Anti Slavery Policy

Version Number: 2.0


Document Title Anti-Slavery and Human Trafficking Policy
Effective Date: 1st November 2019
Document Expiry Date: Not Applicable
Applicable To: As stated in the policy statement


Version Number Author Change details Approver Approval Date
1.0 Jackie Towell Introduction of new Procedure Steve Evans 1st January 2016
2.0 Jackie Towell Updated and reformatted Steve Evans 1st November 2019

Anti-slavery and Human Trafficking Policy Statement

Date Posted 1st November 2019

This policy applies to all persons working for us or on our behalf in any capacity, including but not restricted to employees, directors, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners.

Premier Forecourts and Construction Limited strictly prohibits the use of modern slavery in our operations and supply chain.  We are and will continue to be committed to implementing processes and controls aimed at ensuring that modern slavery is not taking place anywhere in our organisation or any of our supply chains.  We expect our suppliers to hold their own suppliers to the same high standards.

Anti-slavery and Human Trafficking Policy

Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour, child labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain. We have a zero-tolerance approach to modern slavery and we are committed to acting ethically and with integrity in all our business dealings and relationships.  

Our Pledges

We are a company that expects everyone working with us or on our behalf to support and uphold our commitment against modern slavery:

  • We have a zero-tolerance approach to modern slavery in our organisation and supply chain.
  • The prevention, detection and reporting of modern slavery in our organisation or supply chain is the responsibility of those working for us or on our behalf, those doing so must not engage in, facilitate or fail to report any activity that might lead to or suggest a breach of this policy.
  • Using a risk-based approach we will asses the merits of writing to suppliers requiring them to comply with this policy. Using this approach we may require;
    • Employment and recruitment agencies and other third-party providers of labour to confirm their compliance with this policy
    • Suppliers engaging workers through a third party to ensure those parties adhere to this policy
  • Our ongoing risk assessments and due diligence will consider whether circumstances warrant us carrying out audits of suppliers for their compliance with this policy.
  • If any individual or organisation working on our behalf is found to be in breach of this policy we will ensure that we take the appropriate action, including considering whether the breach can be remedied and whether any proposed action would represent the best outcome for those individuals impacted.
    • Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.
    • We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy.
  • We encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. We are committed to ensuring no one suffers any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform the Group HR Manager immediately. If the matter is not remedied, and you are an employee, you should raise it formally using our Grievance Procedure, which can be found in the Employee Handbook.

Responsibility for this Policy

  • The board of directors has overall responsibility for this policy.
  • The HR Manager has primary and day-to-day responsibility for implementing this policy.
  • Managers at all levels are responsible for ensuring those reporting to them understand and comply with this policy.