Code of Conduct

Last Updated: September 14, 2026

MoreTasks (“the Company,” “we,” or “us”) is committed to maintaining high standards of professional conduct and ethical behaviour across the organisation. We expect employees and representatives to act responsibly and in accordance with applicable laws, company policies, and professional standards. This commitment is reflected in the MoreTasks Code of Conduct.

The Code sets the minimum standards of conduct expected from everyone working for or representing MoreTasks. It should be read together with applicable employment terms, certified standing orders or service rules, the POSH Policy, information-security requirements, privacy notices, and other company policies. Where there is a conflict between the Code and applicable law, the law will prevail.

Message from Leadership

MoreTasks depends on the trust of our people, clients, business partners and communities. We earn that trust by acting lawfully, honestly and respectfully, protecting the information entrusted to us and speaking up when something does not seem right.

This Code applies equally across roles and levels. Managers have additional responsibility to model these standards, respond appropriately to concerns and create an environment in which people can ask questions without fear of retaliation.

No document can anticipate every situation. When the right course is unclear, pause, consider the legal, ethical and client impact, and ask for guidance before acting.

Purpose and Guiding Principles

The Code translates MoreTasks’ expectations into practical standards. Everyone covered by it must:

• Act honestly, lawfully and in the best interests of MoreTasks and its clients.
• Treat colleagues, applicants, clients, vendors and visitors with dignity and respect.
• Protect confidential information, personal data, systems and company or client assets.
• Avoid and disclose conflicts of interest.
• Keep accurate records and communicate truthfully.
• Ask for guidance and report suspected misconduct in good faith.
• Cooperate with authorized reviews and investigations.

Scope and Application

This Code applies to all directors, officers, employees, interns, trainees, temporary personnel and individual contractors of MoreTasks, referred to in this Code as team members. Relevant requirements also apply to vendors and other third parties when they act for MoreTasks or access its systems, premises or information.

The Code applies in the office, at client and vendor locations, during remote work, on business travel, in company transport, at work-related events and in digital communications connected with work. Lawful private conduct outside work is covered only when it creates a material safety, legal, conflict-of-interest, confidentiality or business risk.

Local law, employment terms or a client requirement can impose a stricter rule. Questions about competing requirements should be raised with HR or Legal or Compliance before action is taken.

Responsibilities

Responsibilities of Every Team Member

• Read, understand and follow this Code and the policies relevant to the role.
• Complete required training accurately and on time.
• Use sound judgment and seek advice when uncertain.
• Promptly report suspected violations, security incidents and safety risks.
• Preserve relevant information and cooperate honestly in authorized investigations.

Additional Responsibilities of Managers

• Model ethical conduct and never direct or pressure anyone to violate law, policy or client requirements.
• Listen objectively, protect confidentiality as far as reasonably possible and escalate concerns through the correct channel.
• Prevent retaliation and consult HR before taking action involving a reporter, witness or investigation participant.
• Apply standards consistently and document performance or conduct concerns fairly.

Respectful and Inclusive Workplace

Equal Opportunity and Fair Treatment

MoreTasks makes employment decisions on legitimate business needs, qualifications, performance and conduct. Discrimination based on a characteristic protected by applicable law is prohibited. The Company will consider reasonable workplace accommodations required by law. For more information, check our Equal Employment Opportunity policy page.

Harassment, Bullying and Abusive Conduct

Harassment, bullying, intimidation, stalking, threats, humiliation, abusive language and conduct that creates a hostile or offensive work environment are prohibited. This applies whether the conduct is verbal, physical, visual or digital and whether it involves a colleague, manager, client, contractor or visitor.

Prevention of Sexual Harassment

MoreTasks prohibits sexual harassment and will maintain prevention, reporting and redressal arrangements required by applicable law. Concerns covered by the Company’s POSH policy should be reported to the Internal Committee or another permitted channel identified in that policy. The Code does not replace the POSH policy or its statutory process.

Internal Committee contact: hr@moretasks.com

Workplace Violence and Weapons

Violence, threats of violence, deliberate damage, coercion and possession of unauthorized weapons on covered premises or during work activities are prohibited. Immediate threats should be reported to site security or emergency services first, followed by HR.

Dress and Appearance

MoreTasks supports a professional, comfortable and inclusive environment. Smart casual clothing is generally appropriate. Client-facing team members should follow reasonable requirements communicated for the engagement.

