Data Protection Policy

Introduction

Life Balance, for the purposes of this document abbreviated to LB

We hold personal data about our employees, clients, suppliers and other individuals for a variety of business purposes.

We take the security and privacy of personal data seriously.  We intend to comply with our legal obligations under the Data Protection Act 2018 (the ‘2018 Act’) and the EU General Data Protection Regulation (‘GDPR’) in respect of data privacy and security. And updated act 2025

This policy sets out how we seek to protect personal data and ensure that staff/associate trainers understand the rules governing their use of personal data to which they have access in the course of their work. In particular, this policy requires staff/associate trainers to ensure that the Data Protection Manager be consulted before any significant new data processing activity is initiated to ensure that relevant compliance steps are addressed.

This policy applies to current and former employees and consultants.  If you fall into one of these categories then you are a ‘data subject’ for the purposes of this policy.  You should read this policy alongside your contract of employment (or contract for services) and any other notice we issue to you from time to time in relation to personal data.  You must be familiar with this policy and comply with its terms.

This policy supplements our other policies relating to internet and email use.  We may supplement or amend this policy by additional policies and guidelines from time to time. Any new or modified policy will be circulated to staff before being adopted.

The Company has separate policies and privacy notices in place in respect of job applicants, customers, suppliers and other categories of data subject.  A copy of these can be obtained from Mike Neary.

The company will hold data in accordance with our Data Retention Policy.  A copy of this is available from LB on request. We will only hold data for as long as necessary for the purposes for which we collected it.

Who is responsible for this policy?

Mike Neary, Director, has overall responsibility for the day-to-day implementation of this policy.

The Company is a ‘data controller’ for the purposes of processing personal data. This means that we determine the purpose and means of the processing of personal data.

Everyone who works for, or on behalf of, the Company has some responsibility for ensuring data is collected, stored and handled appropriately, in line with this policy and the Company’s Data Security and Data Retention policies.

This policy explains how the Company will hold and process personal data and your rights as a data subject. It also explains your obligations when obtaining, handling, processing or storing personal data in the course of working for, or on behalf of, the Company.

This policy does not form part of your contract of employment (or contract for services, if relevant) and can be amended by the Company at any time. It is intended that this policy is fully compliant with the 2018 Act and GDPR. And up dated Act 2025

Definitions

Data

Subject

A living, identifiable individual whose personal data is processed by a controller or processor

Data

Controller

A person who (either alone or jointly or in common with other persons) determines the purposes for which and the manner in which any personal data are, or are to be processed

Data

Processor

Any person that processes data on behalf of the Data Controller

Business purposes

The purposes for which personal data may be used by us including:

Personnel, administrative, financial, regulatory, payroll and business development purposes.

Business purposes also include the following:

• Compliance with our legal, regulatory and corporate governance obligations and good practice

• Gathering information as part of investigations by regulatory bodies or in connection with legal proceedings or requests

• Ensuring business policies are adhered to (such as policies covering email and internet use)

• Operational reasons, such as recording transactions, training and quality control, ensuring the confidentiality of commercially sensitive information and security vetting.

• Investigating complaints

• Checking references and ensuring safe working practices

• Monitoring staff conduct when representing LB in the commercial arena

• Marketing our business

• Improving services

Personal data

Information relating to a living, identifiable individual (a data subject) on its own, or when taken together with other information which is likely to come into our possession. This includes job applicants, current and former employees, agency, contract and other staff, clients, suppliers and marketing contacts. It includes any expression of opinion about the person and an indication of the intentions of us or others, in respect of that person. It does not include anonymised data.

Personal data we gather may include: individuals' contact details, educational background, financial and pay details, details of certificates and diplomas, education and skills, marital status, nationality, job title, and CV.

This policy applies to all personal data whether it is stored electronically, on paper or on other materials.

Processing

‘Processing’ means any operation which is performed on personal data such as collection, recording, organisation, structuring or storage; adaption or alteration; retrieval, consultation or use; disclosure by transmission, dissemination or otherwise making available; alignment or combination; and restriction, destruction or erasure.

This includes processing personal data which forms part of a filing system and any automated processing.

Our Procedures

Fair and lawful processing

We must process personal data fairly and lawfully in accordance with individual rights. This generally means that we should only use the data for the specified lawful purpose for which it was obtained.

