0207 979 2052 info@gilesoliver.co.uk

Data Protection Policy

Our company data protection policy refers to our commitment to treat information of employees, customers and other interested parties with the utmost care and confidentiality.

With this policy, we ensure that we gather, store and handle data fairly, transparently and with respect towards individual rights.

This policy refers to all parties (employees, job candidates, customers, suppliers etc.) who provide any amount of information to us.

Who is covered under the Data Protection Policy?

Employees of our company must follow this policy.  Contractors, consultants, partners and any other external entity are also covered.  Generally, our policy refers to anyone we collaborate with or acts on our behalf and may need occasional access to data.

Policy Elements

As part of our operations, we need to obtain and process information.  This information includes any offline and online data that makes a person identifiable such as names, addresses, usernames and passwords, digital footprints, photographs, national insurance numbers, financial data etc.

Our company collects this information in a transparent way and only with the full cooperation and knowledge of interested parties.  Once this information is available to us, the following rules apply.

Our data will be:

  • Accurate and kept up-to-date
  • Collected fairly and for lawful purposes only
  • Processed by the company within its legal and moral boundaries
  • Protected against any unauthorized or illegal access by internal or external parties

In addition to ways of handling the data, the company has direct obligations towards people to whom the data belongs.
Specifically we must:

  • Let people know which of their data is collected
  • Inform people about how we’ll process their data
  • Inform people about who has access to their information
  • Have provisions in cases of lost, corrupted or compromised data
  • Allow people to request that we modify, erase, reduce or correct data contained in our databases


To exercise data protection we’re committed to:

  • Restrict and monitor access to sensitive data
  • Develop transparent data collection procedures
  • Train employees in online privacy and security measures
  • Build secure networks to protect online data from cyberattacks
  • Establish clear procedures for reporting privacy breaches or data misuse
  • Include contract clauses or communicate statements on how we handle data
  • Establish data protection practices (document shredding, secure locks, data encryption, frequent backups, access authorisation etc.)

Our data protection provisions will appear on our website.

Disciplinary Consequences

All principles described in this policy must be strictly followed.  A breach of data protection guidelines will invoke disciplinary and possibly legal action.

Updated 11th April 2018

Anti-Slavery and Human Trafficking Policy

Policy Statement

Modern slavery is a crime and a violation of fundamental human rights.  It takes various forms such as slavery, servitude, forced and compulsory 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 and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our business.

We are also committed to ensuring there is transparency in our business and in our approach to tackling modern slavery consistent with our disclosure obligations under the Modern Slavery Act 2015.  We expect high standards from all of our contractors, suppliers and other business partners, and as part of our contracting processes, we notify all members of our supply chain of the specific prohibitions against the use of forced, compulsory or trafficked labour and we expect that our suppliers and contractors will hold their own suppliers and contractors to the same standards.

This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners.

This policy does not form part of any employee’s contract of employment and we may amend it at any time.

Responsibility for the Policy

The directors have overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.

The directors have primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they are effective in countering modern slavery.

Management at all levels are responsible for ensuring those reporting to them understand and comply with this policy and adequate regular training will be provided on the policy and the issue of modern slavery in supply chains.

Compliance with the Policy

You must ensure that you read, understand and comply with this policy.

The prevention, detection and reporting of modern slavery in any part of our business is the responsibility of all those working for us or under our control.  You are required to avoid any activity that might lead to, or suggest, a breach of this policy.

You must notify a director as soon as possible if you believe or suspect that a conflict with this policy has occurred, or may occur in the future.

You are encouraged to raise concerns about any issue or suspicion of modern slavery in any parts of our business or any contractor or supplier at the earliest possible stage,

If you are unsure about whether a particular act, the treatment of workers generally, or their working conditions within any tier constitutes any of the various forms of modern slavery, raise it with the directors.

We aim to encourage openness and will support anyone who raises genuine concerns 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 their suspicion that modern slavery of whatever form is or may be taking place in any part of our business or in any of our contractors or suppliers.  Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern.  It also includes being put under any pressure not to raise a concern under this policy.  If you believe that you have suffered any detrimental treatment, you should inform a compliance manager immediately.  If the matter is not remedied, and you are an employee, you should raise it formally using our Grievance Procedure.

