Corporate Governance

Ranhill Bersekutu Sdn Bhd (RBSB) is committed to implement Anti-Bribery Policy to all employees including organizations' activities and in any dealings with stakeholders to ensure any possibilities for corruption, embezzlement and abuse of power can be addressed efficiently and effectively.

❖ RBSB's Anti-Bribery Policy is in accordance with the provisions of the Malaysian Anti­Corruption Commission Act 2009 and other relevant Acts. This policy also aligns with RBSB's vision, mission, strategic plan and aspirations.

❖ This policy applies to all RBSB employees including stakeholders which involved in any dealings with RBSB and is used as a framework in positioning, reviewing and achieving the Anti-Corruption objectives.

❖ RBSB's Board of Directors and the Management are committed to implement all policies and procedures to prevent any form of corruption, embezzlement and abuse of power, as well as to undertake continual improvement through the Anti-Bribery Management System (ISO 37001: 2016).

❖ Through our Whistleblowing Policy, RBSB will continuously provide opportunities to all employees including stakeholders to disclose and report any practice of corruption, embezzlement and abuse of power.

❖ The Integrity Unit is established as independence unit to monitor and ensure the Anti­Bribery Management System is implemented and subsequently to report to Management for evaluation and improvement.

❖ An appropriate action will be taken against any RBSB's employee who fails to comply with this Anti-Bribery Policy.
Ranhill Bersekutu believes that all vendor/supplier/contractor relationships should be based on principles of good governance such as integrity, accountability, fairness and a no tolerance rule towards bribery and corruption.

These principles extend to all of the company’s procurement activities. These principles are given force in a detailed Vendor Code of Ethics (‘Code’), which is constantly revised to capture changes in law, reputational demands and changes in the business. All Ranhill Bersekutu’s employees, directors and vendors/suppliers/contractors are required to comply with the Code.


This Policy serves as an avenue to provide a formal, discreet and confidential channel to enable employees or any parties to report in good faith, serious concerns of any improper conduct and/or wrongdoing that could impact the Company. This Policy also acts to provide the necessary protection and confidentiality for whistleblowers.


This Policy applies to any improper conduct involving employees as well as directors, shareholders, consultants, vendors, contractors, and/or any other parties in a business relationship with the Company.  


Improper conduct is defined as any conduct by an employee or other parties which constitutes a criminal offence or any other conduct that involves wrongdoing or malpractice.
  Criminal offence
  Misconduct according to the Company’s Misconduct Policy and Procedures


  Hotline: 1 700 81 5333
  Mail:PO Box 11258, 50740 Kuala Lumpur


Head, Group Legal & Compliance
Ranhill Utilities Berhad
Bangunan Ranhill SAJ
Jalan Garuda, Larkin
80350 Johor Bahru
Johor DarulTakzim


The Company will protect whistleblowers from reprisal as a direct consequence to making the disclosure while safeguarding the whistleblowers’ confidentiality. Any whistleblowing employee will be protected against adverse employment actions for raising allegations of improper conduct in good faith. The company also assures all reports will be treated in strict confidentiality and promptly investigated.

With reference made to Ranhill’s Code of Conduct and Business Ethics (CCBE), Ranhill has zero tolerance toward bribery and corruption. No one shall make – or offer to – make payments to any establishment or secure, obtain or retain a business.


Conflict of Interest

Employees are expected to make business decisions and judgements in the best interest of Ranhill and shall at all times avoid being in a situation of conflict.

Ranhill’s overall ethical tenets:

  No employee may benefit directly or indirectly from Ranhill’s dealings with others
  No employee may serve business interests that compete with Ranhill
  No employee may allow outside business or work activities to interfere with their Ranhill job performance

Employees in a situation of conflict must file a written report to their HOD immediately, providing details of the conflict.


Soliciting or accepting gifts is completely discouraged.Accepting gifts or favours from anyone with whom Ranhill does or potentially do business with, could place them or Ranhill in a compromising position. Wherever possible, expensive gifts must be declined stating adherence to the strict Ranhill Policies. Should – under any circumstance – refusal appears impossible or would create negative business repercussions, the situation must immediately be discussed with the Group Human Resource Division before accepting. In some cases, employees can avoid any conflict by donating the gift to charity or deeming it Ranhill property.

Discounts and Preferential Treatment

Employees shall not accept any discounts or receive preferential treatment that could be viewed as an inducement to secure preferential treatment. However, standard, modest employee discounts offered to encourage sales of their productsor services may be accepted.

Travel and Entertainment Expenses

Consistent with the need to maintain an appropriate image, Ranhill shall pay all relevant and reasonable expenses for employees’ business trips. Trips cannot be financed by business counterparts or clients. Accepting offers to cover expenses is strictly against company policy.


Contributing to society is part of Ranhill’s corporate values. However, there will be risks if the donation exercise is not properly managed. All donations requested from outside Ranhill must be referred to and managed by the Group Corporate Communication Department.

Political Contributions

No contributions of corporate funds can be made to support election campaigns, political action committees or referenda unless such contributions have been approved by the President’s or Chief Executive’s office and every requirement for disclosure and reporting have been met. All requests for such contributions must be referred to the President’s or Chief Executive’s office.
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