1. Purpose
The Company is committed to complying with all statutory employment obligations and to ensuring that employees are aware of their legal rights, including rights relating to representation, pay, working time and leave.
This policy sets out how the Company meets its obligations in relation to trade union rights, statutory enforcement bodies and employment record-keeping.
2. Trade Union Rights and Representation
Employees have the legal right to join a trade union of their choice or not to join a trade union. The Company is neutral in relation to trade union membership and will not subject employees to disadvantage, detriment or unfair treatment on the basis of union membership or non-membership.
Where a recognised trade union or employee representative has a legal right of access, the Company will facilitate reasonable access in accordance with applicable legislation and operational requirements.
3. Statutory Enforcement and Compliance
The Company complies with all applicable employment legislation, including obligations relating to pay, working time, holidays, statutory sick pay and other statutory rights.
The Company acknowledges that statutory enforcement bodies may have powers to investigate compliance, request information and take enforcement action where appropriate. The Company will cooperate with lawful requests and expects employees and managers to maintain accurate records and act in accordance with Company policies.
4. Holiday Entitlement and Record-Keeping
All employees are entitled to statutory holiday leave and, where applicable, contractual holiday leave in accordance with their terms of employment and current legislation.
The Company will maintain appropriate records of:
Holiday entitlement and usage Requests and approvals Carry-over where applicable
Employees are responsible for requesting leave in accordance with Company procedures. Managers are responsible for ensuring holiday records are accurate and up to date.
5. Employee Responsibilities
Employees are expected to:
Comply with Company policies and procedures Provide accurate information where required for statutory purposes Raise any concerns relating to statutory rights or record accuracy promptly
6. Manager Responsibilities
Managers are responsible for:
Acting in accordance with statutory obligations Ensuring accurate and timely record-keeping Treating union-related matters lawfully and neutrally Escalating compliance concerns where appropriate.
7. Equality Awareness
The Company recognises the importance of awareness and understanding in promoting a respectful and inclusive working environment. Employees and managers are expected to behave in a manner that supports equality, dignity and mutual respect at work.
The Company may take reasonable steps to raise awareness of equality-related matters, including gender and race equality, through guidance, communication or training where appropriate in our Quality system themed week areas.
The Company recognises that health-related matters, including menopause and other conditions, can affect individuals at different stages of their working lives.
Employees are encouraged to raise concerns or request reasonable support where health-related issues may be impacting their work. The Company will consider reasonable adjustments and supportive measures on a case-by-case basis, taking account of individual circumstances and operational requirements.
All health-related discussions will be treated sensitively and confidentially where possible.
The Company acknowledges that individual circumstances may vary and that employees may require support in relation to a range of personal or wellbeing matters.
The Company aims to foster a working environment in which employees feel able to raise concerns, seek support and engage in open dialogue without fear of disadvantage. Support measures will be considered in line with Company policies, legal obligations and operational needs.
8. Equality, Diversity and Fair Pay
The Company is committed to providing equality of opportunity and to ensuring that employees are treated fairly and without discrimination. Decisions relating to pay, progression, training and development are made based on role requirements, skills, experience and performance.
The Company seeks to ensure that pay practices are fair and equitable and does not tolerate discrimination on the basis of sex, race, ethnicity, disability, age, religion or belief, sexual orientation, gender reassignment, marital or civil partnership status, pregnancy or maternity, or any other protected characteristic.
Where required by law, the Company will assess and report on pay equality and take reasonable steps to address any identified disparities.
9. Review
This policy will be reviewed and updated as necessary to reflect changes in legislation and statutory guidance.
Policy last issued and owned by Mr. Cutler 7 January 2026. The latest version can always be found at oilanalysislab.com. Any other versions, including paper copies, are to be treated as uncontrolled.
