Deontological Charter

Version	v7.1 · 8 October 2026
Date	8 October 2026
Entity	EUDEXUS Limited · Africa Business Centre, 1st Floor, Unity House, 51 Rue du Savoir, Cybercity, Ébène, Republic of Mauritius · BRN C23199955
Signatory coach	Sundaresan Rungasamy
Principal reference	Global Code of Ethics for Coaches, Mentors and Supervisors (GCoE, v3, June 2021 — EMCC Global / Association for Coaching), to which EUDEXUS adheres voluntarily
Language	In case of discrepancy, the French version prevails

Preamble

This Charter binds the coach in his professional practice within EUDEXUS Limited. It sets the ethical framework that protects the coachee, the coach, any commissioning party (organisation, sponsor) and the profession as a whole. It is neither a sales argument nor a promise of results: it is an act of responsibility.

It applies to every individual or team coaching engagement conducted by EUDEXUS Limited, whether contracted privately, funded by an organisation or delivered pro bono.

The signatory coach undertakes to:

• comply with it in all circumstances;

• make it available to any coachee or institutional client who requests it;

• accept being questioned on how it is applied;

• review it periodically.

Article 1 — Fundamental principles

Five principles structure the practice. They are aligned with the Global Code of Ethics for Coaches, Mentors and Supervisors (GCoE), to which EUDEXUS adheres voluntarily without being, at the date of this version, a member of a signatory body.

1.1 Integrity

The coach acts honestly towards himself, towards the coachee and towards any third party concerned (sponsor, organisation, extended family where relevant). He does not promise what he cannot deliver, does not conceal a conflict of interest, does not misrepresent his qualifications, and does not claim methods or content that are not his own. He respects the intellectual property of the models, methods and tools he uses in his practice, and cites their authors or sources when he passes on their content.

1.2 Confidentiality

Everything said in the coaching space remains strictly between the coach and the coachee. This confidentiality is total, except in three exhaustively defined cases (see article 4): vital risk, legal obligation, and reporting to a paying third party agreed in advance by contract. No exception outside these three cases, whatever pressure is applied.

1.3 Respect for the coachee’s autonomy and dignity

The coach regards the coachee as the person best placed to decide about his or her own life. He does not impose a solution, does not steer towards his own values, and does not substitute himself for the coachee’s decision. He honours the dignity of the person in his or her history, pace and choices — including choices he would not personally share.

This stance is embodied in a central principle of the practice: to make the client autonomous, able to meet his or her own needs and to carry the responsibility that is his or hers.

1.4 Non-judgement

No moral, religious, cultural, political, aesthetic or behavioural judgement is passed on the coachee.

Judgement passed on the person being helped is a threat to the integrity of their reasoning, and forces them to spend their energy defending against that threat rather than moving towards their own well-being. Acceptance is not agreement: it is understanding without a verdict.

1.5 Competence

The coach works only within his proven area of competence. He knows his limits, states them, and refers without hesitation when a request exceeds his remit (see article 6). He maintains his competence through continuing professional development and regular supervision (see article 2).

Article 2 — The coach’s commitments

2.1 A constant professional stance

The coach maintains a stance of benevolent neutrality. He is the coachee’s support, not the coachee’s friend. He acknowledges progress soberly, accompanies setbacks without drama, and does not project his own emotions or his own goals onto the coachee.

2.2 Vigilance towards projection, transference and counter-transference

The coach recognises that these phenomena are unavoidable in any helping relationship. His responsibility is not to avoid them but to detect and regulate them. To this end he commits to regular professional supervision (see 2.4) and to ongoing personal work on self-knowledge.

2.3 Continuing professional development

The coach commits to a minimum of 40 hours of professional development per year: training, reference reading, peer intervision, conferences, certifications.

2.4 Supervision

The coach commits to regular professional supervision with an accredited supervisor who is external to his commercial practice. Arrangements adopted:

• frequency: quarterly;

• format: mixed (individual and group);

• supervisor’s standing: accredited by a recognised professional body (EMCC or equivalent).

Supervision is not optional: it is the profession’s ethical safety mechanism. The coachee is informed at the first meeting that the coach is supervised and that his or her situation may be discussed anonymously in that setting. The supervision relationship is itself confidential.

2.5 Duty to refer

When the coachee’s situation falls outside the scope of coaching — pathology, clinical distress, or a legal, medical, social or therapeutic matter — the coach actively refers to the competent professional (see article 6) and records that referral in writing in his file.

