Privacy Policy

This privacy policy sets out how Guardwatch Security uses and protects any information that you might send us when you use this website.

We believe that your privacy and your data are important and we’re committed to ensuring that your privacy is protected. If you provide us with information by which you can be identified when using this website, then we promise that it will only be used as we describe in this privacy statement.

The policy sets out:

  • What information we collect from you
  • How we keep it
  • Why we collect it
  • How we use it
  • Your rights
  • What information do we collect from you?

We may collect and process the following data about you:

Information that you provide by filling in forms on our site This includes information you might provide at the time of registering to use certain elements of our site, subscribing to services, posting material or requesting further services. We may also ask you for information when you enter a competition or promotion managed by Guardwatch Security, or when you report a problem with our site;

If you contact us, we may keep a record of that correspondence;

We may also ask you to complete surveys that we use for research purposes, although you do not have to respond to them;

You can access and browse our website site without disclosing personal information. We collect standard Internet log information and details of visitor behaviour patterns to help us identify things such as the number of visitors to the various parts of our site. We collect this information in a way which does not identify anyone

The content of emails that you have sent or received

How we keep it

We really are committed to ensuring that your information is secure. In order to prevent unauthorised access or disclosure, we have put in place appropriate physical, electronic and managerial procedures to secure and safeguard information we collect online.

We do not store credit card details and we do not share customer details with any 3rd parties

Unfortunately, the transmission of information via the Internet is not completely secure. Although we will do our best to protect your personal data, we cannot guarantee the security of your data transmitted to our site; any transmission is at your own risk. Once we have received your information, we will use strict procedures and security features to try to prevent unauthorised access.

Why we collect it

We use information held about you in the following ways:

To provide you with information, products or services that you request from us or which we feel may interest you (where you have consented to be contacted for such purposes

To carry out our obligations associated with any contract entered into between you and us to ensure that content from our site is presented in the most effective manner for you and for your computer

To improve our website

If you do not want us to use your data in these ways, please contact us.

How we use it

We only share your data with other parties where strictly necessary. We may disclose your information to third parties:

Where necessary to fulfil our obligations associated with any contract entered into you between you and us

To enable us to provide maintenance, engineering or troubleshooting services to you in connection with goods or services supplied to you

If we are under a duty to disclose or share your personal data in order to comply with any legal obligation, or in order to enforce or apply our terms of use or terms and conditions of supply and other agreements

To protect the rights, property, or safety of Guardwatch Security, our customers, or others. This includes exchanging information with other companies and organisations for the purposes of fraud protection and credit risk reduction

We will never sell, trade, or rent your personal information with other companies.

Your rights

You have the right to ask us not to process your personal data for marketing purposes. If you do not want us to use your data in this way, please contact us.

The Data Protection Act gives you the right to access information held about you. You can find out what information we hold about you by making a Subject Access Request under the Act. If we hold personal information about you we will give you a description of it, tell you why we are holding it and let you have a copy of it.

If any of the personal information that we hold about you is incorrect or needs updating, or if you want us to delete any personal information, please contact us. We may request that you provide further information and identification to enable us to comply with this request.

Third party links on our website

Our site may contain links to and from the websites of our partner, customers and other third parties. If you follow a link to any of these websites, please be aware that these websites will have their own privacy policies and that we do not accept any responsibility or liability for these policies.

Please check these policies before you submit any personal data to these websites.

Acceptance of our policy

By using this website, you signify your acceptance of our privacy policy. If you do not agree to this policy, please do not use this website. Your continued use of the site following the posting of changes to this policy will be deemed your acceptance of those changes.

If you have any questions about this Privacy Policy, the practices of this site, or your dealings with this site, please contact us.

How we use cookies

Our website may use “cookies” to enhance the user experience.

Web browsers places cookies on their hard drive for record-keeping purposes and to sometimes track information about users.

You can choose to set your web browser to refuse cookies, or to alert you when cookies are being sent. If you do this, please note that some parts of our site may not work properly.develop and maximise their true potential.

