ETHICAL, TRANSPARENT OFFSHORE SUPPORT WITHOUT LOCK-INS
Ethical Employment &
Fair Pay Code
This is how we ensure transparency, freedom, and professional standards for our offshore teams, and better outcomes for our clients.
Our Commitment
At Advice2Talent (A2T), ethical employment is not an add-on to our service — it is the foundation of how we operate. We believe that fair treatment, transparency, and lawful employment practices are essential to building sustainable partnerships between our clients and our offshore professionals.
This Ethical Employment & Fair Pay Code outlines the principles, standards, and safeguards that govern how we employ, support, and protect our team members. It reflects our commitment to creating meaningful careers for our offshore professionals while delivering consistent, high-quality outcomes for our clients.
This Code applies to all offshore professionals engaged by A2T and informs our internal policies, client arrangements, and operational practices.
1. Transparent Pay Model
A2T operates a transparent and clearly defined compensation model.
Offshore professionals are paid a negotiated salary that reflects their role, skills, experience, performance, and responsibilities.
Compensation is discussed openly and agreed directly with each team member.
Our client fees are structured to clearly distinguish between:
the team member’s compensation, and
A2T’s management, support, compliance, and infrastructure services.
This approach ensures clarity for all parties and avoids hidden margins or ambiguous cost structures.
2. Fair and Negotiated Compensation
We are committed to fair and commercially reasonable pay practices.
Compensation is agreed through direct discussion with each team member, not imposed unilaterally.
We conduct periodic compensation reviews, taking into account:
role scope and complexity,
performance and contribution,
market conditions, and
changes in responsibilities.
Our goal is to maintain compensation that is competitive, sustainable, and aligned with both individual performance and business outcomes.
3. No Forced Exclusivity
A2T does not use coercive or restrictive exclusivity arrangements.
Team members are not prevented from pursuing career development or future opportunities.
Any confidentiality obligations are:
reasonable in scope,
focused solely on protecting client, company, and data security interests, and
not designed to restrict employment mobility or earning potential.
We believe loyalty is earned through fair treatment and opportunity, not contractual pressure.
4. No Punitive Non-Compete Clauses
We do not impose punitive or extended non-compete provisions.
We do not use non-compete clauses that are designed to intimidate or unfairly restrict future employment.
We do not apply financial penalties or repayment clauses intended to discourage team members from progressing their careers.
Any post-engagement obligations are limited, reasonable, and focused on confidentiality and the protection of legitimate business interests.
5. Freedom of Movement and Career Progression
We respect the right of individuals to manage their own careers.
Team members are free to pursue career progression and new opportunities.
We do not use:
threats,
excessive notice periods,
punitive contract terms, or
artificial barriers to prevent people from moving on.
Where possible, we aim to support professional growth, skill development, and internal progression during a team member’s time with A2T.
6. Lawful Employment Structures
A2T engages offshore professionals through lawful and compliant employment arrangements.
All engagements comply with relevant local labour, tax, and regulatory requirements in the country where the team member works.
We maintain appropriate employment documentation, contracts, and records.
Our employment structures are designed to provide clarity, compliance, and protection for both the team member and our clients.
7. Benefits, Leave, and Workplace Protections
We are committed to providing appropriate workplace protections and support.
Team members receive leave entitlements and benefits consistent with local requirements and A2T’s internal standards.
We maintain documented policies and procedures covering:
workplace conduct and professional standards,
performance support and development,
grievance handling and escalation processes,
wellbeing, mental health awareness, and safe work practices.
Our aim is to foster a respectful, inclusive, and psychologically safe working environment.
8. Management, Support, and Client Assurance
A2T provides structured management and support services to protect both our team and our clients.
These services include:
HR support and people management
performance monitoring and development support
IT systems, access controls, and security processes
onboarding and offboarding procedures
quality assurance and workflow oversight
continuity planning and escalation management
A2T operates under ISO/IEC 27001 information security governance, helping ensure that systems access, confidentiality, and data security are managed through documented, audited, and continuously improved controls.
9. Continuous Improvement and Accountability
We recognise that ethical employment practices require ongoing attention and improvement.
This Code is reviewed periodically to ensure alignment with best practice, legal requirements, and industry standards.
We welcome feedback from team members and clients to strengthen our employment, governance, and support frameworks.
Any concerns relating to ethical employment, pay practices, or workplace conduct are taken seriously and addressed through established escalation processes.
Our Ethical Commitment
This Ethical Employment & Fair Pay Code reflects A2T’s belief that sustainable business success is built on fairness, transparency, and respect for people.
By adhering to these principles, we aim to create long-term value for our clients, meaningful careers for our team, and a model of offshore employment that is ethical, compliant, and commercially sound.