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At Stewart Milne Group we recognise that slavery and human trafficking are significant human rights issues and are committed to taking appropriate and proportionate steps to mitigating the risk of these occurring within our business and our supply chain.
As a house building, timber frame manufacturing and construction business operating within the UK, the key areas of our operation that could be affected by slavery and human trafficking are our directly hired employees, agency workers working on our behalf, subcontractor operatives working on our sites, and the workforce of our supply chain who supply materials to our business. The steps that we take to mitigate risks in relation to each of these areas are as follows:
We verify that all employees have the right to work in the UK upon commencement of their employment
We make all employees aware of their working hours, leave and absence entitlements and other employment benefits via our induction process and Employee Handbook
We aim to only engage agency workers that are provided by suppliers on our Preferred Supplier List (PSL)
We require all PSL suppliers to (a) ensure their agency workers have the right to work in the UK; (b) confirm that they do not charge workers a work finding fee and (c) to have procedures in place to minimise the risk of recruiting forced or compulsory labour
We ensure their employees have the right to work in the UK
We consider sub-contractors’ approaches to employee rights and any breaches of human rights related legislation during our selection process
We ask all site operatives to provide evidence of their CSCS cards
We want all sub-contractors that purchase materials for use on our sites to consider the risk of modern slavery in their supply chain
We procure the majority of our directly sourced materials from UK based organisations that are required to comply with UK laws on forced labour however, where materials are directly sourced from outside of the UK we consider the risk of slavery and human trafficking as part of our selection process
Our Whistleblowing procedure allows any employee or third party to confidentially raise a concern.
The Group HR Director is responsible for the contents of this statement, which will be reviewed and updated as necessary on at least an annual basis.