We are committed wherever practicable to achieving and maintaining a workforce that broadly reflects the local community in which we operate.


The purpose of this policy is to provide equality and fairness for all in our employment and in the provision of services and not to discriminate on the grounds of gender, marital status, race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion or age.

Under the legislation that pertains to the Equality Act 2010. Guardwatch Security U.K. Ltd opposes all forms of unlawful and unfair discrimination. All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training, will be on the basis of skills and ability.


Guardwatch Security U.K. Ltd commitment to Equality and Diversity is:

• To create an environment in which individual differences and the contributions of all our employees, are recognised and valued.

• To create a working environment that promotes dignity and respect for all. No form of Intimidation, bullying or harassment will be tolerated.

• To ensure training, development and progression opportunities are available to all.

• To promote equality in the workplace, which it believes is good management practice and makes sound business sense.

• To regularly review all employment practices and procedures to ensure that no job applicants, staff are treated less favourably than others.

• To regularly review services to ensure they are accessible and appropriate to all groups within society.

• To treat breaches of the equality policy seriously and to take disciplinary action when required.

• To provide information and training to all employees so that they are fully aware of the issues relating to Equality and Diversity and their responsibilities relating to it.

• To develop an Equality Action plan, to ensure our Equality and Diversity policy is fully implemented.

• To ensure the policy is fully supported by the Company Director.

• To monitor and review the policy annually.

Positive action

Guardwatch Security U.K. Ltd will act positively in using the Equality and Diversity Policy as a means of making public its commitment to provide equal opportunities to all present and future employees.

Guardwatch Security U.K. Ltd encourages all employees to apply for suitable opportunities and to seek training for promotion or in particular skills.

The Equality and Diversity Policy forms part of the Staff Handbook and Contract of Employment.

Training in Equality and Diversity is provided as part of the Induction Programme.

Any form of discrimination by an employee, is treated very seriously and where appropriate will be dealt with using the Disciplinary Procedure.

Positive Discrimination

Positive discrimination is illegal and the recruitment of 'quotas' of particular groups is also illegal.

Discrimination in selection to achieve or secure a balance of persons of different racial groups is also not allowed under the Race Relations Act 1976.

There is an exception, however, which may be appropriate for certain posts in Guardwatch Security U.K. Ltd, i.e. when a genuine occupational qualification (GOQ) is necessary or desirable for a Particular group or sex.

Both the Race Relations Act 1976 and the Sex Discrimination Act 1975 allow these exceptions.


Job descriptions and Person Specifications are prepared for all posts. The job description indicates the responsibilities and tasks to be undertaken by the job holder. The Person Specification describes the qualifications, skills and abilities required.

A list of preferred criteria may also be prepared. Care will be taken to ensure that neither the description nor the specification are discriminatory on the grounds quoted in the Policy Statement.


Guardwatch Security U.K. Ltd will use a range of advertising methods in order to attract the widest pool of appropriate applicants.

Vacancies for new and existing jobs will normally be advertised internally and externally. All our advertising will:

• Contain the statement ' Guardwatch Security U.K. Ltd 'Equal Opportunities Employer'.

• Ensure that we do not exclude, discriminate against, or discourage any particular group from applying nor make it difficult for any one from such a group to apply.

• Refer to the job description and person specification in order give information about the requirements of the job.

• Give clear instructions about obtaining the application pack.

Applications and short listing

All applicants will be asked to fill out an application form which contains only information essential and relevant to the appointment.

Different formats will be made available. Applications will be short listed by at least 2 people. Short listing will be performed on the basis of objective criteria and the extent, to which candidates have shown, in the application form, that they meet the required Person Specification, and can carry out tasks and responsibilities required of the post-holder.

Formal qualifications and standards of literacy and numeracy will only be taken into account when they are recognised as necessary for a particular job. Short listed candidates will be invited to an interview.

