Code of Conduct
At One2N, we believe in building a workplace where people can do their best work while treating each other, our clients, and our community with respect. This Code of Conduct outlines the standards we expect everyone associated with One2N to uphold.
Our Core Principles
Trust & Responsibility
We operate on trust-by-default. We expect you to make good decisions, communicate openly, and take responsibility for your actions.
Do the Right Thing
When in doubt, ask yourself: "Is this legal? Is it ethical? Would I be comfortable if this became public?" If the answer to any of these is no, don't do it.
Speak Up
If you see something that doesn't seem right, say something. We encourage you to raise concerns without fear of retaliation.
Refer to One2N Values to know more.
1. Legal Compliance
Follow the Law
You must comply with all applicable laws and regulations in India and in any jurisdiction where we operate or have clients. This includes, but is not limited to:
Labor laws
Tax regulations
Data protection laws
Intellectual property laws
Anti-corruption laws
When Working with Clients Globally
If you are working with international clients, be aware that different laws may apply to you. If you are unsure about legal requirements in a client's jurisdiction, consult with the People team before proceeding.
No Shortcuts
Legal compliance isn't optional, even when it's inconvenient or slows things down. If a client or colleague asks you to do something that violates laws or regulations, refuse politely and escalate to your Mentor or the People team immediately.
2. Business Integrity
No Bribery or Corruption
One2N does not offer, give, request, or accept bribes, kickbacks, or improper payments of any kind. This applies to dealings with:
Government officials
Clients and potential clients
Vendors and suppliers
Business partners
Conflicts of Interest
Avoid situations where your personal interests conflict with One2N's interests. This includes:
Having financial interest in a competitor, client, or vendor
Hiring or managing family members
Using company resources for personal business
If you think a conflict might exist, disclose it to the People Team as soon as you become aware of it.
Accurate Records
Maintain honest, accurate records in all business dealings. This includes, but is not limited to:
Time logs and billing records for clients
Expense reports
Leave applications on Razorpay
Asset management
Falsifying records is grounds for immediate termination and further legal action.
3. Data Privacy & Confidentiality
Protect Company Information
As outlined in your Employee Agreement, you must protect One2N's confidential information, whether communicated orally or in writing, including but not limited to:
Client data and contracts
Financial information
Strategic plans
Proprietary code, projects and documentation
Employee information
Any other information, which, by its nature, becomes confidential for the Company
Protect Client Data
When working with client systems and data:
Access only what you need for your job
Do not download client data to personal devices
Do not share client information outside approved channels
Follow client-specific security policies
Report any data breaches immediately
Refer to your client’s specific security policy and guidelines for more details. When in doubt, reach out to your Mentor or the People Team.
Data Privacy Compliance
If applicable, handle personal data (of employees, clients, or users) in compliance with applicable privacy laws. If you are working with EU clients, be aware of GDPR requirements. If you are handling employee data, treat it as confidential.
What to Do at Exit
When you leave One2N, you must delete all client data from your devices. This includes code, documents, credentials, and any licensed software. Ensure that you return the Company and/or Client device(s) in good working condition on time as per the Exit Policy.
4. Respect & Non-Discrimination
Treat Everyone with Respect
Nobody wants to work with brilliant jerks. We don’t either.
We're committed to maintaining a respectful, inclusive workplace free from discrimination and harassment. We do not tolerate behavior that:
Discriminates based on gender, age, religion, region, caste, disability, sexual orientation, marital status, or any other personal characteristic.
Creates a hostile, intimidating, or offensive work environment
Involves unwelcome sexual advances, comments, or conduct
What This Means in Practice
Be professional in all interactions
Listen, when others speak
Respect different perspectives and backgrounds
Do not make assumptions about people's abilities or interests based on stereotypes
Use inclusive language in written and verbal communication
If You Experience or Witness Harassment
Report it immediately to your Mentor, the People team (peopleteam@one2n.in), or leadership. We take all complaints seriously and will investigate promptly. Retaliation against someone who reports in good faith is strictly prohibited.
For Prevention of Sexual Harassment at the Workplace (POSH) related complaints, reach out to posh@one2n.in immediately. Refer to One2N’s POSH Policy for more details.
Remember, you are free to exercise your rights, to the extent they do not encroach on someone else’s rights.
5. Health & Safety
Work-Life Balance
We don't encourage or appreciate working after office hours. This can be an exception at times, but not the rule.
Finish your work and end the workday on time. If you are regularly and consistently unable to complete work in regular hours, discuss with your Mentor. Please refer to One2N’s Leave Policy for more details.
Remote Work Safety
When working remotely:
Ensure you have a safe, ergonomic workspace
Take regular breaks
Maintain boundaries between work and personal time
Mental Health
If you are struggling with stress, burnout, or mental health issues, reach out to the People team.
Substance Use
Do not come to work under the influence of alcohol or illegal drugs. Do not use company time or resources for substance use.
Physical Safety
If you are visiting a client site or the One2N office:
Follow safety protocols
Report any accidents or risks you observe to peopleteam@one2n.in
Do not take unnecessary risks
Please refer to the Playbook’s How we Work section for more details.
