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Privacy Policy

Objective:

To protect the privacy and personal data of our clients, employees, and partners in accordance with applicable data protection laws.

Policy:

 TITAN APEX SERVICES UK LTD – PRIVACY POLICY

This privacy policy applies to Titan Apex Services UK Ltd We are committed to protecting your privacy. This policy explains how we collect, use and share your personal data. It applies to all personal data we handle, whether we collect it through our website, in person, or through other means.

Information we collect

Identity and contact details

  • Name, address, email address and phone number
  • Professional details

Service-related information

  • Transaction details for services you’ve purchased from us or enquiries about our services
  • Your preferences for our services and your marketing preferences and where relevant information related to loyalty programmes
  • Feedback, complaints and compliments and survey responses

Financial and payment information

  • Payment details for products and services you’ve purchased from us (including where relevant, credit reference information) and where relevant banking or payment card information

Digital information

  • IP address and general location information derived from your IP address
  • Search and browsing behaviour and user journeys
  • Website usage patterns
  • Cookie preferences and tracking

Recordings

  • Call recordings
  • Records of meetings and decisions

Professional information (for job applicants and workers)

  • Employment history
  • Professional experience
  • Required authorisations and licences
  • Professional registrations
  • Information about your right to work in the UK

Special category data

This is special information that the law says is more sensitive (sometimes called “sensitive personal data”). We handle special category data with extra care and protection, and we only collect and use these where legally permitted. This includes:

  • Racial or ethnic origin
  • Religious, political or philosophical beliefs
  • Trade union membership
  • Health information (including dietary requirements, allergies and health conditions)
  • Information that could identify aspects of your sex life
    • Sexual orientation

 

How we collect personal data

  • Directly from you when you: interact with us, contact us, fill out forms.
  • Automatically when you: visit our website, use our technologies, interact with our online services.
  • From third parties: service providers, business partners, previous employers, and organisations or people authorised by you.
  • From publicly available sources: such as Companies House and professional networking sites such as LinkedIn.

 

How we use your information

Data protection law requires us to have proper legal reasons for using your personal data. We can only use your information when we have one or more of these legal bases.

  • Consent – You have clearly agreed to us using your personal data for a specific purpose.
  • Performance of a contract – We need to use your information to fulfil a contract with you, or because you’ve asked us to do something before entering into a contract.
  • Legal duty – We must use your information to comply with the law.
  • Vital interests – We need to use your information to protect someone’s life.
  • Public interest – We need to use your information to perform a task in the public interest or carry out official functions that have a clear legal basis.
    • Legitimate interests – We have a genuine business reason to use your information, or a third party does, but only if this doesn’t unfairly override your rights and interests. Where we rely on legitimate interests as our legal basis, we have conducted balancing tests to ensure our interests do not override your fundamental rights and freedoms. These assessments consider: The nature of our legitimate interest
    • The impact on you
    • Any safeguards we can implement
    • Your reasonable expectations
    • The broader context of our relationship
      • Note that we may process your personal data for more than one legal basis depending on the specific purpose for which we are using your data. We have listed the reasons we process your data and the legal basis below. Please reach out to us if you need further details about the specific legal basis we are relying on to process your personal data.

Managing your account and providing our services

What we use your information:

  • To enable you to access and use our software, including providing login credentials
  • To provide our services to you, including appointment management
  • To contact and communicate with you about our services, including responding to support requests and enquiries and for dealing with complaints or claims
  • Internal record keeping, administrative, invoicing and billing purposes

 

Legal basis for using this information:

  • Performance of a Contract
  • Legal Duty (for billing and record-keeping requirements)
  • Legitimate interests

Types of information we use:

  • Identity and contact details
  • Service related information
  • Financial Information
  • Digital information

 

Client onboarding and verification

What we use your information for:

  • To assess whether to take you on as a new client, including performing anti-money laundering, anti-terrorism, sanction screening, fraud and other background checks

Legal basis for using this information:

  • Performance of a Contract
  • Legal Duty
  • Public Interest
  • Legitimate interests

Types of information we use:

  • Identity and contact details
  • Financial information

Website enquiries and customer service

What we use your information for:

