The code of conduct is based on the ten principles of the UN Global Compact concerning human rights, labour, the environment and anti-corruption as well as Wihlborgs’ core values: Action, Honesty, Knowledge and Community.
Wihlborgs follows the applicable laws and international conventions in areas covered by the ethical guidelines. Current laws and regulations are always the minimum requirement for operations.
The Code of Conduct apply to all employees and Board members of Wihlborgs and form the basis for how employees treat each other as well as our customers, suppliers, contractors and other stakeholders.
Wihlborgs also expects suppliers to comply with the principles in the Code of Conduct, which are clarified in the Code of Conduct created specifically for suppliers.
Ethical guidelines at Wihlborgs
Approved by the Board of Wihlborgs Fastigheter AB in June 2026.
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Wihlborgs’ operations are to be characterised by sound business ethics, impartiality, free competition and respect for contracted agreements.
Wihlborgs strives for full transparency regarding anything offered to Wihlborgs employees by customers, suppliers or other external parties. Employees are not permitted to accept gifts, rewards or trips from other parties that could, or could be perceived to, influence their objectivity in a business situation.
In the course of performing their duties, Wihlborgs’ employees may not use bribes, improper inducements or other forms of compensation in order to secure business transactions with customers, suppliers or any other parties. Official entertainment and customer events must always be characterised by moderation and a clear connection to Wihlborgs’ operations.
Wihlborgs encourages all employees to be active in relevant contexts that contribute to strong business relationships. However, employees may not participate in private business activities where a conflict of interest could arise. Employees are required to inform their immediate manager of any secondary employment or other time-consuming commitments that could interfere or compete with their duties at Wihlborgs.
If an employee engages a supplier or contractor used by Wihlborgs for private purposes, the employee’s immediate manager must approve the quotation by signing it. This is to ensure that the employee does not receive any unwarranted benefit for private use as a result of their employment at Wihlborgs. Upon request, the employee must also be able to present an invoice or receipt showing the amount paid for the service or goods.
Further clarification of Wihlborgs’ approach to responsible business can be found in the guideline Business Ethics at Wihlborgs (in Swedish).
To ensure awareness of these issues, all employees, including management, receive training in business ethics, including a review of this Code of Conduct. Suppliers’ awareness and understanding are supported through Wihlborgs’ Code of Conduct for Suppliers. Through training and clear guidelines, we strengthen awareness of potential risks and work proactively to prevent them.
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Wihlborgs strives for an open, transparent and constructive dialogue with shareholders, customers, employees and other stakeholders.
Employees receive regular information about Wihlborgs’ goals, strategies and operational development, as well as regular feedback on their individual contributions.
Wihlborgs complies with Nasdaq Stockholm’s rules on information disclosure and strives to provide relevant and reliable financial and non-financial information to shareholders and other stakeholders. Information that may affect the valuation of Wihlborgs must be published without delay. Employees are not permitted to carry out transactions based on inside information.
Confidential information about Wihlborgs’ operations, customers and suppliers may not be disclosed to unauthorised parties. Personal data relating to employees, customers or others must be handled with care and in accordance with applicable legislation.
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Wihlborgs maintains a neutral position on party-political issues. Wihlborgs’ name may not be used by political parties or individual political candidates.
Wihlborgs has a strong commitment to the Öresund region and supports various organisations and initiatives that contribute to the development of the local business community and society. All sponsorship is to be characterised by transparency and, as far as possible, have a clear societal focus in accordance with Wihlborgs’ sponsorship guidelines.
Employees are encouraged to engage in societal issues. Wihlborgs also offers all employees the opportunity to participate in selected initiatives that contribute to positive societal development during working hours, subject to agreement with their immediate manager.
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Wihlborgs respects and promotes internationally recognised human rights and conventions concerning working conditions in its own operations and throughout the value chain.
Wihlborgs supports diversity and gender equality. Everyone is to have equal opportunities for employment, training, promotion and development within the company. No discrimination is permitted under applicable Swedish or Danish legislation.
Child labour, forced labour or work carried out under threat of violence is not permitted. Employment may commence no earlier than the age at which compulsory schooling has been completed. Exceptions may be made for holiday work and short-term employment. The minimum age is always 15.
Freedom of association and the right to collective bargaining and collective agreements apply within Wihlborgs. Employee representatives must be given the opportunity to carry out their duties.
The work environment is to be safe for Wihlborgs’ employees and comply with national laws and agreements, as further set out in our Work Environment Policy. All Wihlborgs properties are to be safe, and no one who spends time in or around them is to be exposed to danger or risk of injury.
Wihlborgs actively promotes exercise and other health-promoting initiatives, as well as initiatives aimed at creating a good balance between work and leisure. All employees are offered a wellness allowance, regular health checks and private health insurance.
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Wihlborgs works systematically to limit the environmental and climate impact of its properties throughout their entire life cycle.
Environmental and climate-related work is a strategic issue based on decisions made by management and is integrated into day-to-day operations. The business is to be conducted in a resource-efficient manner and in accordance with Wihlborgs’ environmental management system and other governing documents.
Wihlborgs’ work on environmental sustainability is based on the Precautionary Principle. This means that we take measures to prevent, avoid and mitigate negative environmental impacts.
Knowledge and expertise in environmental and climate-related issues are to be continuously developed among all employees.
Wihlborgs’ environmental and climate-related work is further defined in our Environmental and Climate Policy and associated guidelines.
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Every employee is responsible for complying with the Code of Conduct and for consulting their immediate manager if there is any uncertainty about how it should be applied. Employees are also responsible for reporting any situation they believe is not being handled in accordance with these rules.
In the first instance, employees should contact their immediate manager or the HR Director. Suspected breaches may also be reported anonymously via Wihlborgs’ whistleblowing service. The service is administered by an external party and is available via Wihlborgs’ website as a last resort, i.e. when it is not considered possible to contact a responsible person at Wihlborgs directly.
Employees who do not comply with the guidelines may be subject to employment-related disciplinary measures. If any of Wihlborgs’ contractors or suppliers seriously breach the guidelines, the business relationship is to be terminated.
Our Code of Conduct
Wihlborgs’ Code of Conduct guides employees in acting responsibly and sustainably.
Download the document
Code of Conduct for suppliers
We work with suppliers and contractors who share our values.
Read more
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