Clothing or accessories must not create a safety risk or display unlawful, threatening, discriminatory, sexually explicit or seriously offensive content. Cultural and religious attire and gender expression are respected, subject only to proportionate safety or role requirements. HR should review concerns and accommodations before disciplinary action. Flip-flops or loose footwear can be restricted where a documented safety or client-site requirement applies.

Hygiene and Shared-Space Etiquette

Outdoor Footwear

Team members and visitors must remove outdoor footwear before entering the office and place it neatly in the designated shoe racks. This practice helps reduce dust and outdoor pollutants brought indoors and supports better indoor cleanliness and air quality. Any designated indoor-footwear requirements must also be followed.

Meal Timings

Breakfast and lunch must be taken during the designated meal periods, except where a manager has approved a reasonable adjustment or a medical need requires otherwise.

Food at Workstations

Packed, cooked or unpackaged food must not be consumed or stored at desks or workstations. Meals must be eaten only in designated dining or pantry areas. Only closed drinking-water containers and other hot and cold beverages are permitted unless restricted for safety or operational reasons.

Cleaning After Meals

After eating, team members must dispose of waste correctly, wipe the area, rinse used utensils and place them in the designated location. Food remnants, spills and used containers must not be left behind.

Shared Responsibility

Everyone must promptly clean personal spills or messes and report larger hygiene, housekeeping or maintenance concerns to the responsible team.

Integrity in Business

Conflicts of Interest

A conflict can arise when personal, family, financial or outside interests affect, or appear to affect, objective business judgment. Team members must promptly disclose actual, potential or perceived conflicts to their manager and HR or Legal or Compliance. Disclosure does not automatically prohibit the activity, MoreTasks will assess and document suitable safeguards. Examples include:

• Outside work that competes with MoreTasks, uses company time or resources, or interferes with assigned duties.
• Influencing hiring, appraisal, purchasing or contracting decisions involving a close relative or personal relationship.
• Holding a material interest in a client, supplier or competitor connected with one’s responsibilities.
• Taking for personal benefit a business opportunity learned through work.

Bribery, Gifts and Hospitality

No one may offer, promise, give, request or accept a bribe, kickback, facilitation payment or improper advantage. Gifts or hospitality must be lawful, modest, infrequent, transparent, for a legitimate business purpose and consistent with the applicable approval process. Cash and cash equivalents must not be offered or accepted as business courtesies. Stricter rules apply to public officials and government-related entities — obtain Legal or Compliance approval in advance.

Fraud and Accurate Records

Theft, fraud, embezzlement, falsification, unauthorized billing, manipulation of attendance or performance records and misuse of expenses are prohibited. Business records, time entries, invoices, reports and expense claims must be complete, accurate and submitted through approved processes. No one may create a misleading entry or conceal a relevant fact from an authorized reviewer or auditor.

Fair Dealing and Third Parties

Team members must deal honestly with clients, competitors, suppliers and other third parties. Confidential competitor information must not be sought or used improperly. Those who select or manage vendors must follow due-diligence, contracting and approval requirements and avoid personal favoritism.

Anti-Human Trafficking and Modern Slavery

MoreTasks prohibits human trafficking, forced labour, bonded labour, child labour, slavery, servitude and any other form of involuntary or exploitative work within its operations and business relationships. Team members must not withhold identity documents, charge unlawful recruitment fees, restrict lawful movement or use threats, coercion or deception to obtain labour. For reporting channels and the investigation process, check our Anti-human Trafficking and Modern Slavery Policy page.

Confidentiality, Intellectual Property and Records

Confidential Information

Confidential information includes non-public client and customer information, personal data, credentials, pricing, commercial terms, business plans, financial records, source code, designs, processes, security information and intellectual property belonging to MoreTasks or another party. Information should be accessed and used only for authorized work and shared only with people who have a legitimate need to know.

• Use approved systems and access controls, do not send work information to personal email, cloud storage or messaging accounts unless expressly authorized.
• Do not discuss confidential work in public places or expose screens, documents or calls to unauthorized people.
• Report suspected loss, misdirection, unauthorized access or disclosure immediately.
• Return company and client property and follow approved retention or deletion instructions when work ends or access is withdrawn.

These duties continue after employment or engagement ends for as long as the information remains confidential or as required by contract or law. They do not prevent lawful reporting to a regulator, court, law-enforcement authority or other protected recipient, nor confidential consultation with a legal or tax adviser.

