Please use the below links to view the relevant policies.
- Anti-Slavery & Human Trafficking Policy
- Equality Policy
- Health & Safety Policy Statement
- Carbon Emissions Report
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 his 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, 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 are 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 encompasses slavery, servitude, forced and compulsory labour, bonded and child labour, and human trafficking. Human trafficking involves arranging or facilitating the travel of another person with a view to exploitation. Modern slavery is a crime and a violation of fundamental human rights.
Commitments
- A Zero tolerance approach to modern slavery in our organisation and supply chains.
- Responsibility for prevention, detection, and reporting of modern slavery in any part of our organization and our supply chain is the responsibility of all those working for us or on our behalf.
- Engage with clients and suppliers to address modern slavery risks.
- Adopt a risk-based approach to processes and review them regularly.
- Include prohibitions against modern slavery in contracts where appropriate.
- Require employment agencies and suppliers to confirm compliance with this policy.
- Conduct audits of suppliers where warranted.
- Take appropriate action against breaches, including remediation or termination of relationships with non-compliant third-party organisations.
Reporting Procedure
If any employee or any person working on our behalf suspect modern slavery or human trafficking it must be reported immediately to: hr@avitagroup.co.uk
The HR and Finance Manager: claire.burbidge@avitagroup.co.uk
Confidentiality will be maintained where possible.
| Version | Date | Name | Position |
|---|---|---|---|
| 1.7 | November 2025 | IW | Operations Manager |
Equality Policy
Introduction
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.
Scope
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).
Principles
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:
- Encourage equality and diversity in the workplace as they are good practice and make business sense
- 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.
- 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.
- 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.
- 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.
- Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- 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.
- 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.
Discriminative Grievance
If you believe that you have been subject to direct or indirect discrimination because of a protected characteristic, please refer to the Employee Handbook. The Complaints & Grievance Policy should be followed, and details of the grievance should be directed to the HR and Finance Manager Claire Burbidge by email to claire.burbidge@avitagroup.co.uk.
Use of Avita Group’s Complaints & Grievance Policy and/or Disciplinary Policy does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
| Version | Date | Name | Position |
|---|---|---|---|
| 5 | January 2025 | LB | Business Support Manager |
Health & Safety Policy Statement
Compliance and Commitment
Avita Tech Ltd (T/A Avitagroup) commits to ensuring, as far as reasonably practicable, the health, safety, and welfare of our employees and others affected by our operations. We aim to:
- Control risks from work activities
- Consult with employees on health and safety matters
- Provide safe working conditions and equipment
- Provide necessary training and supervision
- Prevent accidents and health issues
- Comply with relevant Health, Safety and Fire legislation
Managing Director Responsibilities:
- Implement and adapt the health and safety policy as needed
- Ensure sufficient resources are allocated to meet safety objectives
Management Responsibilities:
- Prioritise health and safety to prevent injuries and property damage
- Protect all persons from foreseeable risks
Employees Duties and Consultation:
- Employees are informed of their duties under this policy
- Regular consultation with employees to integrate their feedback and improve safety practices
Systematic Safety Management
We have implemented arrangements to support the effective implementation of this health and safety policy and we commit to:
- Identify hazards, assess risks, and determine control measures
- Ensure all employees understand and follow the necessary safety procedures
- Prepare emergency procedures, including evacuation in case of fire or other significant incidents, are clearly set out and communicated to all staff
We view health and safety legislation as a minimum standard to exceed, expecting management to meet their targets without compromising safety.
Our full Health & Safety Policy is available on request at enquiries@avitagroup.co.uk
| Version | Date | Name | Position |
|---|---|---|---|
| 1.6 | September 2025 | IW | Operations Manager |
Carbon Emissions Report
In accordance with government guidelines, Scope 3 emissions will be included in our annual reports from 2025 onwards
| Avita Carbon Footprint 2025 | CO2e |
|---|---|
| Scope 1 | 3.8 tons |
| Scope 2 | 21.4 tons |
| Scope 3 | 33.7 tons |
| Total | 58.9 tons |
| Avita Carbon Footprint 2024 | CO2e |
|---|---|
| Scope 1 | 6.4 tons |
| Scope 2 | 7.0 tons |
| Total | 13.4 tons |
| Avita Carbon Footprint 2023 | CO2e |
|---|---|
| Scope 1 | 9.1 tons |
| Scope 2 | 9.7 tons |
| Total | 18.8 tons |
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.