HALA employees are required to maintain the highest ethical standards in the conduct of their affairs, both in a professional and personal capacity.


The purpose of this Policy is to ensure that each employee conducts his or her affairs, and the business of Hala, with the utmost integrity and complies with all applicable laws and regulations in a manner that excludes any consideration of personal advantage or gain.


  • This Policy shall apply, in its entirety, to all employees (including direct hires, temporary contractors, interns, trainees, volunteers, consultants, secondees, directors etc.)
  • In all circumstances, employees should avoid putting themselves into a situation which may lead to breaching their ethical obligations; in situations of doubt as to whether any action or proposed action constitutes a violation of this Policy, please consult your immediate manager or a member of HALA HR Department.



Each employee shall, throughout his/her tenure at HALA , use his/her best endeavors to adhere to HALA ’s values (as set out below) in every aspect of his/her employment including, without limitation, time-keeping, appraisals, dealing with other employees and personal and work conduct. HALA ’s core values are:

  • Integrity. Adhere to the highest standards of professionalism, ethics and personal responsibility, worthy of the trust our patients place in us.
  • Quality. Maintain the highest standards and achieve them by continually measuring and improving our outcomes.
  • Compassion. Provide the best care, treating patients and family members with dignity, sensitivity and empathy.
  • Teamwork. Value the contributions of all, blending the skills of individual staff members in unsurpassed collaboration


1. One of the challenges of a multicultural workplace is the variety of languages and the choices we make in expressing ourselves. In Hala we believe that all our staff wish to show respect to each other and will strive to maintain a high standard of personal conduct.

2. In simple terms this means avoiding the use of any irreverent or potentially offensive language. If you are in any doubt about your choice of words then stop and find a different way to express yourself. Most of us do this automatically but it’s a good thing to occasionally reflect on our unconscious language habits.

3. Displaying professionalism and showing respect for our colleagues also requires everyone to be aware of the content of their conversation topics – particularly in public areas. Be sure to avoid any conversations that other colleagues may judge to be inappropriate gossip, or having discussions that involve the sharing of potentially sensitive personal or HALA data.


Reasonable, necessary and proportionate entertainment and/or gifts may be given by HALA employees to third parties, at HALA ’s expense, subject to senior management approval, provided that:

  • the third party in question conducts significant and/or strategic business with Hala ;
  • the entertainment or gifts are consistent with professional and ethical business practices. Unless there are exceptional reasons not to do so, entertainment and gifts should be sourced and agreed;
  • the entertainment or gifts given are of sufficiently limited value and in a form that will not be construed as a bribe or pay-off;
  • the entertainment or gifts given are not in violation of applicable laws; and
  • public disclosure of any fact or detail will not embarrass HALA, its management or its employees.

Entertainment and Payments offered to HALA Employees

Hospitality given and received is part of the general establishment of good business relationships. In the event you are offered hospitality (other than of a minor nature such as lunch), you should discuss this with your superior before accepting. If he or she regards the hospitality offered as unsuitable or excessive, you may be asked to refuse the invitation. In particular:

  • HALA employees shall not seek, or accept for themselves or others, any gifts, favors, entertainment, payments, nor shall they seek or accept personal loans other than conventional loans at market rates from financial institutions, or any persons or business organizations that do or seek to do business with or is a competitor of HALA ;
  • Strict standards and, if necessary, disclosure are expected from all HALA employees with respect to gifts, services, discounts, entertainment or considerations of any kind from clients or suppliers. Gifts received by you or your family from HALA clients or suppliers are to be treated as the property of HALA ;
  • Use of clients or suppliers facilities (such as cars, vacation homes, etc.) by HALA employees (including families and friends) for personal use is strictly prohibited; and
  • It is strictly prohibited to accept a gift in cash, or cash equivalent, such as stocks or other forms of marketable securities of any amount as this may contravene applicable share trading, market abuse or insider dealing regulations both here and in other jurisdictions. For the avoidance of any doubt, you should contact your line manager if you are involved in the trading of any marketable securities.