Our Responsibilities

• Keeping staff updated about data protection responsibilities, risks and issues

• Reviewing all data protection procedures and policies on a regular basis

• Arranging data protection training and advice for all staff members and those included in this policy

• Answering questions on data protection from staff and other stakeholders

• Responding to individuals such as clients and employees who wish to know which data is being held on them by LB

• Checking and approving with third parties that handle the company’s data any contracts or agreement regarding data processing

• Ensuring all systems, services, software and equipment meet acceptable security standards

• Checking and scanning security hardware and software regularly to ensure it is functioning properly

• Researching third-party services, such as cloud services the company is considering using to store or process data

• Approving data protection statements attached to emails and other marketing copy

• Addressing data protection queries from clients, target audiences or media outlets

   

• Ensuring all marketing initiatives adhere to data protection laws and the company’s Data Protection Policy

The processing of all data must be:

• Necessary to deliver our services

• In our legitimate interests and not unduly prejudice the individual's privacy

• In most cases this provision will apply to routine business data processing activities.

Our Terms of Business contain a Privacy Notice to clients/customers on data protection.

The notice:

• Sets out the purposes for which we hold personal data on customers and employees

• Highlights that our work may require us to give information to third parties such as expert witnesses and other professional advisers

• Provides that customers have a right of access to the personal data that we hold about them

Employee Data

Personal data might be provided to us by you, or someone else (such as a former employer,) or it could be created by us. It could be provided or created during the recruitment process or during the course of the contract of employment (or services) or after its termination.

We will collect and use the following types of personal data about you:

• recruitment information such as your application form and CV, references, qualifications and membership of any professional bodies and details of any pre-employment assessments; 

• your contact details and date of birth;

• the contact details for your emergency contacts should an incident occur when representing LB

• your gender;

• information about your contract of employment (or services) including start and end dates of employment, role and location, working hours for contracted services remuneration

   

• your bank details in order that we may remunerate you for services contracted

NB – Consultants/associate trainers are required to provide a disclaimer as being wholly responsible for matters of Tax/NI contributions and indemnify the payee in respect of any claim that be made against the payee in relation to income tax, national insurance or similar

• training records;

• your images (whether captured on CCTV, by photograph or video); and

   

• any other category of personal data which we may notify you of from time to time.

How will we process your personal data

The Company will process your personal data (including special categories of personal data) in accordance with our obligations under the 2018 Act. Up dated Act 2025

We will use your personal data for:

• performing the contract of employment (or services) between us;

• complying with any legal obligation; or

   

• if it is necessary for our legitimate interests (or for the legitimate interests of someone else). However, we can only do this if your interests and rights do not override ours (or theirs). You have the right to challenge our legitimate interests and request that we stop this processing. See details of your rights below.

We can process your personal data for these purposes without your knowledge or consent. We will not use your personal data for an unrelated purpose without telling you about it and the legal basis that we intend to rely on for processing it.

If you choose not to provide us with certain personal data you should be aware that we may not be able to carry out certain parts of the contract between us. For example, if you do not provide us with your bank account details we may not be able to pay you. It might also stop us from complying with certain legal obligations and duties which we have such as to pay the right amount of tax to HMRC or to make reasonable adjustments in relation to any disability you may suffer from.

Examples of when we might process your personal data

We have to process your personal data in various situations during your recruitment, employment (or engagement) and even following termination of your employment (or engagement).

For example

• to decide whether to employ (or engage) you;

• to decide how much to pay you, and the other terms of your contract with us;

• to check you have the legal right to work for us;

• to carry out the contract between us including where relevant, its termination;

• training you and reviewing your performance;

• to carry out a disciplinary or grievance investigation or procedure in relation to you or someone else;

• to determine whether we need to make reasonable adjustments to your workplace or role because of your disability;

• to monitor diversity and equal opportunities;

• to monitor and protect the security (including network security) of the Company, of you, our other staff, customers and others;

• to monitor and protect the health and safety of you, our other staff, customers and third parties;

• to pay you in accordance with the contract between us;

• to provide a reference upon request from another employer;

• monitoring compliance by you, us and others with our policies and our contractual obligations*;

• to answer questions from insurers in respect of any insurance policies which relate to you;

• running our business and planning for the future;

• the prevention and detection of fraud or other criminal offences;

• to defend the Company in respect of any investigation or litigation and to comply with any court or tribunal orders for disclosure*;

   

• for any other reason which we may notify you of from time to time.

Sharing your personal data

• Sometimes we are required to share your personal data with our Awarding Organisation to carry out our obligations under our contract with them for our legitimate interests.