2.6 An obligation of means, not of results

The coach commits his competence, his time and the quality of his stance. He guarantees no specific result: the change belongs to the coachee and depends on variables outside the coach’s control.

2.7 Professional indemnity insurance

Professional indemnity insurance is not a legal requirement in Mauritius for coaching activity. In accordance with article 3.12 of the Global Code of Ethics, the coach takes out such cover where it is available and suited to the countries in which he operates. The insurance position in force is communicated to the client on request, before the engagement contract is signed.

Article 3 — Framework, contract and boundaries

3.1 Prior written contract

Every engagement is the subject of a written contract with EUDEXUS Limited, signed before the first invoiced session. The contract specifies at minimum: the purpose of the engagement, the number and duration of sessions, financial terms, cancellation conditions, confidentiality rules, the scope of intervention, and how the engagement ends.

3.2 The contractual triangle in an organisational context

When the engagement is funded by an organisation (employer, sponsor), the coach formalises from the outset a clear triangle between the coachee, the sponsor and the coach. The following are defined in writing before work begins:

• the shared objectives;

• the indicators of success;

• how reporting to the sponsor will work — only on the achievement of the agreed objectives, never on the content of sessions;

• the complete separation between the coach and the line of management.

3.3 Session framework

At the first meeting, the coach explicitly sets the framework: confidentiality, stance, rules, duration, and the coachee’s right to stop at any time.

3.4 Relational boundaries

No dual relationship (close friendship, romantic, sexual, financial outside the contract, concealed hierarchical) is permitted between the coach and the coachee during the engagement and for a minimum of 12 months after its official end. Beyond that period, the obligations of confidentiality, non-exploitation of the former relationship and prevention of conflicts of interest continue; any subsequent relationship is subject to a prior assessment of residual influence or dependence.

3.5 Ending the engagement

The engagement ends either when the objectives are reached, when the contracted number of sessions is exhausted, or at the request of either party. The ending is explicitly named, formalised in a closing review, and is never renewed tacitly.

3.6 Continuity and transfer

If the coach is durably prevented from continuing an engagement, the coachee and, where relevant, the sponsor are informed without delay and a referral to a fellow practitioner is offered. Session notes are then destroyed in accordance with article 4, unless the coachee requests otherwise in writing. EUDEXUS Limited maintains an arrangement for the transfer of ongoing engagements should it cease activity.

Article 4 — Confidentiality and personal data

4.1 General principle

All session content is confidential. No information is shared with a third party without the coachee’s written consent — including a spouse, employer or family — except in the cases below.

4.2 Exhaustive exceptions

Confidentiality may be lifted in three cases only:

• imminent vital risk to the coachee or to others (article 223-6 of the French Criminal Code — failure to assist a person in danger). The coach then contacts the appropriate emergency service and informs the coachee of this step as soon as possible;

• legal obligation: a duly formalised judicial requisition;

• reporting to a sponsor provided for in the initial contractual triangle, strictly limited to what was contracted.

4.3 Session notes and file

The coach keeps brief session notes, for his strictly personal use and for the purpose of supervision. These notes are never shared with a third party.

4.4 Personal data

The coach applies the General Data Protection Regulation (EU 2016/679) where it applies, and the Mauritius Data Protection Act 2017. He informs the coachee:

• of the nature of the data collected (identity, contact details, content of session notes);

• of its purpose;

• of its retention period;

• of his or her rights (access, rectification, erasure, portability).

4.5 Non-retention policy for session notes

In line with the data-minimisation principle (GDPR, article 5.1.c) and the spirit of the Global Code of Ethics, session notes are not kept beyond the engagement. They are destroyed when the engagement closes: physical destruction for paper, permanent deletion for digital media, including periodic backups according to their rotation cycle.

Targeted exception — supervision in progress: where ongoing supervision concerns an active or recently closed engagement, the notes strictly necessary are kept until the end of the supervision cycle concerned, then destroyed without delay. This retention is limited to the ethical purpose of supervision and may serve no other use.