6. Intellectual Property
What Belongs to One2N
As stated in your Employee Agreement, all work you create during your employment belongs to One2N and/or the client. This includes, but is not limited to:
Code you write
Documentation you create
Processes you develop
Ideas and inventions related to our business
Respect Others' IP
Do not use unlicensed software, pirated content, or code you do not have the right to use. If you are unsure about licensing, ask before using.
Open Source Contributions
If you want to contribute to open source projects during work hours or using company resources, get approval from your Mentor first.
7. Client Relationships
Professionalism
When working with clients:
Be responsive and reliable
Communicate clearly and proactively
Meet commitments and deadlines
Admit mistakes and fix them quickly
Do not overpromise
Non-solicitation
As outlined in your Employee Agreement, you cannot work for a One2N client for up to 1 year after leaving the company. This protects our client relationships.
8. Use of Company Resources
Company Assets
Treat company property (laptops, monitors, etc.) with care. These are provided for work, not personal use.
Refer to One2N’s Hardware Policy for more details.
Company Time
Your working hours are for One2N work. Do not use company time for:
Running a side business
Working for another employer
Extensive personal activities
Internet & Communication
Do not use company email, Slack, or internet access for:
Accessing illegal, offensive, or inappropriate content
Harassing others
Sending spam or chain messages
Activities that violate this Code of Conduct
9. Social Media & External Communication
Personal Social Media
You are free to use social media in your personal capacity, but:
Do not share confidential company or client information
Do not claim to speak on behalf of One2N, unless authorized
Do not post things that could harm One2N's reputation
Make it clear you are expressing personal views, not company positions
Media Inquiries
If media contacts you about One2N, refer them to leadership. Do not give interviews or statements without authorization.
Speaking Engagements
If you want to speak at conferences or events about your work at One2N or with clients, get approval from your Mentor first.
10. Sustainability & Environmental Responsibility
Minimize Environmental Impact
While we're a technology consulting company (not manufacturing), we still try do our part:
Reduce paper use, go digital wherever possible. For example, we sign most official documents digitally. We use an e-invoicing software to generate and share invoices.
Recycle e-waste properly (don't just throw old hardware in the trash). For example, we try to donate old laptops in working condition (only after all company and client data is permanently removed) to those who can use them.
Optimize cloud resources to reduce energy consumption.
Use video calls instead of travel when feasible.
Responsible Vendors
When procuring goods or services, consider environmental impact as one factor. If two vendors are comparable, we choose the one with better sustainability practices.
11. Economic Sanctions & Export Controls
Know the Rules
If you are working with international clients or using software/services from sanctioned countries:
Be aware of Indian government sanctions
Be aware of US/EU sanctions if applicable to the client
Do not use software or services from sanctioned entities without legal review
If You are Unsure
Check with leadership before entering into agreements with entities in countries subject to sanctions (e.g., currently Iran, North Korea, Syria).
12. Reporting Concerns & Whistleblower Protection
How to Report
If you become aware of conduct that violates this Code of Conduct, company policies, or the law, report it through one of these channels. Since any claim will need to be verified, please refrain from public allegations on the concerned personnel:
Your Mentor (if comfortable doing so)
The People team
The Leadership
What to Include
When reporting:
What happened (facts, not opinions)
Who was involved
When and where it occurred
Any evidence or documentation
No Retaliation
We will not retaliate against anyone who reports concerns in good faith. Retaliation includes:
Termination, demotion, or poor performance reviews
Exclusion from meetings or projects
Hostile treatment
If you experience retaliation, report it immediately.
Investigation Process
Reports will be investigated promptly and confidentially
We will take appropriate action based on findings
You will be updated on the outcome (to the extent possible while respecting others' privacy)
13. Consequences of Violations
Violations of this Code of Conduct may result in disciplinary action, up to and including termination of employment. The severity of consequences depends on the nature and frequency of violations.
Examples:
Minor violations (e.g., occasional inappropriate language): Verbal warning and coaching
Moderate violations (e.g., repeated minor violations, improper use of company resources): Written warning and performance improvement plan
Serious violations (e.g., harassment, data breach, falsifying records): Immediate termination
Legal Consequences
Some violations (e.g., bribery, data theft, IP theft, POSH violations) may also result in criminal or civil liability under Indian law.
14. Your Responsibility
Read & Understand
You are expected to read this Code of Conduct thoroughly and understand it. If something is unclear, ask the People team.
We may update this Code of Conduct periodically to reflect changes in laws, business practices, or company values. You'll be notified of any significant changes, but it's your responsibility to stay current with the latest version available on the playbook
Apply Good Judgment
Any document cannot cover every possible situation. So when facing a decision:
Is it legal?
Is it consistent with our values?
Would I be comfortable if it became public?
Would I want others to do the same thing?
If you answer "no" to any of these, don't do it.
Ask When Uncertain
If you are unsure whether something is appropriate, ask before acting. It's always better to ask than to assume.
Questions?
If you have questions about this Code of Conduct or need guidance on a specific situation, contact:
Your Mentor
People team
Leadership
Acknowledgment
This Code of Conduct applies to all One2N employees, contractors, and interns. By continuing your association with One2N, you agree to abide by this Code.
Last Updated: 30th April 2026
This Code of Conduct supplements but does not replace your Employment Agreement, Appointment Letter, and other company policies. In case of conflict between documents, your Employment Agreement and Appointment Letter take precedence on contractual matters.