The Code of Conduct covers the entire Koja Group: the parent company Koja Group Ltd, Koja Ltd and Chiller Ltd, as well as their subsidiaries and operations globally. 

About Koja Group

Koja Group is a family-owned, private company established in 1935. The group offers its customers smart and energy-efficient air handling solutions for ships and buildings, as well as fan solutions for industry. The operation covers the entire life cycle of the product, from design and manufacturing to life cycle services. 

The group’s objective is to pursue long-term profitable business in an ethical and responsible manner. According to the owner strategy, our goal is to be the initiator of a cleaner environment and healthier conditions.

We accept nothing but the best quality in our products and services. We are strongly committed to continuously improving the quality and reliability of our products and services. We also expect our employees to put their best foot forward at work. We strive to be a progressive company, well known for our ability and willingness to ensure that we comply with environmental, safety, health and quality standards. We invest in sustainability and with the intention to contribute and be more sustainable and energy efficient in all our activities globally.

The management system of Koja Group meets the requirements of the international standards of ISO 9001:2015, ISO 14001:2015, ISO 45001:2018 and ISO 50001:2018. These certifications cover the functions of Koja's sites of Jalasjärvi and Tampere. In addition, Koja Ltd welding operations meet the requirements of standard ISO 3834-2:2005.

Koja Group’s Code of Conduct, values and leadership principles create a common foundation for all our business activities and work assignments.

The values according to the owner strategy are: 

  • Quality – Quality starts with us.
  • Customer – Customer deserves the best technology possible.
  • Cooperation – Cooperation is our strength.
  • Attitude – Attitude counts.

The Code of Conduct defines the way all Koja Group employees should operate, without exception. 

All the group’s rules and guidelines must be in full compliance.


A key driver of our business is to develop and offer our customers energy-efficient products and services. In our own operations, we also strive for ecological sustainability in everything we do. 

Together with our partners and customers, we strive to minimize our carbon footprint and thereby help to mitigate climate change. We anticipate the environmental concerns of our customers and the expectations of the public. Our technological competence is supported by our research and development activities, as well as by our cooperation with customers and other technological partners. We look for opportunities to maximize the use of best practices and synergies between our businesses. 

Compliance with laws and regulations

Koja Group is committed to fully complying with all applicable national and international laws, regulations, and generally accepted practices. Should these prove to be insufficient or open to interpretation, we will seek out and consult with the best available experts for advice. These include laws and regulations related to competition, product safety and product liability,

In Koja Group, we respect the basic rights of employees and the terms and conditions of employment and other agreements. Both the employee and the company are to be respected.

Respecting and promoting human rights

In its operations, Koja Group supports and respects the protection of human rights, as is expressed in the UN Universal Declaration of Human Rights and promotes their implementation in its sphere of influence. 

Everyone is treated equally, fairly and with respect. No one may be discriminated upon based on gender, age, origin, nationality, language, religion, belief, opinion, political activity, trade union activity, family relationships, health status, disability, sexual orientation, or any other reason related to the person.

We do not tolerate the use of forced or child labor. We do not associate with subcontractors or suppliers that do so. We do not accept behavior that is physically coercive, threatening, abusive or exploitative behavior.

Prevention of corruption and bribery

Koja Group prohibits any corruption or bribery in its operations. Koja Group and its employees will not receive or offer bribes or illegal payments. We do not pay authorities to obtain favorable decisions or services.

We refuse to participate or support money-laundering under any circumstances in our operations worldwide.

We do not accept gifts from business partners exceeding normal standard of hospitality. If the acceptance of a gift or favor includes the remotest possibility of a conflict of interest, we always clarify the situation with management in advance.

Human resources practices

All Koja Group employees with managerial duties are required to actively promote a leadership culture that is in accordance with this Code of Conduct.

Koja Group is committed to treating all employees fairly, impartially, and equally. We are committed to equality of opportunity in all our employment practices, policies, and rules.

We strive to provide a safe and inspiring working environment to all our employees. Employees are required to comply with occupational safety instructions. We work to prevent accidents and injuries by executing policies and actions that minimize the possibilities of danger in the working environment.

Fair competition and compliance with anti-trust legislation

Koja Group supports and strives for fair competition and free markets, and therefore we refuse to enter into discussions or agreements with competitors concerning pricing, market share or other similar types of conversations. We comply with the competition legislation within the countries Koja Group operates in.

Intellectual property and company assets

Koja Group values the creation and protection of knowledge and intellectual property. We act to safeguard the group’s intellectual property and do not allow unauthorized access to it by outsiders. We also respect the intellectual property held by outsiders and do not try to obtain it by illegal means. We encourage and support employee commitment and efforts to increase our intellectual property and in doing so contribute to the competitiveness and profitability of Koja Group.

We safeguard confidential information, information systems and technology, and the group's physical assets from loss, theft, and misuse. We use electronic communication technology responsibly and professionally.

If financial misconduct is suspected, any of our employees can report it (confidentially and anonymously) to their own supervisor or other management representative or to Koja Group’s whistle-blower channel. 

Ethical standards of suppliers

We expect our suppliers and contractors to demonstrate high ethical standards, accordingly, this criterion is of prime importance when establishing or continuing business relationships.

We strive to develop and maintain a network of suppliers that are actively willing to foster ethical principles and practices, and we are therefore prepared to support our partners in this by sharing our experience and views in this matter. The common goal of this cooperation is to reduce risks in the partnerships, and enhance confidence in and the reputation of the industry. Koja Group’s supplier network does not include Russian companies or companies located in Russia.

Substance abuse policy

This policy covers all actions that relate to the illegal use, possession, sale or transfer of alcohol, illegal drugs, and inhalants. 
We follow zero tolerance in the group. The purpose of zero tolerance is to ensure the safety of all employees and promote productivity.

This applies to all permanent and temporary employees and subcontractors. Substances covered under this policy include alcohol, illegal drugs and inhalants, as well as prescription and other medicines. If we suspect the abuse of substances, we follow the normal protocol according to the group's early intervention model and the process created together with occupational healthcare (if applicable), in compliance with the legislation. The employment can be terminated by the employer due to the abuse of substances at work or in our facilities.


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