Code of conduct

1. Scope

This Code applies to the firm's partners, lawyers, legal interns and administrative staff, regardless of their seniority or working arrangements. It also guides relationships with suppliers, correspondent counsel and others acting on our behalf.

Those who direct and supervise work are responsible for complying with these rules, communicating them and promoting compliance. No instruction, pressure to achieve results or commercial interest justifies a breach.

2. Respect, equality and dignity

Everyone must be treated with dignity and respect. Discrimination based on origin, nationality, sex, gender, sexual orientation, age, disability, health status, religion, financial circumstances, marital status or any other characteristic unrelated to legitimate job requirements is not permitted.

Decisions on recruitment, the allocation of responsibilities and professional development must be based on ability, performance and the objective requirements of the role.

Sexual or workplace harassment, threats, humiliation, insults and abuse of authority are prohibited. This includes unwanted sexual suggestions or advances, requests for personal or sexual favours and making employment opportunities conditional on accepting them.

These rules apply in the office, in courts, during travel and professional activities, and in digital communications and work-related meetings. They also govern dealings with applicants, clients, suppliers and staff of other organisations.

3. Collaboration, supervision and learning

The firm's work requires a willingness to collaborate, share relevant information and receive professional feedback.

Anyone assigning a task must explain its scope and provide the necessary guidance. Supervision must reflect the training and experience of the person carrying it out, particularly students and those still in training.

Corrections must address the work and be expressed respectfully. High professional standards do not justify humiliation or personal disparagement.

Each team member must recognise the limits of their knowledge, seek support when needed and promptly report errors, difficulties or risks. They must not conceal them or attribute work to someone who did not perform it.

4. Diligence and professional responsibility

Matters must be handled with preparation, organisation and timely follow-up. Each team member is responsible for observing deadlines, documenting the steps they take and keeping those responsible for follow-up informed.

Information provided to clients and authorities must be truthful. Altering documents, fabricating evidence, falsifying actions or presenting unverified facts as established is prohibited.

Clients must receive clear explanations of the scope of the service, the available options and the material risks of their matters. No outcome that depends on decisions by authorities, the opposing party or circumstances beyond the firm's control may be guaranteed.

Errors that may affect a matter must be reported immediately to the person responsible so that their consequences can be assessed, appropriate steps taken and the client informed when necessary.

5. Independence and conflicts of interest

Professional work must preserve independent judgment and loyalty to the client's legitimate interests.

Before accepting a matter and throughout its handling, personal, professional or financial relationships that may compromise independence, confidentiality or proper representation must be identified.

Any potential conflict must be reported promptly to the partners. A decision to accept or continue an engagement must follow an assessment of its nature and the measures that are legally and professionally appropriate. Where the matter cannot be handled properly, the firm must decline it or take the necessary steps to end its involvement without leaving the client unprotected.

Information or a position obtained through work must not be used to seek improper personal benefits.

6. Confidentiality and information protection

Information acquired through work must be used solely for the professional purposes that justify access to it, in accordance with professional secrecy, confidentiality obligations and applicable rules.

Case files, documents, communications and personal data must be safeguarded carefully. Access and disclosure must be limited to those who need them to perform their duties or have authorisation or a legal basis to receive them.

Confidential matters must not be discussed in places or through channels where outsiders may learn of them, and client cases, names or documents must not be used in publications without the appropriate authorisation.

These obligations continue after a matter or a relationship with the firm ends. Lost documents, unauthorised access or information sent to the wrong recipient must be reported immediately.

7. Integrity in professional relationships

Offering, giving, requesting or accepting money, gifts, favours or other improper benefits to influence decisions by authorities or private individuals is prohibited. This prohibition includes unofficial payments to expedite procedures or dealings and actions carried out through intermediaries.

No team member may invoke personal relationships or supposed influence to promise preferential treatment or an outcome.

Hospitality between private parties must be reasonable, lawful and transparent, and must not influence professional judgment or create improper commitments. No gifts or benefits may be offered to public officials in connection with the firm's matters.

Any request for an improper payment or benefit must be reported to the partner responsible, and a lawful way to address the matter must be sought while protecting the safety of those involved.

8. Fees, expenses and resources

Fees and terms of service must be communicated clearly and documented as agreed with the client.

Expenses and movements of funds must be recorded accurately and supported by the appropriate documentation. Inventing expenses, altering receipts, concealing payments received or using client funds for unauthorised purposes is prohibited.

Documents, equipment, accounts and other resources entrusted to the firm must be used responsibly. No one may use them to obtain an improper benefit or commit the firm without authorisation.

9. Responsible use of digital tools

Technology must support the quality, security and organisation of work. Its use requires protecting access credentials, respecting assigned permissions and using systems authorised by the firm.

Confidential information must not be entered into external services without verifying that their use is authorised and that adequate safeguards are in place.

Outputs from automation or artificial intelligence must be reviewed before use. Legal references, facts, calculations and conclusions must be checked against the relevant sources and documents.

Using technology does not replace professional judgment or relieve the person preparing, reviewing or approving work of responsibility.

10. Reporting concerns and breaches

Any team member, applicant, client or third party may report conduct they believe breaches this Code to either partner, orally or in writing, using their contact details published on this website.

A complete investigation is not required to make a report. It is sufficient to describe the known facts in good faith and provide the available information.

Reports must be handled seriously, promptly and impartially. Information must be shared only with those who need to take part in addressing the report or where disclosure is legally required, with due regard for the privacy of those involved.

A partner named in a report must not direct its review or decide its consequences. If no one within the firm can handle it independently, impartial external support must be sought.

Retaliation against anyone who raises a concern in good faith, seeks guidance or assists with a review is prohibited. A report that cannot be substantiated does not, by itself, mean it was made in bad faith.

This process does not limit the right to approach the competent authorities directly.

11. Response and compliance

A review of a possible breach must consider the facts, hear those involved and avoid premature conclusions. Where necessary, measures must be taken to protect people and prevent the reported conduct from continuing.

Any measures taken must be proportionate to the seriousness and circumstances of the case, respect people's rights and comply with applicable law and agreements.

The partners are responsible for communicating this Code to the team, answering questions about its application and reviewing its content as the firm's needs change. The current version will be available on this website.