  • To contact and communicate with you about any enquiries you make with us via our website

Legal basis for using this information:

  • Legitimate interests

Types of information we use:

  • Identity and Contact Data
  • Digital Information

Business improvement and development

What we use your information for:

  • Analytics including profiling on our website
  • Market research and business development
  • To operate and improve our services, associated applications and associated social media platforms

Legal basis for using this information:

  • Legitimate interests

Types of information we use:

  • Digital Information

Marketing and communications

What we use your information for:

  • To send you promotional information about our events and experiences and information that we consider may be of interest to you
  • To run promotions, competitions and offer additional benefits to you

Legal basis for using this information:

  • Legitimate interests

Types of information we use:

  • Identity and Contact Data
  • Digital Information

Recruitment and employment purposes

What we use your information for:

  • To consider your application if you have applied to work with us and to keep you up to date with its progress
  • In relation to self-declared disabilities in order for us to make a reasonable adjustments to support your application and any possible future employment
  • In relation to any diversity or equal opportunities monitoring questionnaire data, to monitor and report on our equality and diversity composition and ensure fairness in the recruitment process
  • In relation to any right to work information we collect, in order to ensure we comply with the law in employing you
  • To keep you updated on any other suitable vacancies

Legal basis for using this information:

  • Legitimate interests
  • Legal Duty
  • Consent
  • Performance of a Contract

Types of information we use:

  • Identity and Contact Data
  • Professional Data

Legal compliance

What we use your information for:

  • Comply with our legal obligations or if otherwise required or authorised by law

Legal basis for using this information:

  • Legal Duty

Types of information we use:

  • All relevant Personal Data

Our disclosures of personal data to third parties

We may disclose personal data to:

Service providers

  • IT service providers including our internal IT company (website design and maintenance)
  • Data storage providers including our internal UK-based booking and billing systems
  • Web hosting and server providers
  • Analytics providers including Google analytics

Professional advisers

  • Accountants
  • Auditors
  • Insurers and insurance brokers
  • Legal advisers

Business partners

  • Our existing or potential agents
  • Our business partners or contractors

Corporate transactions

If we merge with or are acquired by another company, or sell our business assets:

  • Your information may be disclosed to our advisers
  • Your information may be disclosed to the potential purchaser’s advisers
  • Your information may be included in the transferred assets

Legal and regulatory bodies

  • Courts and tribunals
  • Regulatory authorities including as required for reporting obligations
  • Law enforcement officers

Other parties

  • Third parties you have authorised
  • Emergency services when necessary
  • Any other parties as required or permitted by law

Overseas transfers

Where we store and access your information

We store your personal data in the United Kingdom. However, your information may be transferred to locations outside the United Kingdom in these circumstances:

  • When our service providers are located overseas
  • When we work with overseas business partners
  • When using cloud-based services or data storage solutions
  • When required by law or legal proceedings

Our approach to overseas transfers

When we transfer your personal data outside the United Kingdom, we ensure it receives appropriate protection by:

  • Only transferring your information to countries that UK data protection law recognises as providing adequate protection for personal data, or
  • Putting in place a contract with the third party that means they must protect personal data to the same standards as the UK.
  • Transferring personal data to organisations that are part of specific agreements on cross-border data transfers with the UK.

What this means for you

We only transfer the minimum amount of personal data necessary and require all recipients to:

  • Protect your information to the same standards required by UK law
  • Use your information only for the purposes we’ve agreed
  • Allow us to monitor how they handle your information
  • Provide you with the same rights over your information that you have under UK law

Data retention

How long we keep your information

We only keep your personal data for as long as we need it to:

  • Provide our services to you
  • Meet our legal, tax, accounting or regulatory obligations
  • Handle any complaints or legal issues that may arise

We may keep your information for longer periods if:

  • You make a complaint that we need to investigate or respond to
  • We reasonably believe legal action involving our relationship with you might occur
  • The law requires us to keep it for specific timeframes

How we decide retention periods

When determining how long to keep your information, we consider:

  • How much information we have and how sensitive it is
  • The risk of harm if the information was accessed without permission
  • Whether we can achieve our purposes in other ways
  • What legal, regulatory, tax or accounting rules require
  • The nature of our relationship with you and the services we provide

What happens when we no longer need your information

Once we no longer need your personal data, we will securely delete or destroy it in accordance with our data retention policies and legal requirements.