Staff and members of the Human Resources responsible for short-listing, interviewing and selection of candidates will be:

• Clearly informed of selection criteria and the need for their consistent application;

• Given guidance on the effects which generalised assumptions about people from groups quoted in the Policy Statement can have on selection decisions;

• Made aware of the possible misunderstandings that can occur between persons from different cultural backgrounds


All interviews will be carried out by a minimum of 2 people, the names and gender of Interviewees will be made available in advance.

The questions asked will seek to gather objective evidence in support of the job description and person specification. The same questions will be asked of all candidates applying for the job.

Disabled candidates will be asked if they need support during the interview process or adjustments should they be offered the position.

Notes will be taken and evidence gathered against the job description and person specification.

All candidates will be asked about their eligibility to work.


All candidates will be scored against the job description and person specification. The highest scoring applicants will be offered the position.

Offers will be made to successful candidates, subject to satisfactory references and CRB check.

All unsuccessful candidates will be informed of the result of their application and offered brief feedback.

CRB Policy

All candidates are required to have a basic CRB check carried out however certain positions we will request enhanced disclosures for all employees. This requirement will be clearly stated in the application pack.

Induction and training

All employees will be required to follow an appropriate induction process to ensure they are equipped to do the job.

All employees will receive training on the Equality and Diversity policy, procedures and action plan as part of their induction.

Flexible working

Guardwatch Security U.K. Ltd will consider all requests for flexible working arrangements constructively and creatively, taking account of the balancing the needs of the organisation with the needs of the individual employee.

Guardwatch Security U.K. Ltd will offer a range of flexible working arrangements and will work collaboratively to identify solutions that suits both the individual and the organisation.


All vacancies will be advertised internally and externally, where appropriate.


All employees have access to a wide range of training opportunities which are regularly circulated.

Training opportunities will be discussed during supervision sessions and selection for training will be made on the basis of both the needs of the business set out in the Business Plan and the personal development of the individual.

Special needs and requirements for people with disabilities or caring responsibilities will be taken into account whenever practicable and methods sought to help them overcome disabilities in taking up training opportunities.

Staff with management, recruitment and selection responsibilities will be given guidance in the implementation of the Equal and Diversity Policy to ensure that they understand their position in law and under the Organisation's policy.

Induction training will include an explanation of the Equal Opportunities Policy and a requirement to undertake formal training within the probationary period of employment

Annual Leave and Religious Holidays

Guardwatch Security U.K. Ltd will not ask about an employee’s religion and will not discriminate against anyone wishing to celebrate their festivals.

Employees are required to use part of their annual holiday entitlement to cover time off for these and must follow the normal holiday booking procedure.

Cultural and religious needs

Where employees, have particular cultural and religious needs, Guardwatch Security U.K. Ltd will consider whether it is reasonably practicable to meet these needs while maintaining the efficiency of the business.

People with disabilities

Guardwatch Security U.K. Ltd will make genuine efforts to recruit people with disabilities and take reasonable steps to make the workplace and individual jobs accessible to people with disabilities.

Guardwatch Security U.K. Ltd will regularly review its facilities for disabled employees, and will try to overcome any problems faced wherever practicable and within reasonable resources available.

Guardwatch Security U.K. Ltd will ensure that people have maximum access to employment opportunities and to meetings and events, regardless of any disability.

Grievance and Disciplinary Procedures

Guardwatch Security U.K. Ltd will take seriously any complaints of discrimination and will not victimise people who make such complaints.

Staff will be made aware as part of the induction process of their responsibilities in relation to Equality and Diversity and that discriminatory behaviour will be fully investigated and dealt with using the Disciplinary Procedure.

Bullying and Harassment

Guardwatch Security U.K. Ltd upholds the right of all employees to be treated with respect and dignity and to work in an atmosphere free of bullying and harassment.

All employees are responsible for ensuring that their own behaviour is sensitive to others and for ensuring that they do not condone or support the bullying or harassing behaviour of others.

All complaints of bullying and harassment will be treated seriously and should be raised using the Grievance Procedure. All complaints will be investigated and where appropriate, the Disciplinary Procedures will be followed.