How we work together
Our workplace policy sets out what you can expect from Luqon and what we expect from everyone on the team, from where we work to how we treat each other and our clients.
Primary workplace
On-site
Teams work from our designated offices during agreed hours.
Remote and hybrid
By approval
Possible where the role, client commitments and performance allow.
Where it applies
Sweden, Pakistan and the United States
Local employment law and each person’s contract always take precedence.
Contents
1
Our approach
Our mission is “Empowering Individuals and Businesses.” We believe good work comes from trust, respect, responsibility, learning and collaboration, and we want a workplace where everyone can contribute, grow and share ideas freely.
Customer centricity
Customer needs and business outcomes sit at the center of our work.
Freedom
We encourage independent thinking, initiative and responsible decisions.
Growth
We keep learning, improving our skills and helping each other progress.
Community impact
We use our knowledge and resources to create value for people and businesses.
2
Where we work
Luqon follows an on-site workplace policy. Team members work from their designated office during agreed working hours, collaborate in person with their teams and follow company policies.
Remote and hybrid arrangements
Remote or hybrid work may be approved depending on the role, business needs, client commitments and performance. It requires prior approval from management, and an approved arrangement doesn’t change a person’s responsibilities, working hours or performance standards.
When working remotely, team members stay reachable during agreed hours, keep a suitable and secure working environment, attend required online meetings, keep their progress visible to the team and let their manager know early about connectivity problems or anything else that affects delivery.
3
Hours and time off
Everyone follows the working schedule agreed in their contract. We ask team members to arrive on time, record attendance accurately, tell their manager promptly about delays or absences, and agree schedule changes in advance where required.
Leave is requested in advance whenever possible, with handover notes for urgent tasks and client work. In case of illness or an emergency, team members notify their manager as soon as reasonably possible.
Working hours, breaks, overtime, holidays, sick leave, parental leave and other entitlements are governed by each person’s employment contract and the law of the country where they work. No one is discouraged from using a legal employment right.
4
A respectful workplace
We welcome healthy disagreement and honest feedback. We don’t accept behavior that damages trust or makes work harder for others, including:
- harassment, bullying, intimidation, insults or personal attacks;
- discrimination on any legally protected or otherwise prohibited basis;
- spreading rumors or unverified information about colleagues;
- creating divisions or deliberately withholding information to obstruct someone’s work;
- retaliating against anyone who raises a concern in good faith.
These standards apply in the office, online and anywhere a team member represents Luqon. Managers are expected to set clear priorities, distribute work fairly, give timely feedback and avoid favoritism or misuse of authority.
5
Communication and availability
We use approved channels for work discussions, keep messages clear and professional, come to meetings prepared and escalate client issues and delivery risks early.
No one is expected to stay continuously available outside agreed working hours, unless a documented role requirement or a lawful on-call arrangement applies.
6
Confidentiality, security and AI
We protect client data, source code, credentials, business information and personal data. Team members use approved accounts, devices and software, never share passwords or access codes, don’t move confidential information to personal accounts and report suspected phishing, data loss or unauthorized access promptly. Confidentiality obligations continue after employment ends, as set out in each agreement and applicable law.
Responsible use of AI
AI tools help us work faster and more creatively, but people stay accountable for the result. We don’t submit confidential company or client information to unapproved AI services, we verify AI-generated facts, code and content before using them, we respect copyright, licensing, privacy and client requirements, and we disclose AI assistance where a client or rule requires it.
7
Working with clients
Clients trust us with their businesses. We communicate accurately, follow agreed scopes, deadlines and approval processes, protect client confidentiality and escalate dissatisfaction or delivery risks early. Pricing, contractual commitments and published client materials such as case studies or testimonials always go through the proper approval.
Team members avoid conflicts of interest and disclose any potential conflict to management. Outside work or freelancing must respect contracts and confidentiality obligations.
8
Learning and growth
Continuous learning is part of our culture. We encourage everyone to build technical, communication and leadership skills, take part in training and knowledge-sharing sessions, propose improvements and share what they learn. Performance is assessed fairly, based on responsibilities, measurable outcomes, quality of work, collaboration and development.
We aim for a safe and healthy workplace and a sustainable work-life balance. Team members are encouraged to raise concerns about workload, unclear expectations or working conditions early, and managers are expected to respond.
9
Raising concerns
Questions, suggestions and concerns are welcome. Our usual process is:
- Discuss the matter directly with the person involved, where that is appropriate and safe.
- Escalate to the relevant manager or designated contact if it isn’t resolved.
- Review: management looks into the concern fairly and gathers the relevant information.
- Resolve: the outcome is communicated to the people involved, within confidentiality and legal limits.
Anyone can skip straight to step 2 when a concern involves harassment, discrimination, threats, retaliation, serious misconduct or a manager who is part of the issue. No one faces retaliation for raising a genuine concern or taking part honestly in an investigation.
Policy breaches are handled fairly and consistently, in proportion to their seriousness. People have a reasonable opportunity to respond before decisions are made.
10
Across our locations
Luqon was founded in Sweden and works with teams and clients in Sweden, Pakistan and the United States. This policy describes the shared culture and standards we hold everywhere.
Where local employment law, a collective agreement or an individual employment contract sets a different or more favorable term, that term applies. This policy never replaces anyone’s contract or statutory rights.
11
About this policy
This page is a public summary of the Luqon IT Solutions workplace policy and code of conduct, which applies to employees, interns and contractors as relevant to their role. Team members receive the full policy when they join. Management reviews it when business needs or laws change.
Effective December 2024.
Questions about this policy: contact@luqon.com