compliance with the CBC annually, reinforcing accountability and ethical awareness across the Group. All employees and directors undergo mandatory onboarding sessions that include training on the CBC, ensuring a consistent understanding of UOL’s values and our commitment to ethical governance.
In 2025, 100% of the Company's employees and UOL Board of Directors were informed of our CBC and the anti-corruption policies and procedures.
Human Rights
UOL values our employees and is committed to providing a safe, inclusive and respectful workplace to safeguard employee well-being. This commitment is reflected in the Group’s emphasis on diversity and inclusion, comprehensive workplace health and safety measures, and a firm stance against any form of human rights abuse. The Group does not knowingly engage in activities involving child labour, forced labour, human trafficking or other human rights violations. The Group’s CBC sets the ethical and professional standards for all employees, who are required to obey and comply with all applicable laws and regulations in the countries where we operate. All employees are required to annually affirm their compliance with the CBC and participate in regular training to reinforce ethical awareness and responsible conduct.
The Group operates in compliance with the Prevention of Human Trafficking Act 2014 (Singapore) and maintains a whistle-blowing policy that enables employees and external parties to report suspected breaches of the CBC or any applicable laws, regulations and policies, including those relating to modern slavery and human trafficking. Reports can be made without fear of retaliation and are addressed through established investigation and escalation procedures.
The Group extends our human rights expectations to our value chain. Contractors and suppliers are expected to comply with all relevant labour, employment and human rights laws in the jurisdictions in which they operate, including laws relating to modern slavery and human trafficking. UOL does not knowingly engage contractors or suppliers that breach these requirements. To strengthen supply chain governance, UOL introduced a SCOC in 2024, applicable across the Group. The SCOC outlines clear expectations for ethical and sustainable business practices, including fair treatment of workers, inclusive workplaces, and the prevention of exploitation in any form. The Group holds itself to the same standards and reiterates our zero-tolerance stance towards modern slavery, harassment, and discrimination across our operations and value chain.
UOL is guided by the Tripartite Guidelines on Fair Employment Practices (TGFEP) issued by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). These guidelines inform the Group’s fair and inclusive hiring practices, reinforcing our commitment to upholding human rights and fostering equitable employment practices across our international operations.
In 2025, there were no reported cases of discrimination or violations of human rights.
Whistle-blowing Policy
UOL has maintained a whistle-blowing policy that provides a trusted and accessible channel for employees and external parties interacting with the Group to report, in good faith and confidence, concerns about possible fraud, improprieties in financial reporting, or other misconduct. The policy includes clear safeguards to protect whistleblowers from retaliation and ensures confidentiality throughout the reporting and investigation process.
Oversight of the whistle-blowing mechanism is independent of Management. The Head of Group Internal Audit is responsible for receiving and investigating all reported concerns and for reporting findings directly to the ARMSC. Contact details for raising concerns are publicly available on the Group’s corporate website to enhance transparency and accessibility.
In 2025, the Group recorded zero significant whistle-blowing cases related to fraud or corruption, reflecting the effectiveness of our governance, risk management and compliance framework. Periodic reviews of the whistle-blowing mechanism are conducted to ensure it remains robust and accessible.