Conflicts of Interest

HALA employees should endeavor to avoid any situation which involves, or may involve, a potential conflict of interest between their personal interests and the interests of HALA. As in all other aspects of their duties, employees dealing with customers, suppliers, contractors, competitors or any person doing or seeking to do business with HALA should always act in the best interests of HALA.

Each employee shall make prompt and full disclosure in writing to their supervising manager of any situation which may involve a potential conflict of interest. Such conflicts include, but are not limited to:

  • having any direct or indirect personal financial interest in any HALA project;
  • ownership by an employee or by a member of an employee’s family of a significant interest in any outside enterprise which does or seeks to do business with, or is a competitor of, HALA ;
  • acting as a broker, finder, go-between or otherwise for the benefit of oneself or a third party in transactions involving or potentially involving HALA or its interests;
  • any other arrangements or circumstances, including via/indirectly through family or other personal relationships, which might dissuade an employee from acting in the best interests of HALA ; and
  • Utilizing HALA funds for personal or immoral, unethical unlawful purposes.

Respect Towards Patients

Abide by the Regulatory Body (for example : Health Authority- Abu Dhabi) Code of Conduct and shall act in accordance with the scope of practice and services for which they you been engaged for.

  • Failure to attend duty at the times assigned is a serious offence considering the nature of services and the necessity of care for the patients for which Hala has been engaged. Your moral duty towards the patient is to ensure that at no point is the patient put at risk. Failure to show up to duty without prior approval from the Supervisor or Operations Manager or HR Manager constitutes a breach of this code of conduct and shall cause you to be subject to the Disciplinary Code.
  • Respect the dignity of patients and their families and treat them with kindness and consideration. Identify yourself and your role in their care.
  • Take all necessary precautions and steps to ensure that the environment and provision of care allows patients, their families and representatives to maintain their privacy and dignity. Do not prejudice the care you give because you believe a patient’s behavior or the actions of their family or representatives contributed to their condition.
  • Do not impose your political, religious and cultural beliefs on patient, and intervene if you see other staff members of Hala doing this.
  • Take steps to minimize risk and ensure your care does not harm the health or safety of patients
  • Respect the patient’s right to complain and respond by working with them to resolve the issue.

Professional Behavior

  • You must declare any personal, financial or commercial interest which could compromise your professional judgment.
  • Do not misuse your professional position to promote or sell products or services for personal gain.
  • Respect the possessions and property of Hala and patients in your care. As a member of Hala, you may have access to money, information, medical equipment and supplies. Your ethical responsibility and commitment under this Code of Conduct is to ensure that you do not engage, purport to engage or assist in theft from Hala, other Hala staff (your colleagues), the management, patients, patient’s family members or representatives, suppliers or any other persons. Such behavior is considered illegal and shall cause the employee to be subject to the disciplinary code.
  • Do not impose your political, religious and cultural beliefs on patient, and intervene if you see other staff members of Hala doing this.
  • Maintain professional boundaries between yourself and the patient and their family members and representatives involved in their care. It is forbidden to engage in sexual or intimate behavior or relationships with patients in your care or with those close to them. Keep your personal and professional lives separate as far as possible. Avoid online relationships with current or former patients. Do not use social media or electronic communication to build or pursue relationships with patients, their family members or representatives.

An employer may dismiss a employee without notice in any of the following cases, including but not limited to:

  • the employee adopts a false identity or nationality or submits forged certificates or documents;
  • the employee makes a mistake resulting in substantial material loss for the employer, on condition that the latter notifies the labor department of the incident per the labor laws of that country;
  • the employee disobeys instructions respecting patient’s safety or the safety of the workplace, on condition that such instruction are in adherence of clinical standards and HALA standard procedures;
  • if the employee reveals any secret of the establishment in which he is employed;
  • if the employee is finally sentenced by a competent court for an offence involving honor, honesty or public morals;
  • if the employee is found in a state of drunkenness or under the influence of a drug during working hours,
  • if, while working, the employee assaults the employer, the responsible manager or any of his/her work mates,
  • if employee absents from his/her work without a valid reason for more than the allowed days referred in the labor law whether they are consecutive or non-consecutive days.