Ruter's guidelines for ethical conduct

These ethical guidelines apply to all employees of Ruter AS, its board members and hired personnel. The ethical guidelines also apply to wholly owned subsidiaries. In this document, all of these are referred to as Ruter employees.

Ruter's employees help to manage society's assets and provide services that are important to society and individuals. Ruter's employees must perform their duties and act in a manner that does not harm the reputation of Ruter or public transport in general, and the trust among the population of Ruter and public transport. Ruter's employees shall live up to Ruter's values, and be committed, responsible and helpful. The purpose of these Guidelines is to define a common ethical standard for Ruter employees.


Employees are obligated to read and understand the laws, rules and internal procedures that apply to their own work area and to Ruter in general. This includes an independent responsibility to familiarise oneself with and comply with the Ethical Guidelines, and not to comply with orders that are illegal or entail breaches of these guidelines. Cases of doubt must be clarified with Ruter's management personnel. Violation of these guidelines can have consequences for the employee's work and contract.

Managers have a special responsibility as culture bearers and role models and shall contribute to building an organizational culture that safeguards Ruter's vision, values and ethical guidelines. Managers at all levels must review the Ethical Guidelines prior to new hires and at least once a year with their employees.

Human rights and decent working conditions

Ruter shall follow the UN Guiding Principles on Business and Human Rights and promote respect for, and compliance with, fundamental human rights and international conventions on decent working conditions.

This includes national legislation, internationally recognized human rights; the UN Convention on the Rights of Persons with Disabilities (within the framework of Norwegian law), the UN Convention on the Rights of the Child; ILO core conventions on forced labor, child labor, discrimination, trade union rights, and the right to collective bargaining, as well as health and safety.

Due Diligence

Through legal requirements, expectations, and demands from our owners, we are committed to actively conduct due diligence assessments as part of our business practices. Due diligence assessments are risk-based and intended to ensure respect for human rights, labor rights, society, and the environment in our own operations and in the value chain.

As a member of Ethical trade Norway, Ruter commits to Ethical trade Norway's declaration of principles.

We expect our suppliers and partners to follow the same approach and to commit to following the Code of Conduct for Ruter's Suppliers and its appendix.

The Transparency Act and Code of Conduct for Ruter's Suppliers


Where Ruter's activities cause or contribute to negative impacts on people, society, or the environment, we shall, through legitimate processes, contribute to stopping the activity and ensuring or collaborating on remediation where necessary. Where suppliers or subcontractors are responsible for the negative impact, the supplier is also responsible for remediation.

Countries under Trade Embargo

Ruter, including our suppliers and partners, shall avoid trading with partners who have activities in countries subject to trade embargoes by the UN and/or Norwegian authorities.


No one shall be involved in cases or make decisions in situations where they are partial or could be disqualified. An employee is disqualified when he or she is a party to a case, is related to or married/cohabiting with someone who is a party to a case or holds a leading position in an enterprise that is a party to the case. Furthermore, an employee will be disqualified when special circumstances exist that are likely to undermine confidence in the employee's impartiality. An employee is disqualified to make a decision when his or her superior is disqualified. The individual employee must assess his/her own impartiality and has a duty to notify his or her superior of his/her own disqualification, so the employee can be relieved of further work on the case.

Anti-corruption, gifts and other benefits in service

Ruter's employees shall not receive illegal or unjustified cash gifts, gifts, commissions, services, or other benefits in connection with acquisitions or contracts, or when the performance is intended to, or capable of influencing, the services in Ruter. This also includes favorable conditions related to travel and accommodation. Ruter and Ruter's employees shall not otherwise receive gifts in connection with services, except for gifts of modest value or on special occasions.

We shall treat each other with respect

All employees are responsible for contributing to a good working environment. Ruter values diversity in the workplace and does not allow discrimination against employees based on for example gender, sexual orientation, age, functional ability, ethnicity and religion. Employees shall treat each other, customers, business associates and others with respect and kindness. Slander, harassment, bullying or other non-collegial behaviour is not acceptable.

Undesirable behaviour

Employees on business trips or other assignments at Ruter's expense shall not purchase sexual services. This also applies to leisure time during such assignments.

Ruter employees must not work while intoxicated.

Secondary positions, extra jobs, positions etc.

Ruter's employees shall not have secondary occupations, directorships or other paid assignments that may harm Ruter's legitimate interests or are likely to undermine confidence in Ruter. There must be transparency about our employees' secondary occupations, extra jobs, positions, ownership etc. Such information shall be submitted to the supervisor/manager for approval if the relationship may have a bearing on loyalty, impartiality or work done for Ruter.

Freedom of Association and Worker's Representation

Ruter's employees have the right to freedom of association and other forms of democratically elected workers' representation. We shall involve workers' representatives and other relevant stakeholders in our work on sustainable business practices.

Freedom of expression and Whistleblowing

Ruter's employees are free to participate in public debate and express themselves on their own behalf. Ruter's employees may provide factual information about their own work areas, provided that the information is not confidential.

Employees should report concerns in Ruter. All employees of Ruter, suppliers, customers and business partners have the right to report compliance concerns. Compliance concerns are potential violations of law and regulations, the code of ethics or ethical norms rooted in society. Reporting should as a general rule be done internally at Ruter through the Whistleblowing Channel.

Ruter's Whistleblowing Channel

These ethical rules were adopted by Ruter's board on 9 April 2024, and last amended on 30 April 2024. The rules shall be reviewed at least every other year.