Your Rights

You can request information about retention periods for your data and ask for early deletion where legally possible.

Your privacy rights and choices

Providing information

You can choose whether to provide personal data to us, however, if you don’t provide certain information, we may not be able to provide some services. Let us know if you don’t want to provide information and we will let you know when information is required versus optional.

Right of Access

You have the right to ask us for copies of your personal data. You can request other information such as details about where we get personal data from and who we share personal data with. There are some exemptions which means you may not receive all the information you ask for.

Right to Rectification

You have the right to ask us to correct or delete personal data you think is inaccurate or incomplete.

Right to Erasure (“Right to be forgotten”)

You can request deletion of your personal data in certain limited circumstances as set out in data protection law, such as where the data is no longer necessary or has been unlawfully processed. This right is not absolute and we may be required or entitled to retain your data for legal, regulatory or legitimate business reasons.

Right to Restrict Processing

You can ask us to suspend processing where:

  • You contest the accuracy of the data
  • Processing is unlawful but you don’t want erasure
  • We no longer need the data but you need it for legal claims
  • You’ve objected to processing pending verification of our legitimate grounds

Right to opt-out of marketing communications

You can opt-out of receiving marketing communications at any time. Each marketing communication will include an unsubscribe option. You can change your marketing preferences by contacting us. We will process your request as soon as practicable.

Right to Data Portability

Where technically feasible, you can receive your personal data in a structured, commonly used format or have it transmitted to another controller where:

  • Processing is based on consent or contract
  • Processing is automated

Right to Object

You can object to processing based on legitimate interests or for direct marketing purposes. We will stop processing unless we can demonstrate compelling legitimate grounds.

Right to Withdraw Consent

Where processing is based on consent, you can withdraw it at any time without affecting the lawfulness of prior processing.

How to Exercise Your Rights

To exercise any of these rights, contact us using the details below. We may ask for proof of identity and will respond within one month (extendable to three months for complex requests).

These rights are available under data protection law, though some may not apply in every situation. We’ll let you know if any limitations apply when you make a request.

Making a complaint

If you have concerns about how we handle your information.

If you’re unhappy with how we’ve used your personal data, please get in touch with us first using the contact details at the end of this policy. When you contact us:

  • Give us full details about your complaint
  • We’ll investigate your concerns promptly
  • We’ll respond to you in writing explaining what we found and what we’ll do to address your complaint

 

Your right to complain to the regulator

You can also make a complaint directly to the Information Commissioner’s Office (ICO), the UK’s data protection regulator, at any time.

The ICO’s address:

Information Commissioner’s Office

Wycliffe House

Water Lane

Wilmslow

Cheshire

SK9 5AF

Helpline number: 0303 123 1113

Website: https://www.ico.org.uk/make-a-complaint

You don’t have to contact us first before going to the ICO, but we’d appreciate the opportunity to try to resolve your concerns directly with you.

 

Protecting your information

We use multiple layers of security to protect your information.

Technical safeguards

  • Enterprise-grade encryption for data storage and transmission
  • Regular security testing and monitoring
  • Automated threat detection systems

Operational security

  • Staff training on security and privacy
  • Strict access controls based on job requirements
  • Regular security audits and incident response procedures testing

Physical security

  • Secure premises with controlled access
  • Secure disposal of physical documents
  • Equipment security protocols

Public information

Please note that any information you choose to share publicly on online platforms (such as comments or reviews) can be accessed and used by others. We cannot control or protect information that you make publicly available.

Cookies and analytics

Cookies and pixels

We use essential cookies and similar tracking technologies on our website to enhance your browsing experience and improve our services.

What are cookies?

Cookies are small text files that are stored on your device when you visit our website. They help us remember your preferences and understand how you use our site.

Types of cookies we use

  • Essential cookies: Necessary for the website to function properly

Cookie consent

When you first visit our website, you will see a cookie notice explaining our use of cookies. You’ll find more information about the cookies we use in our cookie pop-up.