   

• We require our Awarding Organisation to keep your personal data confidential and secure and to protect it in accordance with the law and our policies. They are only permitted to process your data for the lawful purpose for which it has been shared and in accordance with our instructions.

How should you process personal data for the Company?

• Everyone who works for, or on behalf of, the Company has some responsibility for ensuring data is collected, stored and handled appropriately, in line with this policy and the Company’s Data Security and Data Retention policies.

• The Company’s Data Protection Manager, Ann-Marie Neary, is responsible for reviewing this policy. You should direct any questions in relation to this policy or data protection to this person.

• You should only access personal data covered by this policy if you need it for the work you do for, or on behalf of the Company and only if you are authorised to do so. You should only use the data for the specified lawful purpose for which it was obtained.

• You should not share personal data informally.

• You should keep personal data secure and not share it with unauthorised people.

• You should regularly review and update personal data which you have to deal with for work. This includes telling us if your own contact details change.

• You should not make unnecessary copies of personal data and should keep and dispose of any copies securely.

• Personal data is encrypted before being transferred electronically to authorised external contacts.

• Personal data should be shredded and disposed of securely when you have finished with it.

• You should ask for help from our Data Protection Manager if you are unsure about data protection or if you notice any areas of data protection or security we can improve upon.

• Any deliberate or negligent breach of this policy by you may result in disciplinary action being taken against you in accordance with our disciplinary procedure.

• It is a criminal offence to conceal or destroy personal data which is part of a subject access request (see below). This conduct would also amount to gross misconduct under our disciplinary procedure, which could result in the termination of a service contract

Accuracy and relevance

We will ensure that any personal data we process is accurate, adequate, relevant and not excessive, given the purpose for which it was obtained. We will not process personal data obtained for one purpose for any unconnected purpose unless the individual concerned has agreed to this or would otherwise reasonably expect this.

Individuals may ask that we correct inaccurate personal data relating to them. If you believe that information is inaccurate you should record the fact that the accuracy of the information is disputed and inform Mike Neary.

Your personal data

You must take reasonable steps to ensure that personal data we hold about you is accurate and updated as required. For example, if your bank details change or you update your professional qualifications, please inform Mike Neary so that your records may be updated.

Data security

You must keep personal data secure against loss or misuse. Where other organisations process personal data as a service on our behalf, we will establish what, if any, additional specific data security arrangements need to be implemented in contracts with those third party organisations.

Storing data securely

• In cases when data is stored on printed paper e.g course paperwork or learner registers, it will be kept in a secure place where unauthorised personnel cannot access it

• Printed data should be shredded when it is no longer needed

• Data stored on a computer should be protected by strong passwords that are changed regularly.

   

• Where copyrighted training materials have been provided by LB, any data stored on CDs, memory sticks or other devices must be locked away securely when they are not being used and are the property of LB

• We will check the security of any cloud based system used to store data

• Servers containing personal data will be kept in a secure location, away from general office space

• Data will be regularly backed up in line with the company’s backup procedures

• Data should never be saved directly to mobile devices such as laptops, tablets or smartphones

• All servers containing sensitive data will be approved and protected by security software and strong firewall.

Data retention

We will retain personal data for no longer than is necessary. What is necessary will depend on the circumstances of each case, taking into account the reasons that the personal data was obtained, but will be determined in a manner consistent with our data retention guidelines. We are required by our Awarding Organisation to hold course paperwork securely for the length of the qualification, upon which it is confidentially shredded and a Certificate of Destruction obtained

See appendix 1

Subject access requests

Individuals (data subjects) are entitled to make a ‘subject access request’ (‘SAR’), subject to certain exceptions, to request access to information held about them.

If you receive a subject access request, you should refer that request immediately to Mike Neary who will coordinate a response. We may ask you to help us comply with those requests.

Please advise Mike Neary if you would like to correct or request information that we hold about you. There are also restrictions on the information to which you are entitled under applicable law.

If you would like to make a SAR in relation to your own personal data you should make this in writing to Mike Neary.

We must respond to a SAR within one month unless the request is complex or numerous in which case the period in which we must respond can be extended by a further two months.

There is no fee for making a SAR. However, if a request is manifestly unfounded or excessive we may charge a reasonable administrative fee or refuse to respond to the request.