Compensation Information

Payroll, bank, tax and compensation records accessed through one’s role are confidential and may be used only for authorized duties. Team members are not prohibited by this Code from discussing or disclosing their own pay or employment terms, raising a payroll concern, seeking professional advice, participating in a lawful inquiry or exercising a right protected by applicable law. No one may improperly access or disclose another person’s payroll records.

Intellectual Property

Team members must protect MoreTasks and client intellectual property, follow applicable employment and client agreements, and respect third-party copyrights, trademarks, software licences and confidential know-how. Unauthorized copying, installation, publication or reuse is prohibited.

Records Retention and Legal Holds

Records must be retained and disposed of under approved schedules. When Legal issues a preservation or legal-hold notice, relevant records must not be altered, hidden or deleted until the hold is formally released.

Personal Data, Information Security and Technology

Personal Data

Personal data must be processed lawfully, fairly and only for an authorized purpose. Team members must collect only what is needed, maintain accuracy where relevant, restrict access, use approved transfer methods and follow retention requirements. Employee identifiers such as PAN, bank information and identity documents must be kept in restricted HR or payroll systems, not routine conduct acknowledgements.

Security Responsibilities

• Keep passwords and authentication codes private, use strong authentication and approved password-management tools.
• Lock devices when unattended and prevent unauthorized viewing or physical access.
• Do not disable security controls, install unapproved software or connect unauthorized devices or storage media.
• Treat unexpected links, attachments, credential requests and payment instructions as potential threats and verify them through an approved channel.
• Report phishing, malware, lost devices, suspicious access and actual or suspected data incidents immediately to it@moretasks.com.

Acceptable Use, Monitoring and Privacy

Company and client systems are primarily for authorized business use. Limited personal use can be permitted if it is lawful, reasonable, secure, does not interfere with work and does not create cost or risk. MoreTasks can monitor and review company systems for legitimate security, compliance and operational purposes, subject to applicable law and the employee privacy notice. Monitoring should be proportionate and access restricted to authorized personnel.

Responsible Use of Artificial Intelligence

Only approved artificial-intelligence tools and use cases may be used for company or client work. Confidential, personal, regulated or client-restricted information must not be entered into a public or unapproved AI service. Team members remain responsible for checking accuracy, bias, intellectual-property risk and security before using AI-generated output. Required human review and client restrictions must be followed.

Company and Client Assets

Facilities, devices, accounts, funds, software, subscriptions, credentials, work time and client resources must be used carefully and only for authorized purposes. Theft, deliberate damage, unauthorized lending, personal resale, excessive personal use or attempts to bypass access restrictions are prohibited. Lost or damaged assets must be reported promptly.

Health, Safety and Substance Use

Fitness for Work

Team members must report fit for work and must not perform duties while impaired by alcohol, illegal drugs, misused medication or another intoxicating substance. Anyone who becomes impaired or observes an immediate safety risk should stop the affected activity and contact a manager, HR or site security.

Illegal and Unauthorized Drugs

The unauthorized possession, use, sale, purchase, manufacture, distribution or transport of narcotic drugs or psychotropic substances is prohibited on company-controlled premises and during work activities, subject to applicable law and valid medical or scientific authorization. Trafficking or distribution connected with work is prohibited.

Lawfully prescribed medication is not prohibited. A team member should disclose only fitness-for-work or accommodation information reasonably required for a safety-sensitive duty; medical details will be handled confidentially. Any testing, search or examination must follow a separately approved procedure and applicable law.

Alcohol, Tobacco, Smoking and Electronic Cigarettes

Possessing or consuming alcohol on company-controlled premises is prohibited unless expressly approved for a company event and permitted by law. Reporting to work impaired by alcohol or another intoxicating substance is prohibited. Smoking, vaping and use of tobacco products are prohibited inside the office, washrooms, staircases and other areas designated as smoke-free. Team members must follow building rules and use only lawful designated areas, if any.

Support and Emergency Response

A team member can confidentially approach HR for information about available support or leave without admitting misconduct. A request for help does not excuse unsafe conduct, possession, distribution or another violation, but seeking timely assistance can be considered when determining an appropriate response.

External Communications and Social Media

Only authorized representatives may speak to the media, publish official company statements or communicate on MoreTasks’ behalf. Personal communications must not imply company endorsement. Team members must protect confidential information, personal data and client identity and must not make unlawful threats, harassment or discriminatory statements connected with work. Nothing in this section limits lawful protected disclosures or personal expression unrelated to MoreTasks.