Communication and Awareness of this Policy

Training on this policy, and on the risk our business faces from modern slavery, forms part of the induction process for all individuals who work for us, and updated training will be provided as necessary.

Our zero-tolerance approach to modern slavery should be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate thereafter.

Breaches of this Policy

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.

Environmental Policy

Giles Oliver LTD is committed to produce and deliver quality professional services and as such recognises that its day-to-day operations impact on the environment in a number of ways.

The Company wishes to minimise the potential harmful effects of such actions wherever and whenever this is practicable.

We are committed to achieving environmental best practice throughout our business activities by:

  • Ensuring our activities are safe for our employees, associates, delegates and others who come into contact with out work
  • Complying with or exceeding legal requirements
  • Accepting reasonable responsibility for any harm to the environment caused by our activities and taking reasonable steps to remedy any damage
  • Monitoring purchasing practices and internal operations including energy and transport to ensure best use of natural resources and minimum environmental impact
  • Whenever possible reducing the environmental impact of goods and service supplied by adopting a ‘cradle to grave’ assessment and responsibility for them
  • Minimising the waste produced in all parts of our business
  • Monitoring and working with our suppliers and other third parties associated with our business and setting them similar high standards
  • Seeking to integrate environmental considerations into future business policy decisions
  • Ensuring associates understand and are accountable to these policy goals through communication and training
  • Communicating the policy as appropriate to our employees, customers and suppliers

Equal Opportunities Policy

Giles Oliver Ltd is committed to building an organisation that makes full use of the talents, skills, experience, and different cultural perspectives available in a multi-ethnic and diverse society, and where people feel they are respected and valued, and can achieve their potential regardless of race, colour, nationality, national or ethnic origins, sexual orientation, gender, disability or age.

Giles Oliver Ltd will follow the recommendations of the Statutory Codes of Practice of both the Commission for Racial Equality and the Equal Opportunities Commission, and the Disability Rights Commission’s Code of Practice in Employment and Occupation, in all their employment policies, procedures and practices.

The aim of this policy is to ensure that:

  • No-one receives less favourable treatment, on the grounds of race, colour, nationality, ethnic or national origins, gender, sexual orientation, religion or belief, disability or age; or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any other grounds, or victimised for taking action against any form of discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on the above grounds.
  • The organisation is free from unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive or humiliating environment.
  • Opportunities for employment, training and promotion are equally open to male and female candidates, candidates of all racial groups, candidates with or without disabilities, and candidates of any age, and of any sexual orientation, religion or belief.
  • Selection for employment, promotion, transfer, training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit.

This policy applies to all aspects of employment, from recruitment to dismissal and former workers’ rights.

We will take the following steps to put the policy into practice and make sure it achieves its aims.

  1. The Policy will be a priority for the organisation.
  2. The Managing Director will be responsible for the day to day operation of the policy.
  3. The policy will be communicated to all workers and job applicants, and will be placed on Giles Oliver Ltd’s intranet.
  4. Workers and their representatives and trade unions will be consulted regularly about the policy, and about related action plans and strategies.
  5. All workers will be trained on the policy, on their rights and responsibilities under the policy, and on how the policy will affect the way they carry out their duties. No-one will be in any doubt about what constitutes acceptable and unacceptable conduct in the organisation.
  6. Managers and workers in key decision making areas will be trained on the discriminatory effects provisions.
  7. Complaints about discrimination or harassment in the course of employment will be regarded seriously, and may result in discriminatory sanctions and even dismissal. The complaints procedure will be published in a form that is easily accessible.
  8. Opportunities of employment, promotion, transfer and training will be advertised widely, internally and externally, and all applicants will be welcomed, irrespective of race, colour, nationality, ethnic or national origins, gender, sexual orientation, disability or age, religion or belief.
  9. All workers will be encouraged to develop their skills and qualifications, and take advantage of the promotion and development opportunities in the organisation.
  10. Selection criteria will be entirely related to the job or training opportunity.
  11. We will make reasonable changes to overcome physical and non-physical barriers that make it difficult for disabled employees to carry out their work, and for disabled customers to access our services.
  12. We will take a flexible approach to working arrangements. We will consider requests for changes carefully and objectively, and will accommodate them unless it would cause significant difficulties to the business or the employee.
  13. Information on ethnic and racial background, gender, disability, and age of each worker and applicant for employment, promotion and training will be collated and analysed, to monitor each stage of the recruitment process. The information will be held in the strictest confidence and will only be used to promote equality of opportunity. Information about religion or belief and sexual orientation of employees will also be monitored.
  14. Information on ethnic and racial background, gender, disability, and age of each worker and applicant for employment, promotion and training will be collated and analysed, to monitor each stage of the recruitment process. The information will be held in the strictest confidence and will only be used to promote equality of opportunity. Information about religion or belief and sexual orientation of employees will also be monitored.
  15. Grievances, disciplinary action, performance assessment and terminations of employment, for whatever reason, will be monitored by gender, racial group, age, disability, religion, belief and sexual orientation.
  16. Requirements, conditions, provisions, criteria and practices will be reviewed regularly, in the light of monitoring results, and revised if they are found to, or might unlawfully discriminate on any of the above grounds.
  17. All contracts between Giles Oliver Ltd and contractors to supply goods, materials or services will include a clause prohibiting unlawful discrimination or harassment by contractors or their staff, and by any subcontractors or their staff. The clause will also encourage contractors and potential contractors to provide equality of opportunity in their employment practices.
  18. The effectiveness of the policy will be monitored regularly.

