Code of Conduct

1. Our Culture: Respect + Human Dignity

• Equal Opportunity and Fair Remuneration: We are committed to fairness and the eradication of systemic marginalism. Employment, advancement, and remuneration are based strictly on merit, without discrimination regarding sex, race, gender identity, sexual orientation, disability, age, or religion. We champion pay transparency and equal pay for equal work.

• Anti-Harassment: We maintain a zero-tolerance policy for discrimination and harassment (physical, verbal, or sexual) against colleagues, clients, or suppliers. Unwelcome sexual advances, degrading language, or conditioning employment on sexual favours will result in severe disciplinary action.

• Eradicating Toxicity and Patriarchy: We actively oppose patriarchal systems and toxic masculinity. We reject the normalisation of aggressive, hyper-masculine, or violently dominant behaviours in the workplace. Men and women alike are expected to foster a culture of compassion, vulnerability and respect.

• Emotional and Physical Abuse: Any act meant to diminish a person’s dignity, including humiliation, intimidation, isolation, or verbal assault is strictly prohibited. (Note: Individuals suffering abuse can reach the external support hotline at 0800 150 150).

2. Integrity: Ethics, Governance + Human Rights

Our commitment to ethics is hardcoded into how we work. While we operate without the bureaucracy of a traditional hierarchy, we hold ourselves strictly accountable to the highest standards of corporate governance.

• Zero Tolerance for Corruption: We strictly prohibit theft, fraud, dishonesty, and the payment or receipt of bribes or facilitation payments.

• Gifts and Hospitality: No gifts or entertainment may be given or received to secure business or improperly influence decisions. Any gift exceeding R500 must be formally declared and approved by the Executive Board.

• Conflicts of Interest and Moonlighting: Employees must act in the best interest of AIPX. We respect your hustle but AIPX and our clients must come first. Permanent employees may not take on freelance work that directly competes with AIPX, poaches our clients, or utilises company time and resources. Mandatory declarations of outside interests are required annually, and prior to any M&A or vendor onboarding process.

• Human Rights and Fair Labour: We align strictly with the South African Constitution and the Modern Slavery Act. We prohibit modern slavery, forced labour, and child labour across our entire operation and supply chain. We are 100% compliant with the Basic Conditions of Employment Act (BCEA) regarding fair remuneration and working hours.

• Whistleblowing: Employees and contractors can report unethical behaviour, fraud, or labour disputes safely, securely, and anonymously to the Executive Board. AIPX strictly prohibits any retaliation or occupational detriment against whistle-blowers.

3. Protecting aipx: Security, Finances + Assets

Information is a critical appreciating asset. Protecting our data, our clients’ confidentiality and our financial ecosystem is a non-negotiable responsibility for every team member.

• Intellectual Property (IP) and Ownership: As an atelier of creators, the work we produce is our primary asset. All code, copy, strategy, design, and digital assets created on company time, using company resources, or for our clients, belong entirely and exclusively to AIPX. You cannot repurpose or sell client work as your own.

• Client Confidentiality: Trust is our currency. Beyond the formal NDAs you sign, you are strictly prohibited from discussing unreleased campaigns, proprietary strategies, or sensitive client data with anyone, not even at aipx, as they may not be working on that client. What happens in the war room stays in the war room until the client authorises its release.

• Social Media and Public Representation: We encourage you to be authentic online, but remember that you represent the AIPX brand. Do not post confidential client information, unreleased campaign details, or engage in toxic, discriminatory behaviour online that could bring the agency or our clients into disrepute.

• Information Security: All users are assigned unique credentials that must never be shared. Employees must not install unauthorised software, alter device configurations or bypass security protocols. All business-critical data must be stored on the company Google Drive/Server.

• Remote Work and Devices: Portable computing devices remain the property of AIPX. They must be safeguarded against loss or unauthorised access, especially when moving between locations. Our Remote Working Policy covers how we expect you to operate, your rights and responsibilities in more detail. It is available on the Talent Portal and Intranet.

• Financial and Expense Protocols: All business expenses (travel, software, consumables) must be logged via the systems and processes documented in the Confluence Intranet.

• Travel and Transport: Business travel requires pre-approval via a Travel Request Form at least 10 days in advance. AIPX maintains corporate accounts with Uber and Bolt strictly for authorised business travel; using these for personal trips is classified as theft.

• Loans and Advances: To support our team through unexpected emergencies, AIPX offers Payroll Advances (minimum R5,000, capped at 50% of net pay, deducted from future pay) and Company Loans (interest-free for 6 months, after which a compound interest rate applies).

4. Wellbeing + Accountability

We push hard to solve complex challenges for our clients, but we do not value “the work” above our people. We expect you to perform at your peak and we expect you to rest.

• Working Hours and Rest: Standard working hours are 40 hours per week (typically 9 AM to 5 PM, Monday to Friday). Employees are entitled to a one-hour lunch break and a minimum 20-minute rest break after six hours of work.

• Unlimited Leave: We provide unlimited paid leave to ensure you can renew and recharge. Leave must be requested via the Talent Portal two weeks in advance and approved by management.

• Sick Leave Requirements: A doctor’s note must be uploaded to the Talent Portal for absences of two or more consecutive days, or for any sick leave taken on a Monday or Friday.

• Substance Abuse: Using, selling, or distributing illegal drugs, or misusing alcohol/prescription medication while on duty, is strictly forbidden. Arriving at work under the influence will result in immediate removal from the workspace and disciplinary action.

• Disciplinary Action: We utilise a progressive disciplinary approach to correct unacceptable behaviour. Depending on the severity of the offense (e.g., discrimination, theft, substance misuse, or unauthorised absence), consequences range from verbal and written warnings to immediate termination of employment. A detailed Disciplinary Policy is available on the aipx Intranet and Talent Portal.