Professional standards
General Policies
The professional standards, ethical commitments, and conduct expectations that shape how AZMX employees show up — at work, with clients, and in public.
Professional standards
Professional standards
Workplace Conduct
Employees must perform their duties responsibly and efficiently, adhering to company policies. All forms of harassment and inappropriate conduct are prohibited. Confidentiality of personal information must be protected against unauthorised access or modification. Employees should uphold public morals, maintain confidentiality, and fulfil their responsibilities at all times.
Dress Code
Male dress code: Saudi national dress, a formal suit, or smart casual attire. Female dress code: abaya and head cover. Casual attire is permitted on Thursdays, provided it aligns with standards of public decency. However, formal dress code applies during any external or internal meetings, even on Thursdays.
Conflict of Interest
A conflict of interest occurs when a personal interest conflicts with AZMX's interests. Employees must disclose any activities that may raise such concerns immediately to their direct manager or People & Culture. Employees should avoid any activity that could affect their judgment in favour of the company. Employees must disclose any relatives working at AZMX when starting. Family members are prohibited from working in the same department or supervising one another.
Post-employment
Non-Competition & Confidentiality
Employees must not compete with AZMX, work for competitors, or solicit company employees for 24 months after employment termination. Employees must maintain confidentiality of company information for 5 years after the end of their contract. The second party agrees not to work for or provide services, directly or indirectly, to the company's clients or their affiliates for one year after the termination of the relationship, unless prior written consent is obtained from the first party. In case of breach, the first party reserves the right to take legal action and seek compensation. These obligations remain in effect after employment ends.
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Reporting & escalation
Anti-Retaliation Policy
This policy promotes a trusting work environment, allowing employees to raise important issues or reports without fear of retaliation. People & Culture protects employees who report incidents, complaints, or potential policy violations, as well as those involved in investigating or witnessing complaints, ensuring confidentiality. Reporters must act in good faith, providing accurate details and evidence while avoiding false allegations. Retaliation includes any negative actions following a complaint, such as threats, harassment, exclusion from opportunities, or any behaviour that discourages reporting violations.
Grievance Policy
Employees may appeal to company management regarding any action, procedure, or penalty taken against them. Grievances must be submitted within 30 days — excluding official holidays — of becoming aware of the issue, in line with Saudi Labor Law. Employees will not face repercussions for submitting a grievance and will receive a response within 5 working days.
Escalation Policy
AZMX has a structured 3-level escalation matrix covering same-department disputes, cross-department disputes, and manager-level disputes — with a 3-working-day auto-escalation rule. See the full visual Escalation Matrix in the dedicated Escalation Policy section.
Talent mobility
Talent Mobility
Consequences