Managing your preferences

You can change your cookie preferences at any time by:

  • Using our cookie preference centre on the website
  • Adjusting your browser settings to refuse or delete cookies
  • Visiting our cookie policy for detailed information about specific cookies

Please note that disabling certain cookies may affect the functionality of our website and your user experience.

Google Analytics

We use Google Analytics to understand how people use our website. This involves cookies that collect information about your browsing activity. You can opt out of Google’s advertising features through your Google account settings, browser add-ons, or your device’s privacy settings. Google provides various tools and options to control how your data is used for advertising purposes. You can learn more about how Google uses your data and your available options on Google’s privacy pages.

When you sign in with another account (like Google)

What we collect

When you use single sign-on to connect with us, we’ll receive personal data from that provider based on your privacy settings with them. This may include your name, username, profile picture, and other details you’ve chosen to share.

How we use it

We use this information to create your profile on our platform and give you access to our services.

Your rights

If you connected through Google, you can ask us to delete the personal data we received from Google. To do this, email us at our email below and tell us what information you’d like deleted. If we can’t delete certain information, we’ll explain why.

Use of location services data

We collect your precise or approximate location via our website for the following purposes:

To understand where our website visitors are located globally

To improve our service delivery and understand our customer base

For analytics and business intelligence purposes

For security and safety

To prevent and detect fraud

As permitted by law

We collect this information when you visit our website. If you do not want us to use your location for the purposes above, you should turn off the location services in your account settings. If you do not provide geolocation data to us, it may affect our ability to work with you as a customer or supplier of our business.

Amendments

We may update this policy at any time by posting the revised version on our website. We recommend that you review our website regularly to stay current with any policy changes.

Our contact details

Privacy contact email: legal@titanapexservices.com

Last update: 01/03/2026

© LegalVision Law UK Ltd

Objective:

To outline the terms and conditions for the use of our services and website.

Policy:

Acceptance: By using our services or website, you agree to comply with these terms of use.

Service Provision: We will provide services as described in the contract or service agreement.

User Conduct: Users must not engage in any unlawful or prohibited activities while using our services or website.

Intellectual Property: All content on our website is protected by intellectual property laws and must not be used without permission.

Liability: We are not liable for any damages arising from the use of our services or website beyond our control.

Amendments: We reserve the right to amend these terms of use at any time, with changes effective upon posting on our website.

Objective:

To ensure equal pay for equal work, irrespective of gender, and to actively work towards reducing and eventually eliminating any gender pay gap within the organization.

Policy:

Equal Pay for Equal Work: We are committed to paying employees equally for the same or equivalent work, regardless of gender.

Regular Audits: Conduct regular audits and analysis of our pay structures and data to identify and address any gender pay disparities.

Transparency: Maintain transparency in our pay scales and practices.

Support and Development: Offer support and development opportunities equally to all employees to ensure career progression is based on merit.

Reporting: Comply with statutory requirements for gender pay gap reporting and publish annual reports on our findings and actions.

Objective:

To minimize our environmental impact and promote sustainability in all aspects of our business operations.

Policy:

 

 Environmental, Social and Governance (ESG) Policy

Last updated: 16/02/2026

  1. Introduction

Titan Apex Services UK Ltd our company is a specialist provider of commercial and residential cleaning services to clients across the UK and Jamaica. Our innovative dual-office structure delivers round-the-clock support to hundreds of businesses and property owners through strategic international operations.

  1. Purpose

The purpose of this Environmental, Social and Governance (ESG) Policy is to outline our commitment to conducting our business in a socially responsible and environmentally sustainable manner. This Policy also sets out our commitment to upholding high standards of corporate governance within our business.

This Policy aims to ensure that all of our personnel, including employees, agents, contractors and sub-contractors act in a manner that is consistent with our commitment to upholding environmental, social and governance principles.

  1. Commitment to achieving Net Zero

The Company is committed to achieving Net Zero emissions by 2050, as we recognise that climate change has a sustained negative impact on our lives and our future. As such we are committed towards working to ensure that all aspects of our business operate with minimal environmental impact in order to create a better world for future generations.

