Additional Policies

The below policies are listed and available for public viewing as required

Please use the below links to view the relevant policies.

Anti-Slavery & Human Trafficking Policy

This Avita Group Policy is approved by the Board of Directors; it represents the Avita Group Board’s direction to the business on this topic. Compliance with this policy is mandatory through aligning Avita Tech Ltd System processes and people behaviours to the commitments below.

Policy Statement

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, agents, contractors and suppliers. Avita Group strictly prohibits the use of modern slavery and human trafficking in our operations and supply chain. We have and will continue to be committed to implementing systems and controls aimed at ensuring that modern slavery is not taking place anywhere within our organisation or in any of our supply chains. We expect that our suppliers will hold their own suppliers to the same high standards.

Modern Slavery and Human Trafficking

Modern slavery is a term used to encompass slavery, servitude, forced and compulsory labour, bonded and child labour and human trafficking. Human trafficking is where a person arranges or facilitates the travel of another person with a view to that person being exploited. Modern slavery is a crime and a violation of fundamental human rights.

We are a company that expects everyone working with us, or on our behalf, to support and uphold the following measures to safeguard against modern slavery:

  • We have a zero-tolerance approach to modern slavery in our organisation and our supply chains.
  • The prevention, detection and reporting of modern slavery in any part of our organisation or supply chain is the responsibility of all those working for us or on our behalf. Workers must not engage in, facilitate or fail to report any activity that might lead to, or suggest, a breach of this policy.
  • We are committed to engaging with our clients and suppliers to address the risk of modern slavery in our operations and supply chain.
  • We take a risk-based approach to our processes and keep them under review.  We assess whether the circumstances warrant the inclusion of specific prohibitions against the use of modern slavery and trafficked labour in our contracts with third parties. Using our risk-based approach, we will also assess the merits of writing to suppliers requiring them to comply with this policy, which sets out the minimum standards required to combat modern slavery and trafficking.
  • Consistent with our risk-based approach we may require:
    • Employment and recruitment agencies and other third parties supplying workers to our organisation to confirm their compliance with our Policy.
    • Suppliers engaging workers through a third party to obtain that third parties’ agreement to adhere to the Policy.
  • As part of our ongoing risk assessment and due diligence processes we will consider whether circumstances warrant us carrying out audits of suppliers for their compliance with our Policy.
  • If we find that other individuals or organisations working on our behalf have breached this Policy, we will ensure that we take appropriate action.  This may range from considering the possibility of breaches being remediated and whether that might represent the best outcome for those individuals impacted by the breach, to terminating such relationships.

The Anti-Slavery & Human Trafficking Policy is fully supported by senior management and has been agreed with employee representatives.

Equality, Diversity & Inclusion Policy


Avita Group is committed to encouraging equality and diversity among our workforce and eliminating unlawful discrimination.

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

The Company – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of Clients or the public.


The scope of this Policy applies to all Avita Group employees, including permanent and temporary employees as well as Consultants and Contractors.  All are obliged to adhere to this policy.  Failure to comply with this policy may be regarded as a disciplinary matter and will be dealt with in line with Avita Group’s Disciplinary Policy with possible sanctions up to and including summary dismissal (or termination of contract for temporary workers/Consultants/Contractors).


The policy’s purpose is to:

  • Provide equality, fairness and respect for all in our employment, whether temporary, on a contract-basis, part-time or full-time
  • Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, being pregnant or on maternity leave, race (including colour, nationality, and ethnic or national origin), religion or religious or philosophical belief, sex (gender) and sexual orientation.
  • Oppose and avoid all forms of unlawful discrimination. This includes, but is not limited to, 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.

The Company commits to:

  1. Encourage equality and diversity in the workplace as they are good practice and make business sense
  2. Create a neutral 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.
    • All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, during their employment, against fellow employees, Clients, 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 during the Company’s work activities
    • Such acts will be dealt with as misconduct under Avita Group’s Complaints & Grievance Policy and/or Disciplinary Policy, and any 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.
    • Harassment is a discriminatory act, and although difficult to define, in the main it is unwanted behaviours by one employee towards another person. Examples of this include, but are not limited to, patronising or belittling comments, comments about appearance/body/clothes, unwelcome sexual invitations or pressure.
  4. Recognise that it has clear obligations towards all its employees, and the community at large, to ensure that people with disabilities are afforded equal opportunities to enter employment and to progress within the Company. Avita Group endeavours to follow procedures to provide for fair consideration and selection of disabled applicants and to satisfy their training and career development needs.
  5. 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 Company.
  6. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  7. 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.
  8. Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the Equality Policy.
    • Monitoring will also include assessing how the Equality Policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and acting to address any issues

The Equality Policy is fully supported by senior management and has been agreed with employee representatives.

Health & Safety Policy Statement

The following is a statement of the Company’s health and safety policy in accordance with Section 2 of the Health and Safety at Work etc. Act 1974.

It is the policy of Avita Tech Ltd to ensure so far as is reasonably practicable, the health, safety and welfare of all employees working for the Company and other persons who may be affected by our undertakings.

As a business we acknowledge that the key to successful health and safety management requires an effective policy, organisation and arrangements, which reflect the commitment of senior management. To maintain that commitment, we will contnually measure, monitor, improve and revise where necessary, our Occupational Health and Safety (OHS) management system to ensure that health and safety standards are adequately maintained.

The Directors will implement the Company’s health and safety policy and recommend any changes to meet new circumstances. The Company recognises that successful health and safety management contributes to successful business performance and will allocate adequate finances and resources to meet these needs.

The management of Avita Tech Ltd looks upon the promotion of health and safety measures as a mutual objective for themselves and employees. It is therefore, the policy of management to do all that is reasonably practicable to prevent personal injury and damage to property. Also, the Company aims to protect everyone, including visitors and members of the public, in so far as they come into contact with our activities, from any foreseeable hazard or danger.

All employees have duties under the Health and Safety at Work etc. Act 1974 and are informed of their personal responsibilities to take due care of the health and safety of themselves and to ensure that they do not endanger other persons by their acts or omissions. Employees are also informed that they must co-operate with the Company in order that it can comply with the legal requirements placed upon it and in the implementation of this policy. We are committed to continued consultation with the workforce to enable all viewpoints and recommendations to be discussed at regular intervals.

The Company will ensure a systematic approach to identifying hazards, assessing the risks, determining suitable and sufficient control measures and informing employees of the correct procedures needed to maintain a safe working environment. We will provide, so far as is reasonably practicable, safe places and systems of work, safe plant and machinery, safe handling of materials and substances, the provision of adequate safety equipment and ensure that appropriate information, instruction, training and supervision is given.

We regard all health and safety legislation as the minimum standard and expect management to achieve their targets without compromising health and safety.

Carbon Emissions Report 2023

Below is a detailed breakdown of our carbon emissions for the year 2023. This report includes our Scope 1 (direct emissions), Scope 2 (indirect emissions from purchased electricity), and the average CO2 emissions per employee. Our commitment to transparency and sustainability is reflected in the monitoring and reporting of these key metrics.

Avitagroup Carbon Footprint 2023CO2 Emissions
Scope 19.1 tons CO2
Scope 29.7 tons CO2
Total18.8 tons CO2
Average per employee per day2.59kg CO2

We are continuously working to reduce our carbon footprint and have implemented several initiatives aimed at achieving this goal. This report serves as a benchmark for our progress and a foundation for our future sustainability efforts.