Processing data in accordance with the individual's rights

Individuals have the following rights:

• the right to information about what personal data we process, how and on what basis as set out in this policy

• the right to access personal data by way of a subject access request (see above).

• The right to correct any inaccuracies in personal data.

• the right to request that we erase personal data where we were not entitled under the law to process it or it is no longer necessary to process it for the purpose it was collected.

• While requesting that personal data is corrected or erased or lawfulness of our processing is being contested, a request can be made for its use to be restricted while the application is made.

• the right to object to data processing where we are relying on a legitimate interest to do so and the individual thinks that their rights and interests outweigh our own and they wish us to stop.

• the right to object if we process personal data for the purposes of direct marketing.

• the right to receive a copy of personal data and to transfer personal data to another data controller. We will not charge for this and will in most cases aim to do this within one month.

• with some exceptions, the right not to be subjected to automated decision-making.

• the right to be notified of a data security breach concerning your personal data.

• in most situations we will not rely on consent as a lawful ground to process personal data. If we do however request consent to the processing of personal data for a specific purpose, the right not to consent or to withdraw your consent at any time.

   

• the right to complain to the Information Commissioner. The Information Commissioner’s Office can be contacted directly. Full contact details including a helpline number can be found on the Information Commissioner’s Office website (www.ico.org.uk). This website has further information on individual rights and our obligations.

Guidance

All staff/associate trainers will receive guidance on this policy. New joiners will receive guidance as part of the induction process. Further guidance will be provided at group team meetings or when there is a substantial change in the law or our policy and procedure.

Guidance covers:

• The law relating to data protection

   

• Our data protection and related policies and procedures.

GDPR provisions

Where not specified previously in this policy, the following provisions will be in effect on or before 25 May 2018.

Privacy Notice - transparency of data protection

Being transparent and providing accessible information to individuals about how we will use their personal data is important for our organisation. The following are details on how we collect data and what we will do with it:

• What information is being collected?

• Who is collecting it?

• How is it collected?

• Why is it being collected?

• How will it be used?

• Identity and contact details of any data controller/manager

• Details of transfers to third country and safeguards

• Retention period

Conditions for processing

We will ensure any use of personal data is justified using at least one of the conditions for processing and this will be specifically documented. All staff who are responsible for processing personal data will be aware of the conditions for processing. The conditions for processing will be available to data subjects in the form of a privacy notice.

Data Protection Principles

We will process personal data in compliance with all six data protection principles. It must

·           be processed fairly, lawfully and transparently;

·           be collected and processed only for specified, explicit and legitimate purposes;

·           be adequate, relevant and limited to what is necessary for the purposes for which it is processed;

·           be accurate and kept up to date. Any inaccurate data must be deleted or rectified without delay;

·           not be kept for longer than is necessary for the purposes for which it is processed; and

·           be processed securely.

We are accountable for these principles and must be able to demonstrate that we are compliant.

We will document the additional justification for the processing of special category data.

Consent

In most situations we will not rely on your consent as a lawful ground to process your data. If we do however request your consent to the processing of your personal data for a specific purpose, you have the right not to consent or to withdraw your consent at any time. To withdraw your consent, you should contact Ann-Marie Neary.

Data portability

Upon request, a data subject should have the right to receive a copy of their data in a structured format. These requests should be processed within one month, provided there is no undue burden and it does not compromise the privacy of other individuals. A data subject may also request that their data is transferred directly to another system. This must be done for free.

Right to be forgotten

A data subject may request that we erase their personal data where we were not entitled under the law to process it or it is no longer necessary to process it for the purpose for which it was collected and any third parties who process or use that data must also comply with the request. To do so you should contact Mike Neary.

Data Protection by design and default

Privacy by design is an approach to projects that promotes privacy and data protection compliance from the start. Mike Neary will be responsible for conducting Privacy Impact Assessments and ensuring that all projects commence with a privacy plan.

When relevant, and when it does not have a negative impact on the data subject, privacy settings will be set to the most private by default.

Data audit and register

Regular data audits to manage and mitigate risks will inform the data register. This contains information on what data is held, where it is stored, how it is used, who is responsible and any further regulations or retention timescales that may be relevant.

How to deal with data breaches

We have robust measures in place to minimise and prevent data breaches from taking place. Should a breach of personal data occur (whether in respect of you or someone else) then we must take notes and keep evidence of that breach. If the breach is likely to result in a risk to the rights and freedoms of individuals then we must also notify the Information Commissioner’s Office within 72 hours.