Our Carbon Reduction Plan (which will be provided to Personnel upon request) enables us to assess the environmental impact of our activities and track our progress towards achieving a carbon-neutral future.

  1. Scope

This Policy applies to all of our Personnel.

  1. Responsibilities

5.1. Management

Our management is responsible for:

  • ensuring that Personnel are aware of this Policy and Carbon Reduction Plan and understand our commitment to environmental, social and governance principles.
  • providing training and support as we deem necessary to ensure Personnel can act in accordance with this Policy and Carbon Reduction Plan; and
  • regularly reviewing and updating this Policy and Carbon Reduction Plan to address changes in technology, legislation, or our company requirements.

 

5.2. Personnel

All Personnel are responsible for:

 

  • complying with this Policy and Carbon Reduction Plan during the course and scope of their engagement with us; and
  • reporting any actual or suspected misuse, security breaches, or Policy violations to management.

 

  1. Environmental Responsibility

We recognise that climate change is one of the largest economic challenges that society currently faces. We are committed to reducing our greenhouse gas emissions across our business, as well as factoring climate change-related impacts into our decision-making processes. As a business, we:

  • comply with applicable environmental laws and regulations.
  • promote controls on heat and light, including internal lighting with sensors, external lighting on timers.
  • ensure high levels of natural light to minimise the waste and cost of artificial light, which is provided via a highly efficient LED system.
  • utilise metered energy, which is monitored annually and provided by a green supplier.
  • encourage Personnel to regulate internal heating to keep the office at an efficient temperature.
  • promote the reduced reliance on cars in preference for cleaner and more efficient modes of transport.
  • provide video conference facilities to support remote working and remote delivery of teaching, training, and technical support services.
  • invest in our digital infrastructure, skills, and capacity to deliver more remote support and solutions; and
    • Promote and operate paper-light working practices by: ensuring printers that automatically set to print double-sided and greyscale
    • using natural resources responsibly, and FSC-certified paper stock
    • promoting the use of digital document display and dissemination
    • ensuring TV screens in meeting rooms that negate the need for hardcopy papers
    •  

 

  1. Social Responsibility

We are committed to being a good corporate citizen by promoting best social responsibility practices. As a business, we:

  • have a zero-tolerance approach to discrimination and the violation of human rights.
  • have a zero-tolerance approach to modern slavery (which includes a range of exploitative practices such as human trafficking, slavery, forced marriage, forced labour, debt bondage, and other slavery-like practices);
  • promote diversity and inclusion in our day-to-day business and our hiring practices.

 

 

  • promote employee wellness and comply with applicable health and safety laws.
  • promote fair labour practices within our organisation and comply with applicable employment laws; and
  • treat the personal information of individuals in accordance with applicable data protection laws.

 

  1. Governance Practices

We want to operate a transparent and accountable corporate structure, and one that ensures fair and ethical decision-making processes take place at all levels of the business. As a business, we:

  • provide accurate and timely disclosure of financial and non-financial information to stakeholders; and
  • have policies restricting gifts and entertainment to prevent corruption and bribery.

 

  1. Compliance

Personnel must comply with all relevant laws and regulations, including but not limited to:

  • UK GDPR and Data Protection Act 2018
  • Modern Slavery Act 2015
  • Companies Act 2006
  • Health and Safety at Work etc. Act 1974
  • Equality Act 2010.

 

We may monitor practices of Personnel in our business and take appropriate action if we consider that a breach of this Policy is occurring.

  1. Violations

Any violation of this Policy may result in disciplinary action, including termination of employment or termination of any agreement or engagement with us (in respect of workers and contractors). We may also pursue legal action against individuals who breach this, Policy.

  1. Policy Review

This Policy will be reviewed annually or as required by changes in technology, legislation, or our needs. Personnel will be notified of any updates to the Policy and must comply with the Policy as revised.

Personnel acknowledge that they have read, understood, and agree to adhere to this Policy.

Objective:

To promote equality and diversity within our workforce and ensure a working environment free from discrimination.