Asking Questions and Reporting Concerns

Team members should raise questions early and report suspected misconduct in good faith. Proof is not required before reporting, but reports should be honest and contain available facts. A knowingly false or malicious allegation can itself be misconduct; an honest report is not misconduct merely because it is unsubstantiated.

Available channels should include:

MoreTasks will provide an option for confidential reporting and, where lawful and operationally available, anonymous reporting. Emergencies and immediate threats should be reported to emergency services or site security first.

Non-Retaliation

MoreTasks prohibits retaliation against anyone who in good faith asks for guidance, raises a concern, refuses to participate in suspected wrongdoing, requests a lawful accommodation or participates in an investigation. Retaliation includes dismissal, demotion, threats, intimidation, exclusion, unfair scheduling, adverse evaluation or other disadvantage motivated by the protected activity.

Suspected retaliation must be reported immediately to HR, Legal or Compliance, or the senior escalation channel. Retaliation is a separate violation and can result in disciplinary action.

Review and Investigation of Concerns

MoreTasks will triage reports promptly and assign them to an impartial, authorized function. POSH complaints will follow the statutory and company POSH process. Other reviews will be conducted as fairly, promptly and confidentially as reasonably possible, with information shared only on a need-to-know basis or as required by law.

The Company will ordinarily:

• Assess immediate safety, security, retaliation and evidence-preservation needs.
• Notify the person whose conduct is under review of the substance of the concern at an appropriate stage and provide a reasonable opportunity to respond.
• Gather and assess relevant records and witness information objectively.
• Document findings and obtain appropriate HR or Legal review before material disciplinary action.
• Inform relevant participants that the matter has been addressed, while protecting privacy and confidential personnel information.

Team members must cooperate honestly, preserve relevant information and avoid interference, retaliation or unauthorized disclosure. Confidentiality cannot be guaranteed absolutely because a fair inquiry or legal duty can require disclosure.

Disciplinary Action and Corrective Measures

Violations will be assessed individually based on the facts, seriousness, intent, impact, past conduct, consistency, cooperation and applicable law. Corrective measures can include coaching, training, warning, restriction or removal of access, reassignment, recovery of company property or loss, suspension or termination of employment or engagement. MoreTasks can also report suspected unlawful conduct to authorities where appropriate or required.

Except where immediate protective action is reasonably necessary, the person concerned should receive notice of the allegation and an opportunity to respond before a final material disciplinary decision. Any review or appeal route available under employment terms, service rules, standing orders, the POSH process or law remains available.

Governance, Exceptions and Amendments

HR and Legal or Compliance jointly own this Code. The approving authority will review it at least annually and after material legal, operational or organizational changes. Related procedures can be updated more frequently by their designated owners.

Exceptions must be lawful, documented, time-limited and approved in writing by hr@moretasks.com. No exception can authorize retaliation, bribery, discrimination, harassment, falsification or a violation of law or binding client obligations.

MoreTasks can amend this Code prospectively. Material changes will be communicated before or when they take effect, training will be provided where needed, and a renewed acknowledgement can be requested. Amendments do not remove rights or obligations that cannot lawfully be waived.

Ethical Decision Guide

Before acting, ask:

• Is it lawful and consistent with this Code, my employment terms and client requirements?
• Is it honest, respectful and within my authority?
• Does it protect people, confidential information, personal data and company or client assets?
• Have I disclosed any conflict and obtained required approval?
• Would I be comfortable explaining the decision to HR, a client or an independent reviewer?

If any answer is no or uncertain, pause and ask a manager, HR or Legal or Compliance before proceeding.

Code Interpretation

This Code cannot describe every workplace situation or provide a complete explanation of every responsibility that can apply to MoreTasks or its team members. It should be read alongside applicable laws, employment terms, client requirements and other MoreTasks policies, procedures and workplace rules.

All team members are responsible for familiarizing themselves with the requirements relevant to their roles and completing any related training assigned by MoreTasks. When uncertain about the meaning or application of this Code, team members should seek guidance before acting.

Questions or requests for clarification can be directed to a reporting manager, Human Resources or the designated Ethics Officer at hr@moretasks.com. Concerns about suspected misconduct can also be raised through the reporting channels described in this Code.

Subsidiaries, controlled entities and joint ventures managed by MoreTasks should adopt this Code or an equivalent code containing substantially similar standards, where applicable.

This version supersedes all previous versions of the MoreTasks Code of Conduct and related conduct documents. It takes effect from July 2026.