Britplan Security Solutions Ltd
Version: 3.0
Policy date: 20 October 2026
Policy owner: Head of Operations
Approved by: Maciej Gabryszak, Head of Operations
Review: Annually, or sooner if legislation or business requirements change.
Our commitment
Britplan Security Solutions Ltd is committed to treating people fairly, respecting individual differences and providing a working environment where everyone is treated with dignity.
We will not tolerate unlawful discrimination, bullying, harassment, sexual harassment or victimisation. This applies throughout our business, including our offices, client sites, recruitment activities, work-
related events and communications. This policy applies to employees, job applicants, agency workers and subcontractors. We also expect clients, suppliers and others working with us to respect these standards.
Equality and fair treatment
We will meet our obligations under the Equality Act 2010. We will not unlawfully discriminate because
of:
- Age.
- Disability.
- Gender reassignment.
- Marriage or civil partnership.
- Pregnancy or maternity.
- Race, including colour, nationality and ethnic or national origin.
- Religion or belief.
- Sex.
- Sexual orientation.
We also recognise our wider responsibilities to treat people fairly, including those with caring responsibilities and those exercising lawful trade union rights.
Recruitment and employment
Recruitment, pay, deployment, training and promotion decisions will be based on fair, relevant and objective criteria.
We will ensure that job requirements, screening processes and SIA licensing requirements are applied consistently and lawfully. We will not accept discriminatory requests from clients when selecting or deploying officers.
Everyone should have fair access to development and progression opportunities. Managers must consider whether working arrangements or procedures create unnecessary barriers.
We will make reasonable adjustments for disabled applicants and workers, discussing individual needs and reviewing arrangements when circumstances change. We will also consider accessibility when providing our services.
Respect at work
Everyone must treat colleagues, clients, visitors and members of the public respectfully.
Unacceptable behaviour includes offensive jokes, discriminatory language, unwanted sexual comments or contact, intimidation and sharing offensive material. These standards also apply to emails, messaging groups, social media and work-related events.
Britplan will take all reasonable steps to prevent sexual harassment, including assessing risks, providing appropriate training and addressing concerns involving colleagues, clients, visitors or other third parties.
Raising concerns
Anyone who experiences or witnesses unacceptable behaviour should report it promptly to their Contract Manager.
If the concern involves that manager, or the person feels unable to approach them, they may contact the
Head of Operations or a Director directly. A formal complaint may be raised through the company’s grievance procedure without first making an informal report.
Concerns will be taken seriously and investigated promptly and fairly. Information will be shared only with those who need it to address the matter. Outcomes and any appeal arrangements will be
communicated through the relevant procedure.
Nobody will be penalised for raising a genuine concern or supporting a complaint, even where the complaint is not upheld.
Breaches may result in disciplinary action, up to and including dismissal, following a fair process. Where third parties are involved, Britplan will take appropriate steps with the relevant organisation to protect our team.
Responsibilities and review
The Head of Operations is responsible for approving, maintaining and overseeing the implementation of this policy. Directors will support its implementation and ensure appropriate resources are available.
Contract Managers and supervisors must communicate these standards, respond to concerns and ensure that decisions affecting their teams are fair.
Everyone working for Britplan must follow this policy, complete relevant training and report unacceptable behaviour.
We will communicate this policy during induction and through team updates. We will review complaints, staff feedback, and relevant employment practices to identify problems and ensure our approach is
working.
Approved by: Maciej Gabryszak
Position: Head of Operations
Signature: Gabryszak Maciej
Date: 20/10/2026