Anti-Slavery and Human Trafficking Policy

Policy Statement

Lyzr AI India Private Limited is committed to conducting its business ethically, responsibly, and with integrity. We have a zero-tolerance approach to all forms of modern slavery, forced labor, human trafficking, servitude, bonded labor, or any form of exploitation of human rights.

Lyzr is committed to preventing modern slavery and human trafficking in our operations, employment practices, and supply chains, and to acting ethically and transparently in all business dealings.

Scope

This policy applies to all employees, officers, directors, consultants, contractors, interns, suppliers, vendors, partners, and any third parties acting on behalf of Lyzr, regardless of location.

Definitions

Modern slavery includes, but is not limited to:

  • Forced or compulsory labor
  • Human trafficking
  • Child labor
  • Debt bondage
  • Involuntary servitude
  • Exploitative working conditions
  • Restriction of movement or confiscation of identity documents
Our Commitments

Lyzr commits to the following principles:

  • All employment at Lyzr is voluntary, and employees are free to leave their employment subject to applicable notice requirements and law.
  • We do not tolerate forced, bonded, or involuntary labor in any part of our business or supply chain.
  • We prohibit the use of child labor and comply with all applicable minimum age laws.
  • We ensure that wages, benefits, and working hours comply with applicable labor laws.
  • We do not allow the retention of identity documents, deposits, or recruitment fees as a condition of employment.
  • We expect our suppliers and partners to uphold the same standards and comply with applicable labor and human rights laws.
Responsibilities
  • Employees are expected to read, understand, and comply with this policy and report any suspected violations.
  • Managers and leaders are responsible for promoting ethical conduct, ensuring compliance, and taking appropriate action where concerns are raised.
  • Third parties working with Lyzr must adhere to this policy and maintain appropriate controls to prevent modern slavery.
Reporting Concerns

Any employee or third party who becomes aware of, suspects, or has reason to believe that modern slavery or human trafficking is occurring in connection with Lyzr’s business must report the concern immediately to:

  • Their manager
  • Any senior manager
  • The People Team

Reports may be made confidentially and, where permitted by law, anonymously.

Non-Retaliation

Lyzr strictly prohibits retaliation against any individual who raises a concern or reports suspected misconduct in good faith. Retaliation will result in disciplinary action, up to and including termination of employment.

Investigation and Enforcement

All reported concerns will be taken seriously and investigated promptly and thoroughly. Any employee or third party found to have violated this policy may face disciplinary action, contract termination, or legal action, as appropriate.

Continuous Improvement

Lyzr is committed to continually improving its policies, procedures, and controls to prevent modern slavery and human trafficking and to ensure alignment with evolving legal and ethical standards.

Human Rights Policy

Effective Date: [20/01/2026]
Last Reviewed: [20/01/2026]
Approved by: [Siva Surendira]

1. Purpose
[Lyzr] is committed to upholding and respecting human rights in all our operations, supply chains, and business relationships. This policy aligns with the Universal Declaration of Human Rights, UN Guiding Principles on Business and Human Rights, and applicable laws. 

We prohibit discrimination, harassment, forced/child labor, and any violations of dignity, ensuring a safe, inclusive workplace for all employees, contractors, and stakeholders.[2][3]

2. Scope
This policy applies to all employees, officers, directors, contractors, suppliers, and third parties acting on behalf of [Lyzr] worldwide. It covers employment practices, vendor selection, and community impacts.[4][5]

3. Core Principles

  1. Equal Opportunity & Non-Discrimination: No bias based on race, color, religion, gender, age, national origin, disability, sexual orientation, gender identity, or other protected status. We foster diversity and inclusion.[7][2]
  2. Harassment-Free Workplace: Zero tolerance for bullying, sexual harassment, abuse, or retaliation. All interactions must respect dignity.[1][4]
  3. Freedom of Association: Employees may join unions, engage in collective bargaining, and express views without fear.[3][2]
  4. Safe & Healthy Environment: Compliance with health/safety standards, providing training, equipment, and emergency protocols.[6][1]
  5. No Forced or Child Labor: Prohibition of slavery, trafficking, debt bondage, or labor under 18 (except regulated apprenticeships). Fair wages meeting or exceeding legal minimums.[5][4]
  6. Data Privacy & Dignity: Protection of personal information per GDPR/CCPA; respect for privacy in monitoring or surveillance.[4]
  7. Sustainability: Consideration of human rights in environmental impacts and community engagement.[2]

4. Responsibilities
   1. Leadership: Embed human rights in strategy; conduct annual risk assessments.
   2. HR: Oversee training, monitoring, and grievance processes.
   3. Employees: Report violations; uphold policy in daily conduct.
   4. Suppliers: Must adhere via contracts; audited as needed.[6][4]

5. Reporting & Remedy

Employees witnessing or experiencing human rights concerns must report promptly. We ensure accessible, confidential processes with no retaliation.

  1. Reporting MechanismsInternal Channels: Email humanrights@lyzr.com or direct to supervisor/EEO Officer.
  2. External Options: If uncomfortable internally, contact EEOC, labor authorities, or UN mechanisms. All reports treated confidentially; anonymity respected where possible.[11][12]
  3. Investigation Process
    1. Acknowledgment: Receive confirmation within 24 hours.
    2. Initial Review: HR assesses validity within 5 business days; appoint impartial investigator if warranted.
  4. Investigation: Interview complainant, witnesses, respondent fairly; gather evidence. Complete within 30 days.
  5. Resolution: Share findings (redacted); decide actions. Update parties on status throughout.[13][11]

5.3 Remedies
    1. Corrective Actions: Training, apology, reassignment, suspension, or termination based on severity.
    2. Support: Counseling, accommodations, or legal aid referrals.
    3. Follow-Up: Monitor compliance; re-train involved parties.
    4. Non-Retaliation: Violations lead to discipline; protections extend post-report.[12][14][11]

6. Training & Communication
   1. Mandatory annual training for all employees.
   2. New hires receive policy during onboarding.
   3. Posted on intranet; included in handbook acknowledgments.[1][5]

7. Monitoring & Review
  1. Annual audits and risk assessments.
  2. Policy reviewed yearly or upon legal changes.
  3. Report metrics to leadership.[3][4]

8. Consequences
Violations result in disciplinary action up to termination and potential legal referral. Suppliers face contract termination.[1]
Acknowledgment: All employees must sign confirming receipt and understanding.