United Kingdom

Our corporate values are central to our business. Our employees show great commitment in their work and they are known for their positive relationship with both products and customers.


SAFE - We are a safe and secure workplace, where everyone helps each other.

ENGAGED - We are committed and solution oriented.

INNOVATIVE  - We strive to be innovative, and constantly look for futuristic and sustainable solutions.

CREDIBLE -  We will be honest and credible in all our behaviour.   


Norway Royal Salmon is a name we are proud of and a name we work hard every day to live up to. Having ROYAL in our company name allows us both locally and around the world to be associated with quality. Norway Royal Salmon is a name that obliges, and we therefore say that we are COMMITTED BY NAME   

Local farmers – local knowledge

The local farmers along the Norwegian coast who established Norway Royal Salmon already had extensive experience within salmon farming and were pioneers in the fish farming industry. They lived by the sea and had a long tradition of working in close contact with nature. As fishermen and salmon farmers, they knew a lot about how to manage the resources they could harvest from the sea in a sustainable manner. This tradition has continued, and all our facilities are operated by local people with a close relationship to the sea. 

Committed to sustainable development.

Norway Royal Salmon has always focused on extensive research, development and innovation. We continually aim to improve our production and we work hard every day to ensure that we are at the front edge of development. It was no coincidence that we were awarded most licenses – 9 – when the Norwegian Government awarded new green licenses in 2014. Furthermore, in 2015 we will have our first production sites ASC certified and by 2020 all our production sites will be ASC certified.

If you are raised on the Norwegian coast, you learn to appreciate your surroundings. You respect the environment. It becomes part of your identity. This is also a part of Norway Royal Salmon’s identity. We are committed to creating sustainable and environmentally friendly salmon farms. 

Health, Safety and Environment

In Norway Royal Salmon we put health, safety and the environment first –it has our highest priority. Safe is the first and most important value we have in NRS; our HSE vision of zero injuries to personnel, zero harm to the environment and zero damage to materials is a steering and long-term objective for the group's activities.

In Norway Royal Salmon, we work systematically in all parts of our value chain, to develop a sound HSE culture. We require our management and employees at all levels in our organisation to follow and develop certain standards:

  • Be conscious and responsible, dare to speak out
  • Continual focus on learning and skills development
  • Risk evaluation of operations and focus on preventing incidents
  • Comprehensive safety inspections
  • Member of local and central occupational health services

For Norway Royal Salmon, it is vital to think HSE throughout our value chain. Legislation, regulations and routines greatly influence our conduct; however, this does not exempt management and employees from taking personal responsibility concerning HSE.


1.1 These ethical guidelines (“the Guidelines”) are adopted by the Board of Norway Royal Salmon ASA (“the Company”).

1.2 The purpose of the Guidelines is to create a healthy business culture and uphold the Company’s integrity by helping employees to set high standards for good business practice. The Guidelines are further intended to serve as a tool for self-evaluation and to develop the Company’s identity.

1.3 These Guidelines apply to all units that are controlled by the Company and all the Company’s Employees and Board members (together known as “Employees”). All Employees shall read and familiarise themselves with the Guidelines. Employees are encouraged to ask questions relating to the application of the Guidelines. Such questions may be directed to the individual’s line manager, a member of the Company’s executive management or a member of the Company’s Board (“the Board”).

1.4 Individual Employees are ultimately responsible for complying with the Guidelines. Individual managers shall further be responsible for enforcing the Guidelines as they apply to the Employees and the business within the individual manager’s sphere of responsibility.

1.5  Any breaches of the Guidelines will constitute grounds for disciplinary measures, including, if appropriate, dismissal.


2.1     The Company’s Guidelines require Employees to comply with high ethical commercial and personal standards in performing their duties and tasks for the Company. Employees shall act honestly and display integrity towards other Employees, business connections and customers, the general public, commerce, shareholders, suppliers, competitors and government authorities.

2.2 When representing the Company, Employees shall not seek to achieve unfair advantage through manipulation, secrecy, misuse of privileged information, erroneous stating of important facts or other dishonest methods.

2.3 The Company’s Guidelines prohibit illegal discrimination against employees, shareholders, Board members, customers and suppliers on grounds of ethnic or national background, age, gender or religion. All individuals shall be treated with dignity and respect and shall not be unduly troubled in the performance of their duties and tasks.

2.4 Employees shall not out of loyalty to the Company or a desire to gain profit for the Company breach applicable legislation or the Company’s internal rules and guidelines.


3.1    The Company’s values

3.1.1 The Company firmly believes that companies and the local community achieve better results through the businesses displaying local commitment, decision-making authority and ownership.

3.1.2 The Company strives to be a reliable partner through sound business operation, strict discipline, prioritisation of quality solutions, predictable supplies and a high degree of service.