Policy:

 

 Equal Opportunities Policy

Last updated: 16/02/2026

Introduction

This policy sets out how Titan Apex Services UK Ltd the company approaches the promotion of equal opportunities in the workplace, ensuring fair treatment for all individuals we work with.

Who does this policy apply to?

All employees, workers, contractors, agency staff, volunteers, and consultants you must follow this policy, except where we specify otherwise.

Who is responsible for this policy?

All managers must:

  • ensure their team members understand and follow this policy
  • address concerns or breaches fairly and consistently
  • consult senior management when unsure how to apply this policy.

 

All staff must comply with this policy and raise any concerns they may have.

Non-compliance

If you are an employee, worker or agency worker, you should raise any concerns about potential breaches of this policy with your manager. Other staff should speak to their contact in the Company. We may take action under our disciplinary procedure if you are an employee and you fail to comply with this policy. In the case of workers, agency workers and contractors, if you breach this policy we may terminate your engagement.

Questions about this policy

Contact your manager if you have questions about this policy or how it applies to you.

  1. Equal opportunities statement

1.1 We commit to promoting equal opportunities in employment. You and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation Protected Characteristics. We also commit to providing equitable treatment to all those we deal with as an organisation, including clients, customers and suppliers.

1.2 We aim to encourage and support diversity, equity and inclusion and actively promote a culture that values differences and eliminates discrimination in our workplace. This policy applies to all aspects of your employment with us, including recruitment, pay, benefits and conditions, flexible working and leave, training, appraisals, promotion, conduct in the workplace, disciplinary and grievance procedures, and termination of

employment.

  1. Diversity and inclusion training

2.1 We will ensure that managers receive appropriate training on recognising and avoiding discrimination, harassment and victimisation, and promoting equality of opportunity and diversity in the areas of recruitment, development and promotion. This training may be provided as part of general management training or specific equality and diversity programmes.

2.2 We will provide training and information to ensure that everyone understands the contents of this policy and our harassment and bullying policy. This may be delivered through induction programmes, regular training sessions, or other appropriate methods to maintain awareness of our equal opportunities’ commitments.

  1. Discrimination

3.1 You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work events including social events.

3.2 This policy prohibits the following forms of discrimination, which are also unlawful:

(a) Direct discrimination: treating someone less favourably because of a protected characteristic. For example, rejecting a job applicant because of their religious views or because of their sexual orientation.

(b) Indirect discrimination: applying a provision, criterion or practice to everyone that adversely affects people with a particular protected characteristic more than others, without justification. For example, implementing a “no headwear” policy in the workplace would disproportionately affect individuals whose religion requires them to wear head coverings such as turbans, hijabs, or kippot. We would consider such a requirement discriminatory unless we can objectively justify it.

(c) Harassment: this includes sexual harassment and other unwanted conduct related to a protected characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. We address harassment further in our harassment and bullying policy.

(d) Victimisation: retaliating against someone who has complained or has supported someone else’s complaint about discrimination or harassment. This includes where someone mistakenly believes that the person victimised has done so.

(e) Disability discrimination: this includes any unjustified less favourable treatment because of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

  1. Disabilities

4.1 If you have a disability or become disabled, we encourage you to tell us about your

condition so that we can consider what reasonable adjustments or support may be appropriate.

  1. Recruitment and selection

5.1 We will conduct recruitment, promotion and other selection exercises such as redundancy selection on the basis of merit, against objective criteria that avoid discrimination. When recruiting or promoting, we will take steps to improve the diversity of our workforce and provide equality of opportunity. We recommend that more than one person conducts shortlisting where possible.

5.2 We will generally advertise vacancies to a diverse section of the labour market. We will ensure advertisements avoid stereotyping or using wording that may discourage particular groups from applying.

5.3 We will not ask job applicants questions which might suggest an intention to discriminate on grounds of a protected characteristic. For example, we will not ask applicants whether they are pregnant or planning to have children.

5.4 We will not ask job applicants about health or disability before making a job offer, except in the very limited circumstances the law allows: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if we need any adjustments at interview because of a disability. Where necessary, we can make job offers conditional on a satisfactory medical check. We may include health or disability questions in equal opportunities monitoring forms, which we must not use for selection or decision-making purposes.