All members of staff/associate trainers have an obligation to report actual or potential data protection compliance failures. If you are aware of a data breach you must contact Ann-Marie Neary immediately and keep any evidence you have in relation to the breach.

This allows us to:

·         Investigate the failure and take remedial steps if necessary

·         Maintain a register of compliance failures

·         Notify the Information Commissioner’s Office within 72 hours of any compliance failures that are material either in their own right or as part of a pattern of failures

Monitoring

Everyone must observe this policy. Ann-Marie Neary has overall responsibility for this policy. It will be monitored regularly to make sure it is being adhered to.

Consequences of failing to comply

We take compliance with this policy very seriously. Failure to comply puts both you and the organisation at risk.

The importance of this policy means that failure to comply with any requirement may lead to disciplinary action under our procedures which may result in a termination of contracted services.

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How do we use cookies?

• We use cookies to track your use of our website. This enables us to understand how you use the site and track any patterns with regards how you are using our website. This helps us to develop and improve our website as well as products and / or services in response to what you might need or want.

• Cookies are either:

- Session cookies: these are only stored on your computer during your web session and are automatically deleted when you close your browser – they usually store an anonymous session ID allowing you to browse a website without having to log in to each page but they do not collect any personal data from your computer; or

- Persistent cookies: a persistent cookie is stored as a file on your computer and it remains there when you close your web browser. The cookie can be read by the website that created it when you visit that website again. We use persistent cookies for Google Analytics. 

• Cookies can also be categorised as follows:

- Strictly necessary cookies: These cookies are essential to enable you to use the website effectively, such as when buying a product and / or service, and therefore cannot be turned off. Without these cookies, the services available to you on our website cannot be provided. These cookies do not gather information about you that could be used for marketing or remembering where you have been on the internet.

- Performance cookies: These cookies enable us to monitor and improve the performance of our website. For example, they allow us to count visits, identify traffic sources and see which parts of the site are most popular.

- Functionality cookies: These cookies allow our website to remember choices you make and provide enhanced features. For instance, we may be able to provide you with news or updates relevant to the services you use. They may also be used to provide services you have requested such as viewing a video or commenting on a blog. The information these cookies collect is usually anonymised.

Introduction 

Life Balance (lb) aspire to be a socially responsible business, both internally and externally. We believe that it is crucial for us to make a positive impact on the communities in which we work and on our stakeholders.

For us, success is not simply about maximising profitability as a business. We are committed to taking care of those people and environments that we care about – our employees, our clients and the communities in which we work

As a business we act responsibly on both a corporate and an individual level. We have set out our CSR policy in relation to three key principles:

• To minimise the impact and maximise the benefit that our business has on the environment;

• To comply with all applicable legislation, regulations and codes of practice, and where practically possible look to exceed statutory compliance;

• To integrate our CSR considerations into all our business decisions.

Key Principles

We appreciate that our business has an impact on the environment and that we have a duty to manage that impact in a responsible and ethical manner. We do this through identifying all significant environmental impacts and put processes into place to prevent, reduce and mitigate them. We seek to reduce our carbon footprint through recycling different materials within our office and training facility, reduced vehicle use (making use of public transport, electric / hybrid vehicle use or vehicle sharing), and turning off power to equipment when not being used or the office is closed. 

We ensure that, as a minimum, statutory obligations are met across all aspects of the business, and where possible look to exceed statutory compliance for the greater good of all stakeholders.  We embed our CSR principles into our core HR practices. Ensuring that, as a minimum, statutory obligations are met in all aspects of employment and people management and go beyond this, where practically possible.

We oppose the exploitation of workers, and we will not tolerate forced labour, or labour which involves physical, verbal or psychological harassment, or intimidation of any kind. We will not accept human trafficking or the exploitation of children and young people in our business and undertake all reasonable and practical steps to ensure that these standards are maintained. To ensure this is adhered to in our business we take a zero-tolerance approach to violations of anti-slavery and human trafficking laws.

In all business decisions, we explore our CSR considerations, ensuring that no activity undertaken has a detrimental impact upon the communities in which we work or upon our stakeholders. We do this by ensuring that, where we are able to, reduce our impact on the environment, ensure ethical business practices are adhered to and we meet; if not exceed; all legal statutory requirements as a business.

Monitoring & Review

We will monitor all feedback that we receive in relation to this policy and will make amendments as necessary, to ensure we maintain focus on being a responsible business.

In any event, this policy will be reviewed annually.