Retention periods — summary

Category	Policy	Basis
Session notes and working documents	Non-retention — destroyed when the engagement closes	Data minimisation (GDPR art. 5.1.c); spirit of the Global Code of Ethics
Notes used in supervision	Kept until the end of the supervision cycle concerned, then destroyed without delay	Targeted exception, justified by the ethical purpose of supervision
Accounting and invoicing records	10 years	Legal obligation (French Commercial Code)
Engagement contract	5 years after the end of the engagement	Ordinary civil limitation period

Article 5 — Conflicts of interest

5.1 Identification

A conflict of interest exists as soon as a situation could reasonably cast doubt on the coach’s neutrality. Examples:

• coaching simultaneously two people in a reporting relationship or in open conflict;

• coaching a person whose sponsor has a personal interest in the outcome;

• receiving payment or an advantage from a third party in connection with the coaching;

• being in a business relationship, close friendship or family relationship with the coachee or his or her close circle;

• having a direct commercial interest in a decision the coachee is about to take.

5.2 Rule of transparency

Any conflict of interest, actual or potential, is declared spontaneously and in writing to the coachee and, where relevant, to the sponsor, before the engagement starts or as soon as it arises during the engagement.

5.3 Rule of arbitration

If the conflict of interest compromises the coach’s neutrality, the engagement is declined or interrupted. The decision rests with the coach and cannot be contested on commercial grounds.

5.4 Wider ecosystem

The coach also engages in entrepreneurial activity and in facilitating professional networks. He undertakes to state in writing, in the initial contract, any shared membership or crossed interest with a coachee, and to decline any engagement in which his role as an entrepreneur or ecosystem connector could weigh on the neutrality of the coaching.

5.5 Separation between coaching and consulting

EUDEXUS also provides consulting to organisations. EUDEXUS does not coach individuals inside an organisation where it holds a consulting mandate affecting those individuals, unless a written tripartite agreement defines the boundary in advance. This separation is restated in every engagement contract concerned.

Article 6 — Limits of competence and duty to refer

6.1 Scope of coaching

Coaching accompanies functioning people towards goals of change, clarification, action and performance. It is neither therapy, nor consulting, nor mentoring, nor medicine.

6.2 Signals requiring systematic referral to a health professional

The coach interrupts or declines the coaching and refers immediately to a doctor or mental-health professional in the following situations:

• suicidal risk (dark thoughts, statements about the pointlessness of life, giving away personal belongings);

• loss of contact with reality (incoherent speech, paranoia, hallucinations even if mild);

• unmanaged addictions making cognitive work impossible;

• severe depression with inability to mobilise the energy coaching requires;

• chronic clinical distress within the meaning of DSM-5-TR or ICD-11.

6.3 Signals suggesting referral for a specialist assessment

When the coach observes chronic and disabling signals that may indicate a specific way of functioning (neurodivergence: ADHD, ASD, dyslexia and related conditions, giftedness, hypersensitivity), he informs the coachee in these words:

“I am not making a diagnosis, but I observe signs that could point to a specific way of functioning; an assessment by a professional could shed light on this for you.”

He refers to the appropriate professional (psychiatrist, neuropsychologist, speech therapist, occupational therapist as the case may be), drawing on the public-health recommendations in force in the territory where he practises.

6.4 Coaching alongside, never instead of

Coaching may continue alongside medical or therapeutic care, never as a replacement for it. The coach checks consistency with the health professional whenever possible, with the coachee’s consent.

6.5 Declining an engagement

The coach reserves the right to decline or interrupt an engagement if he considers that it exceeds his competence, presents a risk to the coachee, or conflicts with this Charter.

Article 7 — Complaints procedure

7.1 Internal route

Any coachee or third party concerned who considers that this Charter has not been respected may send a written complaint to contact@eudexus.com. A written reply is given within fifteen working days.

7.2 External route — mediation

If the disagreement persists, the parties may turn to an independent mediator, appointed by mutual agreement and named in the engagement contract. As soon as the coach becomes a member of a professional body that is a signatory to the Global Code of Ethics, that body’s complaints procedure is also open to the coachee (see 7.3).

7.3 Professional route

At the date of this version, the coach is not a member of any professional coaching body. This section will be updated upon any effective membership; the coachee will then be able to refer the matter to the ethics committee of the body concerned.

Article 8 — Adherence, review and publication

8.1 Adherence

The coach signs this Charter when he begins practising and at each major revision.

8.2 Review

The Charter is reviewed at least every three years, or at any time if regulatory or methodological developments warrant it. Every version is dated and numbered.

8.3 Publication

The Charter is handed to every coachee before the engagement contract is signed. It is published on eudexus.com and provided to every client organisation at contracting.