5.5 The law requires us to ensure that all employees are entitled to work in the UK. We will not make assumptions about immigration status based on appearance or apparent nationality. All prospective employees, regardless of nationality, must produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. You can obtain the list of acceptable documents from UK Visas and Immigration.

  1. Criminal record checks

6.1 Where we assess suitability for positions using criminal record checks processed through the Disclosure and Barring Service, we agree to comply with the DBS Code of Practice and undertake to treat all applicants fairly, in line with the code. You can find a copy of the code here.

6.2 We will only carry out an application for a criminal record check if we identify it as required for the role, in accordance with the Rehabilitation of Offenders Act 1974 (Exceptions) Order. Where we identify a need for a criminal record check, we will ensure, so far as reasonably practicable, that all application forms, job adverts and recruitment briefs contain a statement that we will submit an application for a DBS certificate if we successfully offer a candidate a position with us.

6.3 We will only ask applicants to provide information about convictions and/or cautions that we are legally entitled to know about. We further agree to only ask about convictions and/or cautions that are not protected and we commit to treating any ex-offender equally. Failing to reveal information that directly relates to the position you

apply for could lead to withdrawal of an offer of employment.

6.4 We agree not to treat anyone unfairly on the basis of a conviction or other information we discover through a DBS check and undertake to discuss any matter a DBS certificate reveals with the affected individual before making any decisions on their prospective and/or ongoing employment.

  1. Part-time and fixed-term work

7.1 We will treat part-time and fixed-term employees the same as comparable full-time or permanent employees and ensure they enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless we can justify different treatment.

  1. Breaches of this policy

8.1 We take a strict approach to breaches of this policy, which we will address through our disciplinary procedures. In the case of employees, we may treat serious cases of deliberate discrimination and victimisation as gross misconduct resulting in summary dismissal. In the case of workers, agency workers and contractors, if you breach this policy we may terminate your engagement.

8.2 If you believe that you have suffered harassment, bullying or discrimination, or witnessed it happening to someone else in the workplace, you can raise the matter through our grievance procedures or our harassment and bullying policy as appropriate. In the case of workers, agency workers and contractors, we encourage you submit a formal complaint. We will treat complaints in confidence and investigate them appropriately.

8.3 We will not tolerate victimisation or retaliation against staff who complain about or report discrimination. If you are an employee, and believe we have victimised you for making a complaint or report of discrimination, or you have witnessed it happening to someone else in the workplace, you should raise this through our grievance procedures or our harassment and bullying policy as appropriate. If you are a worker, agency worker or contractor, we encourage you to submit a formal written complaint to us.

8.4 We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that we adhere to diversity, equity and inclusion principles in the workplace. However, we will treat making a false allegation in bad faith, or that you know to be untrue, as misconduct and deal with it through our disciplinary procedures. In the case of workers, agency workers or contractors, if you submit false allegations we may terminate your engagement.

  1. Equality and Diversity Monitoring Form

9.1 We may ask you to complete an equality and diversity monitoring form. This form helps us track the diversity of our workforce and identify any areas where we may need to improve our practices.

9.2 Please ask your manager for the Equality and Diversity monitoring form.

9.3 Completion of this form is voluntary and confidential. The information provided is used solely for monitoring purposes and will be kept separate from your employment records.

Objective:

To ensure that modern slavery and human trafficking are not taking place within our business or supply chains

Policy:

 Modern Slavery Statement

Last updated: 16/02/2026

About us

We are Titan Apex Services UK Ltd; a company registered in England and Wales. Our head office is located at Suite Riviera, Vintage House, 36/37 Albert Embankment, London SE1 7TL, England.

We oppose slavery and human trafficking in all its forms. We are committed to improving our practices to combat modern slavery and human trafficking in our business by taking steps, as far as we are able, to ensure that our supply chains are free from slavery and human trafficking.

Our annual consolidated turnover is under £36 million. Although we are not required to make a modern slavery statement under section 54 of the Modern Slavery Act 2015 (Act), we are making this voluntary Statement to show our commitment to ethical trading principles and to set out the steps we have taken or intend to take to identify risks and tackle modern slavery and human trafficking in our business and in our supply chains.