Mike Neary, Director,

Life Balance

2 Roeburn Way

Spalding

Lincolnshire

PE11 3ZW

Tel: 07956 078392

Email: [email protected]

Dated:  July 2025

Next review:  TBC

Introduction 

Life Balance (LB) is an equal opportunity business taking into account the diversity within our workforce, customers, and learners. 

LB is committed to encouraging equality, diversity and inclusion among our workforce, customers and learners and eliminating unlawful discrimination.

Commitment to Equality & Diversity

The Equality & Diversity Policy requires commitment from everyone within the Company.  Our Director, Mike Neary, is responsible for the implementation and effective operation of this policy.

This policy and the legislation it represents will be taken into account during the design and development of all our training manuals and literature.

Our Responsibilities

As an employer we ensure that we have a workplace where staff feel valued, respected and included.  Upon commencement of their employment, staff will be informed of the existence of this Policy and the company’s expectations of them under its terms. Harassment, exclusion, and bullying will not be tolerated on any level.  All staff should feel comfortable at work and always be treated with dignity and respect. 

We will ensure that fair standards of employment practice and proper records of employment decisions are maintained.

We will deliver training on new and revised legislation to all of our staff.

We will treat all our business partners, customers and learners with respect, courtesy, and consideration at all times.

Employees’ Responsibilities

All our employees must adhere to and comply with this Policy and the spirit in which it is written.

Employees must treat all colleagues and customers with courtesy, respect, and consideration at all times.

If employees believe that any form of discrimination is taking place within the workplace, we expect them to report this to senior management immediately.

Your Rights & Responsibilities

You can expect to be treated with respect, courtesy, and consideration at all times by our staff and we expect you to treat our staff in the same way.

You will not be discriminated against, or treated less favourably in any way, on the grounds of your religion, beliefs, age, gender, race, disability, or sexual orientation.

Recruitment

Wherever possible all vacancy advertisements will include an appropriate short statement on equal opportunity and diversity, and steps will be taken to ensure that knowledge of vacancies reach all areas of the community.  We will also endeavour to ensure that all vacancies are advertised both internally and externally simultaneously.

The selection criteria (job description and employee specification) for all roles will be kept under constant review to ensure that they are essential for the effective performance of the job.

Remuneration will be set for the advertised position before applicants are seen and selected.

Wherever possible, more than one person must be involved in the recruitment and selection process. In addition, the reasons for the selection and rejection of applicants for vacancies must be recorded.

Employee Training and Promotion

Whilst all training and employment opportunities will be offered strictly on merit, we will encourage underrepresented groups to apply for these opportunities within our company.

Wherever possible, efforts will be made to identify and remove unnecessary or unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

Objectives of the Policy

No applicant, employee or customer will receive less favourable treatment or be subjected to any form of discrimination.

All employees and customers will be given the help they need to attain their full potential wherever that is possible.

We secure the best employees for our needs by accessing all sections of the community.

We achieve an ability based workforce that is in line with the working population mix.

Feedback and Complaints

We will deal with any complaints of discrimination quickly and in a constructive manner.

Any feedback or complaints that we receive will be dealt with compassionately.  We appreciate that this can be a difficult subject to raise and individuals may feel uncomfortable or intimidated.  We are committed to ensuring that you feel able to come forward without fear. 

If you have any concerns, please contact:-

Mike Neary, Director,

Life Balance

2 Roeburn Way

Spalding

Lincolnshire

PE11 3ZW

Tel: 07956 078392

Email: [email protected]

Conclusion

This policy runs through every function of our business.  We understand the importance of equality and diversity and will ensure that this policy is being implemented by all concerned.

Legislation

This policy considers the following existing legislation:-

• The Equal Pay Act 1970

• Human Rights Act 1988

• Civil Partnership Act 2004

• Gender Recognition Act 2004

• The Rehabilitation of Offenders Act 1974

• The Equality Act 2010

• The Asylum & Immigration Act 1996

Monitoring & Review 

We will monitor all feedback that we receive in relation to the issues affected by this Policy and will amend the policy as necessary.

The Policy will be updated with any amendments to existing legislation or new legislation.

In any event, this policy will be reviewed annually.

Mike Neary, Director,

Life Balance

2 Roeburn Way

Spalding

Lincolnshire

PE11 3ZW

Tel: 07956 078392

Email: [email protected]

Dated:  22/7/25

Next review:  22/7/26