3.1.3 The Company shall adopt a dynamic approach in all areas of the business. This means that the Company shall fulfil its obligations in the shortest possible time, make rapid decisions, however always based on facts, accept changes, deal with new challenges and also be proactive.

3.1.4 The Company shall leverage and develop skills within production, product development and management, where professionalism and best practice shall be key factors.

3.2 Regulations and legislation

3.2.1 The Company’s Employees shall comply with all legislation and regulations that are relevant for the Company’s activities. Each Employee is personally responsible for adhering to the instructions and restrictions pursuant to such legislation and regulations.

3.3 Health, safety and the environment

3.3.1 The Company’s activities shall be run in a manner that maintains the safety and health of the Employees, the customers, the general public and the environment in accordance with applicable legislation and regulations governing health, safety and the environment and in such a way as to safeguard the environment and the Company’s personnel and assets. All Employees shall act in accordance with these Guidelines. Identified or suspected non-compliances with the Guidelines shall be reported without delay.

3.3.2 The Company shall be a professional and positive workplace featuring an inclusive working environment.

3.3.3 All Employees shall help create a working environment free from any discrimination on grounds of religion, colour, gender, sexual orientation, age, nationality, race or disability.

3.3.4 The Company does not accept conduct that could be deemed to be demeaning or threatening.

3.4 Relationships with customers, suppliers and competitors

3.4.1 Customers shall be handled with knowledge, respect and understanding.

3.4.2 Suppliers shall be treated in an honest and professional manner.

3.4.3 The Company wishes to see fair and transparent competition in all markets, both nationally and internationally. Under no circumstances shall the Company or any of its Employees participate in actions in breach of applicable competition legislation. Employees who have questions with regard to possible anti-trust effects of certain transactions, or who suspect breaches of anti-trust legislation, should consult with their line manager, executive management or the Board.

3.4.4 The Company strongly opposes all forms of corruption (bribery, illegal inducements, etc.). None of the Company’s Employees shall directly or indirectly offer, promise, give or receive bribes, illegal or unsuitable gifts, or other unfair advantage or remuneration in order to achieve commercial or other personal advantage.

3.5 Money laundering

3.5.1 The Company strongly opposes all forms of money laundering. The Company will take the measures that are required to prevent the financial transactions they enter into being used by others for money laundering. Employees who suspect breaches of applicable anti-money-laundering legislation should consult with their line manager, executive management or the Board.

3.6  Loyalty and conflicts of interest

3.6.1 The Company demands loyalty from its Employees, and that Employees abstain from actions or from having interests that make it difficult to perform the work they have been entrusted with in an objective and effective manner.

3.6.2 Individual Employees shall inform their line manager, executive management or the Board of situations where they have a material direct or indirect interest in a transaction or any other matter relating to the Company.

3.6.3 Conflicts of interest should be avoided. Should a conflict of interest arise, each individual Employee shall assess the situation and inform his/her line manager of any particular partiality or conflict of interest. Situations involving conflicts of interest may relate to, but shall not necessarily be restricted to, customers, suppliers, current or future employees, competitors or other connections.

3.6.4 Employees undertake to promote the Company’s legitimate interests when they have the opportunity to do so. Employees shall not personally utilise opportunities they encounter in using the business’s property or information or their position in the business.

3.7  Confidentiality and duty of secrecy

3.7.1  It is important that individual Employees maintain a duty of secrecy concerning information relating to the Company. Employees often have access to confidential information subject to a duty of secrecy concerning the Company’s activities, customers and suppliers. Information subject to a duty of secrecy includes non-public information regarding the Company’s activities, financial performance and prospects, and potential company transactions. Employees shall maintain a duty of secrecy with regard to such information both during and after the employment relationship, and shall not use, forward or notify the information subject to a duty of secrecy, unless this is done in the exercising of the Employee’s position. If confidential information is forwarded without permission, this could have serious consequences for the Company and the relevant Employee.

3.7.2 The Company shall handle personal information with the attentiveness and consideration required in accordance with legislation and regulations and which are relevant for information which could be deemed to be sensitive, regardless of whether the information relates to customers, employees or others. Personal information should only be handled to the extent that such is necessary for the operation of the business, efficient customer service, relevant marketing activities and proper personnel management.

3.8 Proper use of the Company’s assets

The Company’s assets shall be used solely for legal business purposes and only by authorised Employees or persons appointed by these. This applies to tangible assets (e.g. office equipment, phones, photocopiers, etc.) and intangible assets (e.g. business secrets and information subject to a duty of secrecy). Employees are responsible for protecting the Company’s assets against theft and loss and ensuring that these assets are used efficiently. Theft, carelessness and waste have a direct influence on the Company’s profitability. If an Employee becomes aware of a case of theft, waste or misuse of the Company’s assets, the party in question shall report this to his/her superior or to a member of the Board.