We operate in low-risk industries and geographic locations; our supply chains consist primarily of financial, legal and tax advisors, consultants and IT service suppliers.

Modern slavery

Modern slavery includes any conduct that constitutes modern slavery under the Act and includes child labour, human trafficking, forced labour, debt bondage, deceptive recruitment for labour and services, slavery and slavery-like practices, servitude and other forms of serious exploitation.

Indicators of modern slavery may include:

  • excessive working hours.
  • abusive working conditions; and
  • underpayment, no payment or withholding of payment of wages.

Assessing and managing risk

We have implemented or intend to implement the following measures to identify, reduce and combat the risks of modern slavery in our operations and supply chains:

  • investigating allegations of modern slavery in our business operations and supply chains.
  • engaging with our suppliers to improve our position in preventing and readily identifying, reducing and combatting modern slavery risks in relation to our supply chains.

  • only employing agency workers through reputable employment agencies that we believe adhere to our anti-slavery and human trafficking policy.
  • training our staff on their obligations under our internal policies and this Statement; and
  • implementing processes to mitigate modern slavery risks that we consider necessary and reviewing such processes from time to time.

Due diligence

We expect those we do business with to address modern slavery within their own business operations and supply chains to the same standard. We vet suppliers and sub-contractors to ensure they are committed to ethical labour practices. Accordingly, before entering into, or during the term of, an agreement with any third party for services or supply arrangements, we may endeavour to obtain from that supplier certain assurances of compliance with the Act and/or our internal policies, and the prevention of modern slavery within their supply chains. We may also investigate any modern slavery concerns identified in relation to our suppliers, who are then expected to cooperate, and, where relevant, procure their suppliers, contractors, agents and related entities to cooperate, with our investigations and any further measures we consider are appropriate to mitigate the identified modern slavery concerns.

Effectiveness in combatting slavery and human trafficking

We monitor our compliance with modern slavery obligations through the following measures:

  • Incident Reporting: Tracking and investigating any reported concerns or suspected incidents of modern slavery or human trafficking in our operations and supply chains, including the nature of concerns raised and actions taken in response.
  • Training and Awareness: Recording training provided to relevant staff on modern slavery awareness, risk identification, and reporting procedures, including the number of employees trained and frequency of training delivery.
  • Supplier Engagement: Maintaining records of communications with suppliers regarding our expectations on modern slavery compliance, including the incorporation of modern slavery provisions in our supplier agreements.
  • Policy Review: Conducting periodic reviews of this policy and our modern slavery practices to ensure continued compliance with legal obligations and evolving best practice.

We recognise that our approach to measuring effectiveness continues to develop as we enhance our understanding of modern slavery risks in our business and supply chains. We are committed to strengthening our monitoring processes and expanding our key performance indicators as our capabilities mature.

Where incidents or risks are identified, we prioritise taking appropriate remedial action and using these findings to improve our systems and processes for preventing modern slavery.

Staff and Training

All staff have a role to play in preventing, detecting and reporting modern slavery risks. Our staff are required to immediately notify management of any actual or suspected modern slavery which may be in breach of our internal policies.

We encourage this through our regular meetings with relevant personnel. We may also conduct anonymous surveys for our staff to report back to us on various parts of our business.

Our staff must immediately notify management if they engage with a supplier who engages in, or is suspected to engage in, modern slavery or fails to take measures to prevent modern slavery risks in their supply chains. We may further investigate the supplier’s supply chains and assess whether its operations are consistent with any contracts we may have in place with the supplier.

Variations to this Statement

We may vary, remove or replace this Statement at any time.

Objective:

To promote and maintain the highest standards of occupational health and safety for our employees.

Policy:

Safe Environment: Provide a safe and healthy working environment for all employees.

Risk Assessment: Conduct regular risk assessments and implement measures to mitigate identified risks.

Training: Provide health and safety training to all employees.

Reporting: Encourage employees to report health and safety concerns and take prompt action to address these.

Compliance: Comply with all relevant health and safety legislation and regulations.