Updated 20th March 2018

Sustainability Policy

At Giles Oliver Ltd we understand and appreciate the world we live in.  The planet needs to be looked after in a more caring manner than it has been previously.  Our work ethic is to ensure that where possible we use the best working practices.

By ensuring best practices are adhered to, we can improve the overall efficiency of the company.  Streamlining all the associated processes for all projects means we can deliver a more sustainable project, reducing costs and where possible, use natural resources and recyclable materials to their maximum potential.

Economic sustainability is a key factor in all our projects providing the client with the most cost-effective and beneficial solution, which enables both parties to enhance their reputation and market share.

Being credited members of SafeContractor, Constructionline and CHAS, all our projects are reviewed by these independent bodies giving Giles Oliver Ltd an objective review of our performance.  This enables us to have a full and precise understanding of project delivery, enabling us to check that our working ethos is on track with customers and society.

Our remit is to make a difference with all who become involved with Giles Oliver Ltd., whether they are clients, sub-contractors, suppliers, residents or local groups.

We aim to reduce energy usage for all projects undertaken

Health and Safety Policy Statement

Giles Oliver understand the requirements and responsibilities associated with the successful management of health and safety throughout the company.  The Company also acknowledges the priority for establishing and maintaining safety to agreed standards.  To meet these responsibilities they have developed a Health and Safety Policy and allocated sufficient resources to achieve the following objectives:


  1. Full compliance with the Health & Safety at Work etc. Act 1974 and all Regulations made under this Act in particular The Management of Health & Safety at Work Regulations 1999, and The Construction Design & Management Regulations 2015.
  2. The provision and maintenance of plant, equipment and systems of work that are safe and without risk to health to its employees and any other relevant persons.
  3. Arrangements for ensuring safety and absence of risks to health in connection with the use, handling, storage and transport of materials, articles and substances.
  4. The provision of such information, instruction, training and supervision as is necessary to ensure the health and safety of all employees and any others who may be affected.
  5. The maintenance of any place of work under their  control in a condition that is safe and without risks to safety and health along with the provision and maintenance of safe access and egress from places of work.
  6. The provision of adequate facilities for welfare, first aid, fire prevention, PPE, occupational health and hygiene.
  7. The assessment and the provision of human and material resources that will enable the sustained management of risk and the provision of high quality health, safety and environmental management.
  8. A safety management system that assesses risks and hazards then implements control measures that are routinely inspected and monitored with any identified corrective actions carried out within a given time period.
  9. Identify safety tasks, functions and responsibilities and then clearly allocate these to staff that have been suitably trained to carry out the identified safety tasks.
  10. The establishment of a comprehensive health & safety audit system that will analyse the company’s safety performance at least once every year and then set targets for improvement or change.
  11. The employment of competent persons that will support the company in its provision of safety requirements and advise on matters to enable the review and continuous improvement of safety performance.