3.9  Drugs and alcohol

The Company’s Guidelines prohibit the illegal use, sale, purchase, transfer, possession or consumption of controlled substances on the Company’s premises, with the exception of for prescribed, medicinal use. The Company’s Guidelines also prohibit the use, sale, purchase, transfer or possession of alcoholic drinks on the Company’s premises, except with the permission of the Company. In accordance with these Guidelines, the Company shall comply with applicable legislation and regulations concerning the use of alcohol or other controlled substances.

3.10 External communication

Only specifically appointed Employees may discuss the Company with the media, analysts and investors. All enquiries from supervisory authorities or government representatives shall be referred to the relevant manager. Employees who come into contact with the media in their work must not comment on rumours or speculation concerning the Company’s activities.

3.11 Securities trading

3.11.1  Employees and members of their family must not purchase or sell shares or other securities or give advice on trading in securities based on inside information regarding such securities, including the Company’s shares and shares in companies who are customers, suppliers or partners of the Company.

3.11.2 Inside information is information which can notably influence the price of the shares of the Company or other listed companies. If you have any doubt as to whether you have access to inside information, you should contact your line manager or the Company’s representative responsible for matters concerning insider trading, and if necessary consult a legal adviser.

3.11.3 Members of the Board and executive management, and certain other individuals are subject to further requirements in accordance with the Company’s rules on insider trading.

3.12  Integrity of Company documents

3.12.1  All business documents, cost accounts, vouchers, invoices, payroll lists, service records, reports to public bodies and other reports shall reflect the actual conditions.

3.13  The Company’s financial statements shall be maintained with watchfulness and honesty, and shall accurately reflect the Company’s transactions. All assets shall be recorded in accordance with the Company’s adopted procedures. No hidden or non-recognised funds or assets may be established for any purpose.

3.14 The Company’s accounting personnel shall provide the Company’s external auditors and the Board with all the information they request. No Employees shall on their own perform, order or allow others to perform actions with the intention of dishonestly influencing, coercing, manipulating or misleading the Company’s external auditors who are involved in auditing or checking the Company’s financial statements, or omit to correct materially erroneous or misleading financial statements or accounting documents in order to achieve materially misleading financial statements.


Employees who become aware of a situation they suspect to be in breach of the Guidelines undertake to inform their line manager, executive management or a member of the Board, unless the Guidelines instruct otherwise. Breaches of rules involving a manager shall be reported directly to a member of the Board. When a manager is notified of breaches of the Guidelines the manager is responsible for dealing with the matter in consultation with a member of the Board. If an Employee who has reported breaches of the Guidelines wishes to remain anonymous, all reasonably expected measures shall be taken to keep the identity of the Employee confidential. All referrals shall be taken seriously and reporting of breaches of the Guidelines shall where appropriate be examined in more detail. The Company shall not take, or allow reprisals to be taken, against an Employee who has reported a situation in good faith.

Read our Privacy policy here

Business contact information and newsletter/stock exchange reports

This Privacy Policy sets out how Norway Royal Salmon, being the controller, may use, process and store your personal information as one of our business contacts.

1.  Why we collect your personal information, and what information we may collect

We may collect your name, email address and phone number to perform services as agreed between you or the company you work for and us. This information may be used in connection with billing and information exchange, answering inquiries and sending newsletters/stock exchange reports. Our processing of personal information is based on our legitimate interests.


2.  Sharing of personal information with third parties

We do not sell or disclose your personal data to other companies. We may use third party data processors to process personal information on our behalf. We have entered into data processing agreements with all data processors we work with in order to ensure information security.

We do not transfer personal information to countries outside the EU/EEA.


3.  Retention time

We retain your personal information for as long as necessary for our business purposes and, if relevant, according to mandatory legislation.

4.  Your rights

You have the right to request access, rectification or erasure of your personal information. Further, you have the right to restrict our processing and to object to our processing. To exercise your rights, please contact us, see contact information below. We will respond to your inquiry as soon as possible and at the latest within 30 days.

If you believe that our collection, storage and use of personal information does not comply with our Privacy Policy or does not comply with applicable law, you may complain to the supervisory authority (Datatilsynet).

5.  Changes to our Privacy Policy

We may change this Policy from time to time in the future. Any such changes will be posted in our newsletter and where appropriate, notified to you in writing.

6.  Contact information

If you have any concerns or requests relating to our processing of your personal data, you are welcome to contact us. See our contact information below:

Contact person: Hanne-Guri Haug

Phone number: +47  91 393 403

Email address: