Our Policy

An equality, diversity and inclusion policy 

SafalSolutions Ltd is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

·      age

·      disability

·      gender reassignment

·      marriage or civil partnership

·      pregnancy and maternity

·      race (including colour, nationality, and ethnic or national origin)

·      religion or belief

·      sex

·      sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

·      pay and benefits

·      terms and conditions of employment

·      dealing with grievances and discipline

·      dismissal

·      redundancy

·      leave for parents

·      requests for flexible working

·      selection for employment, promotion, training or other developmental opportunities

4. We are committed to improving our practices to combat slavery and human trafficking. We recognise that slavery and human trafficking is a real yet hidden issue in our society. We will not tolerate slavery and human trafficking in our business or supply chain.

Our commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

4. We are committed to improving our practices to combat slavery and human trafficking. We recognise that slavery and human trafficking is a real yet hidden issue in our society. We will not tolerate slavery and human trafficking in our business or supply chain.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

8. SafalSolutions is committed to preventing slavery and human trafficking occurring in any of its corporate activities. As a membership and professional services organisation, our services are delivered to our member companies and clients. Our commitment is to ensure that those organisations that we actually contract with to receive goods and services are aware of our policies in order to comply with the Modern Slavery Act.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives 

Our disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found at Company sharepoint -> NLT Policies and Procedures. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

 Health and Safety policy  

Part 1: Statement of intent 

Our health and safety policy is to:

- prevent accidents and cases of work-related ill health

- manage health and safety risks in our workplace

- provide clear instructions and information, and adequate training, to ensure employees are competent to do their work

- consult with our employees on matters affecting their health and safety

- maintain safe and healthy working conditions

- implement emergency procedures, including evacuation in case of fire or other significant incident

- review and revise this policy regularly

Part 2: Responsibilities for Health and Safety

 - Overall and final responsibility for health and safety:  Satyajit Singh

- To ensure health and safety standards are maintained/improved, the following people have responsibility in the following areas: 

Satyajit Singh, Ayesha Pujji – safety, risk assessments, consulting employees, accidents, first aid and work-related ill health

Satyajit Singh– monitoring, accident and ill-health investigation, emergency procedures, fire and evacuation

Satyajit Singh – maintaining equipment, information, instruction and supervision, training

- All employees should: 

co-operate with supervisors and managers on health and safety matters; 

take reasonable care of their own health and safety; and 

report all health and safety concerns to an appropriate person (as detailed above). 

Part 3: Arrangements for Health and Safety

- Risk assessment 

We will complete relevant risk assessments and take action. 

We will review risk assessments when working habits or conditions change.

- Training

We will give staff and subcontractors health and safety induction and provide appropriate training (including working at height, asbestos awareness and electrical safety).

We will provide personal protective equipment. 

We will make sure suitable arrangements are in place for employees who work remotely.

- Consultation 

We will consult staff routinely on health and safety matters as they arise and formally when we review health and safety.

- Evacuation 

We will make sure escape routes are well signed and kept clear at all times. 

Evacuation plans are tested from time to time and updated if necessary.

SafalSolutions is committed to the principles of the Modern Slavery Act 2015 and the abolition of modern slavery and human trafficking.

As an equal opportunities employer, we are committed to creating and ensuring a non-discriminatory and respectful working environment for our staff. We want all our staff to feel confident that they can expose wrongdoing without any risk to themselves and as such the company has an established whistleblowing policy which all staff can access alongside all other company policies on the staff intranet.

Our recruitment and people management processes are designed to ensure that all prospective employees are legally entitled to work in the UK, and where applicable subject to DBS checks in order to safeguard employees and apprentices from any abuse or coercion.

Our commitment, is to ensure that those organisations that we actually contract with to receive goods and services are aware of our policies in order to comply with the Modern Slavery Act. We do not enter into business with any organisation, in the UK or abroad, which knowingly supports or is found to be involved in slavery, servitude and forced or compulsory labour.

Our contracts with our members & customers allow us to terminate for convenience under a wide ranging all encompassing reputational damage contract clause which covers those to be found in breach of the modern slavery act.

Much of the supply chain is engaged on their terms & conditions, although modern slavery and anti-bribery elements are incorporated into the award of new or renewing contracts.

SafalSolutions is committed to conducting business with the utmost integrity.

Our business ethics do not allow anyone offering or accepting a gift, entertainment or any payment in return for business or personal advantage and it is the responsibility of all employees to ensure prevention and detection.

