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Polarica Group recognises its role in the economic development of the communities and countries where it operates. Through tax contributions, employment and salaries paid across Sweden, Finland and Poland, we create tangible value beyond our own operations.
We operate in accordance with ISO 26000 guidelines for social responsibility and maintain a structured model for good governance. Our financial reporting includes a detailed tax footprint table, ensuring full transparency on tax payments across all jurisdictions where we operate.
Our approach to business conduct is guided by a comprehensive framework of policies approved by the Board of Directors. The Code of Conduct applies to all entities and employees within Polarica Group, setting clear standards for ethical conduct, transparency, respect and accountability.
Supporting policies include our Anti-Corruption Policy, Human Rights Policy, Whistleblower Policy, Equality and Diversity Policy, and HR Policy. Regular ESG training is provided to both white-collar and blue-collar employees to embed ethical culture across the organisation.
For us, leadership with integrity means that our actions, decisions and behaviour are consistently aligned with our values – regardless of circumstance or personal cost. We will do what we say, be honest, and make decisions based on what is right, not just what is profitable or convenient.
Our Code of Conduct is aligned with the ten principles of the UN Global Compact, founded on the Universal Declaration of Human Rights, ILO's fundamental conventions on labour rights, the Rio Declaration on Environment and Development, and the UN Convention against Corruption.
Our key Group-level policies are publicly available below.
We maintain a zero-tolerance approach to any form of corruption. Our Anti-Corruption Policy outlines clear rules and expectations for all employees and entities within the Group.
The policy prohibits all forms of corruption, including bribery, facilitation payments, kickbacks, and conflicts of interest. It is based on international frameworks, including the UN Convention against Corruption and the OECD Convention on Combating Bribery, and is approved by the Board of Directors.
We conduct corruption risk analyses to identify potential vulnerabilities and inform risk mitigation.
Anti-corruption, ESG and ethical conduct training is provided to both white-collar and blue-collar employees, ensuring staff are equipped to recognise and report inappropriate behaviour.
When suspected cases arise, each case is analysed internally, with escalation to the Board as appropriate. Investigations are conducted under a structured governance model, ensuring complete and consistent handling of any concern raised.
In instances where non-compliance is confirmed, prompt and decisive action is taken.
Our objective is a swift resolution through appropriate measures, while maintaining full cooperation with relevant authorities where required.
All employees and external stakeholders have access to a confidential Whistleblower Channel, which allows anonymous reporting of suspected violations, including corruption. The channel ensures protection from retaliation. In the current reporting period, no incidents were reported through the whistleblowing channel.
Read more in our Business and Sustainability Report 2026.
Seasonal berry pickers are central to our Nordic sourcing, and their well-being and rights are a core operational priority. Polarica works to ensure all berry pickers receive a fair and reasonable minimum income, in full compliance with regulatory requirements.
In 2025, an independent survey of 355 Thai pickers across four camps in Finland was conducted by one of our key customers, with no involvement from Polarica in the design or administration.
Average net earnings for the season were €5,700, and payroll records confirm that no pickers remained in debt. 84.5% of respondents feel safe at work, 95.1% retain full control of their passport at all times, and 91% want to return next season. Read more in our Berry Picker Survey 2025.
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