Last updated: 19th Jan, 2026
Commitment to ethical professional conduct is a MUST for every Director and employee at BLYSS INFINITAAS LIMITED in all its businesses/ units/ subsidiaries. This code, consisting of imperatives formulated as statements of personal responsibility, identifies the elements of such a commitment. It contains many, but not all, issues employees are likely to face.
The code is intended to serve as a basis for ethical decision-making in the conduct of professional work. It may also serve as a basis for judging the merit of a formal complaint pertaining to violation of professional ethical standards. It is understood that some words and phrases in a code of ethics and conduct document are subject to varying interpretations and that any ethical principle may conflict with other ethical principles in specific situations. Questions related to ethical conflicts can best be answered by thoughtful consideration of fundamental principles rather than reliance on detailed regulations. In case of conflict, the decision of the Chief Compliance Officer (CCO) shall be final.
This code is applicable to the Board Members, Senior Management Personnel, and all employees of BLYSS INFINITAAS LIMITED (hereinafter collectively referred to as “Employee(s)”) in all of its businesses/ units/ subsidiaries. All employees must read and understand this code and abide by it in their day-to-day activities. This code is also applicable to vendors, service providers and third parties dealing with Blyss and when dealing on Blyss‟s behalf. The employees may please contact Human Resources Head or CCO, should they have any questions relating to compliance of this code.
Blyss is committed to conducting business with responsibility and integrity. Our daily conduct reflects our core values and purpose which are integral to our brand and reputation. We must ensure that our actions and policies are not only in compliance with applicable laws and regulations, but also in line with the highest standards of business ethics and integrity.
We foster a culture of mutual trust in our interactions and encourage open dialogue.
At Blyss, our people are our most important assets. We actively encourage their development and support them in pursuing their goals.
We embrace a conducive environment for encouraging innovation and exemplifying optimal utilization of natural resources, improved efficiencies, and recovery of by-products.
We are consistently driven to enhance cost efficiency and service quality across all our business verticals by adopting and implementing best practices.
We place utmost importance to engage ethically and transparently with all our stakeholders, taking accountability of our actions to maintain the highest standards of professionalism, and complying with international policies and procedures.
We lay emphasis on Human Rights and respect the principle of free consent.
As we continue to grow, we are committed to the triple bottom line of People, Planet and Prosperity to create a sustainable future in a zero-harm environment for our communities.
The Prevention of Corruption Act, 1988 (asamended in 2018), the Bharatiya Nyaya Sanhita, 2023, the Companies Act, 2013, and the Foreign Contribution (Regulation) Act, 2010 (FCRA) prohibit offering, giving, receiving, or soliciting bribes, kickbacks, or any undue advantage in public or private sectors.
Any individual or entity, including vendors, suppliers, contractors, consultants, agents, distributors, joint venture partners, or representatives, that has a business relationship with the company. These parties are expected to comply with applicable anti-bribery and anti-corruption laws.
Any individual employed by the company on a full-time, part-time, contractual, or temporary basis, including interns, consultants, and directors, who performs work or services under the company's direction and control.
Any hospitality or recreational activity, such as meals, event tickets, or travel, provided to an individual with the intent of fostering goodwill in a business relationship. Entertainment must comply with applicable company policies and should not be used to gain an unfair business advantage.
Small, unofficial payments made to government officials or other authorities to expedite routine, non-discretionary actions, such as processing permits, visas, or providing basic services. These payments are prohibited under the company‟s anti-bribery policy and Indian laws.
Any item of value, including cash, vouchers, discounts, loans, travel, or goods, given without an expectation of reciprocity. Gifts must be reasonable, transparent, and in compliance with the company‟s ethics policy and Indian laws.
Any individual working for or representing a government entity, department, agency, public sector undertaking, political party, tribal authority, or regulatory body, including elected officials, judges, law enforcement officers, or employees of state-owned enterprises. This also includes officials of foreign governments and international organizations.
A structured set of internal policies, procedures, andtraining initiatives designed to prevent, detect, and address bribery, corruption, fraud, and other unethical practices within the company. The programme promotes a culture of ethical conduct, ensures compliance with applicable laws and regulations, and aligns with the company‟s core values of transparency, accountability, and integrity.
Any act or omission by an employee or associated party that violates company policies, ethical standards, or legal obligations. Misconduct includes but is not limited to fraud,corruption, collusion, coercive practices, negligence, insubordination, and misuse of company assets, harassment, or any behaviour that harms the organization‟s reputation or operations.
All Directors/Senior Management Personnel must comply and oversee compliance by employees, officers, and other staff, with laws, rules, and regulations applicable to the organization and its personnel. It is mandatory to comply with all company rules and policies as well as all applicable laws and regulations. It is therefore mandatory that Directors/Senior Management Personnel possess / acquire appropriate knowledge of the legal requirements relating to their roles and duties to enable them to be in compliance thereof and to recognize potential risks. Directors/Senior Management Personnel shall ensure due compliance for every activity undertaken under their supervision and authority and violating the law or the company‟s rules and policies must be avoided under all and any circumstances. No payment or transaction should be made, undertaken, by a Director/ Senior Management Personnel or the organization if the consequence of that transaction or payment would be in violation of any law or company policy in force or if it is ultra-vires to the power or limit given to him. Directors/Senior Management Personnel will always act to the best of their knowledge, belief and effort in the best interests of the organization and all its stakeholders, including employees, shareholders, and others. In the event the implication of law is not clear, the Company's Legal & Secretarial Department or Compliance Committee shall be consulted for advice. Any questions about laws related to the Integrity Compliance Policy (ICP) must be addressed in coordination with the CCO.
Undertake appropriate induction and regularly update and refresh their skills, knowledge, and familiarity with the company;
Seek appropriate clarification or amplification of information and, where necessary, take and follow appropriate professional advice and opinion of outside experts at the expense of the company;
Strive to attend all meetings of the Board of Directors and of the Board committees of which they are members.
Participate constructively and actively in the committees of the Board in which they serve as chairpersons or members.
Strive to attend the general meetings of the Company.
Where they have concerns about the running of the company or a proposed action, ensure that these are addressed by the Board and, to the extent that they are not resolved, insist that their concerns are recorded in the minutes of the Board meeting;
Keep themselves well informed about the Company and the external environment in which it operates.
Not to unfairly obstruct the functioning of an otherwise proper Board or committee of the Board;
Pay sufficient attention and ensure that adequate deliberations are held before approving related party transactions and assure themselves that the same are in the interest of the company;
Ascertain and ensure that the company has an adequate and functional vigil mechanism and to ensure that the interests of a person who uses such mechanism are not prejudicially affected on account of such use;
Report concerns about unethical behavior, actual or suspected fraud or violation of the company‟s code of conduct or ethics policy;
Acting within his authority, assist in protecting the legitimate interests of the company, shareholders, and its employees;
Not disclose confidential information, including commercial secrets, technologies, advertising and sales promotion plans, unpublished price sensitive information, unless such disclosure is expressly approved by the Board or required by law.
All the employees should observe all applicable laws and regulations including the Company policies and Codes as applicable to them with respect to the purchase and sale of the Company' Securities. It is the responsibility of each Director and specified employee to become familiar with and understand these laws, regulations, policies, and codes and should seek further explanations and advice concerning their interpretation, if required. Any waiver of or amendments to the Company's policies or Codes may be made only by the Company's Board of Directors and will be disclosed promptly as required by applicable laws and regulations including the rules of any exchange on which the Company's securities are listed or traded. Directors and Senior Management Personnel should direct questions regarding the application or interpretation of these guidelines to the Company Secretary/CCO.
Blyss is committed to conducting business with integrity, transparency, and the highest ethical standards. We maintain a zero-tolerance policy toward any non-compliance with anti-bribery and anti-corruption policy (“hereinafter referred to as “ABC Policy”). Misconduct of any kind, including fraud, corruption, collusion, and coercive practices, is strictly prohibited. Bribery, in any form, including improper payments or undue advantages, has no place in our business operations. Blyss is dedicated to full compliance with all applicable anti-bribery and anti-corruption laws across all jurisdictions in which we operate.
Every Employee will be required to certify compliance with the Code of Conduct (COC) within 15 days of the close of the financial year of the organization. Employees at all levels must sign the Code of Conduct as a condition of employment. Every Business Partner will also be required to certify compliance with the Code. The duly signed annual compliance Declaration shall be forwarded to the HR Head of the Company.
As Directors and Employees of Blyss, we will uphold and promote the principles of this Code. The future of the organization depends on both technical and ethical excellence. Not only is it important for employees to adhere to the principles expressed in this Code, but each employee should also encourage and support adherence by other employees. All employees are required to report any known or suspected Misconduct through the relevant channels (e.g., to the CCO, through the whistleblowing channels, or to a direct supervisor, who in turn must promptly report any known or suspected Misconduct to the CCO). The Company reserves the right to take appropriate action against the guilty employee.
This Code may be amended, modified, or waived by the CCO or Board, subject to appropriate applicable provisions of law, rules, regulations, and guidelines. As a general policy, the CCO/Board will not grant waivers to the Code. If any waiver of this Code, in whole or in part, is sought for any Board member and/or CCO, the proposal for the same shall be put forward by the CCO to the MD for grant of such waiver, which shall be entirely to the discretion of the Board.
If the gift is of nominal value (such as company-branded stationery), it may be acceptable. However, if the gift is expensive or could be seen as an attempt to influence business decisions, you should politely decline and report it to your manager or compliance team.
Yes. Any payment made to a government official to speed up a service – such as approvals, licenses, or customs clearance – is considered a facilitation payment and is strictly prohibited under this policy.
Reasonable business meals that do not create a conflict of interest or the appearance of undue influence are generally acceptable. However, extravagant, or repeated entertainment from the same vendor should be reported and documented.
If you suspect that a payment is improper, do not proceed. Raise the concern with the compliance team or use the company‟s whistleblowing mechanism to report the issue confidentially.
You can report concerns through the company‟s confidential whistleblowing channel, which ensures protection against retaliation. All reports will be investigated thoroughly while maintaining confidentiality.
Scenario: A procurement manager is approached by a vendor who offers a commission in exchange for awarding them a high-value contract. The manager accepts the offer and alters the bidding criteria to favor the vendor. Breach: This constitutes bribery and corruption, as the decision was influenced by a personal benefit rather than merit. Consequence: Upon investigation, the procurement manager was terminated, and the vendor was blacklisted from all future contracts. The case was also reported to authorities for legal action. Lesson: Employees must act in the company‟s best interest and report any attempts of bribery or undue influence.
Scenario: A finance executive receives an expensive watch from a third-party service provider as a „token of appreciation.‟ The executive does not disclose the gift and later approves a financial transaction favoring the provider. Breach: Accepting an expensive gift without disclosure is a violation of the ABC Policy, as it creates a conflict of interest. Consequence: The executive was subjected to disciplinary action, and the provider was flagged for further review. Lesson: All gifts or hospitality exceeding a nominal value must be reported to avoid conflicts of interest.
All personnel to whom this policy is applicable must read and understand the same and ensure to abide by it in their day-to-day activities. Time to Time training refreshers may be envisaged as required. To reinforce this commitment, the HR Head will send an annual email to all employees, reiterating our zero tolerance stance and the importance of adhering to the ABC policy. Together, we will uphold ethical responsibility and business excellence.
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