As part of its code of conduct, the  Anti-Bribery Policy applies to all individual employees, temporary agency staff and contractors, agents, sponsors, intermediaries, consultants or any other people or bodies associated with the Company or any of its employees. The provision or offer to provide or the acceptance of any inducement or any reward , is prohibited under this policy.

The company encourages and fully supports all employees in reporting any improper practices, providing a confidential reporting process to allow anyone freely and confidentially to alert the company to any concern.

All employees including temporary agency staff and contractors are required to:

Act honestly and with integrity at all times and to safeguard the company resources for which they are responsible

Comply with the laws and regulation of all countries in which SafalSolution operates or hopes to operate in respect of the lawful and responsible conduct of business

Respect SafalSolution's customers, suppliers or other parties with whom it interacts by conducting business in an ethical, lawful and professional manner

We take privacy matters very seriously. We are committed to respecting and protecting

your privacy and that of our clients and their customers. This policy explains how SafalSolution

handles personal information and what we expect from you.

We are committed to

• Collecting and using personal information

fairly and lawfully.

• Ensuring personal information held is secure,

accurate and up to date.

• Respecting individual’s rights in respect of their

personal information.

• Only disclosing personal information to those

who are authorised to receive it.

• Not holding excessive amounts of information

or keeping it longer than is necessary.

What you should expect from us

• We will conduct our business in a way that

prevents unwarranted intrusion into people’s

privacy and protects their personal information.

• We will act in accordance with Data Protection

Legislation that sets out the principles we must

follow to ensure that personal information is

lawfully held, securely stored, accurate and

used for the right purpose.

We, SafalSolutions Ltd., are dedicated to providing excellence in service to clients, both employers and apprentices. We recognise that superior complaints management – including ease of access for complainants, senior business engagement and timely resolution – will help us with service improvements and changes that positively impact upon our employers and apprentices. This policy also applies for complaints about GDPR data breaches. To ensure that complaints are understood in full, and investigations are undertaken on the root cause of client issues, all complaints are required in writing to: complaints@safalsolutions.co.uk   Our Policy can be downloaded here  .

At Safal Solution we are commited to creating a safe and environmentally sustainable workplace for all our stakeholders. Our priority is the health and safety of our employees, and we ensure this by actively adopting the right Health, Safety and

Environmental (HSE) practices, by complying with relevant legislation, preventing pollution, and by reducing HSE risks in all areas

of our business. 

We are committed to:

• Keeping our employees safe.

• Providing the necessary training and equipment toenable our employees to do their jobs safely and to ensure protection of the environment.

• Providing safe and healthy working conditions

(physical and mental*) and conducting our

business activities in a manner that seeks to

prevent injury and the ill health of our people from

the specific nature of our HSE risks and

opportunities.

• Ensuring our decision making seeks to prevent

pollution, reduce greenhouse gas emissions, and

minimise our environmental impacts.

• Fulfilling health, safety and environmental legal,

moral, and other obligations that apply to us

wherever we operate, periodically auditing activities

to ensure compliance.

• Regularly consulting and collaborating on

HSE matters, with colleagues and where

they exist, workers’ representatives.

What you should expect from us:

• Every leader and manager is responsible for the

safety of their teams, and for communicating and

promoting HSE awareness and responsibilities to

their teams. Our HSE Standard and Procedures will

describe clear instructions and specific

responsibilities and will equip our employees with

the tools and knowledge to keep them safe and

meet their health, safety, and environmental duties.

• Leaders and managers are responsible

for HSE in their respective teams, creating a

workplace that is safe, and supports the health and

the safety of our employees.

What we expect from you :

• To follow our HSE procedures and guidance that

apply to your role, seeking advice from managers

where needed.

• Promptly complete all health, safety and environmental training

that applies to you.

• Look out for your colleagues and always report HSE incidents,

near misses, hazards or any health and safety concerns to your

local HSE representative without worry of reprisal.

• Adopt environmentally friendly working practices reducing

business travel and energy use where possible, reducing,

reusing, and recycling and considering the environment and

carbon reduction when purchasing goods and services.

• Use the HSE Escalation Process or if necessary,

Speak Up Policy to raise any health, safety, or environmental

concerns.

How we will achieve this:

• We will implement, regularly review, and continuously improve

• We will communicate to stakeholders any lessons learned to

enable continuous improvement of HSE performance.

• We will work with stakeholders, including our 

business partners to promote continuous improvement of HSE

practices in the workplace.

• We will monitor, review, and report our health, safety, and

environmental performance, to the relevant stakeholders of the

business, measured against set targets.