Ethics | Hazchem


Social responsibility

Hazchem Safety LTD has long practiced strong corporate governance guidelines and we continue to advocate corporate responsibility in every facet of our business on a daily basis. We see this as a critical step in building trust among our clients, employees and society in general. One of our main priorities is providing value to our clients; we are determined not just to comply with the laws of all localities in which we operate, but to lead by example.

We praise the personal actions of each and every one of our employees in relation to corporate responsibility as they strengthen Hazchem Safety LTD’s beliefs and attitude. Together in partnership we move quickly to embrace innovation and improve the quality of life for all our Partners.

In today’s world, we believe being a responsible company is the only way to do business. To be responsible and accountable – socially, ethically and environmentally – is to be dependable and trustworthy. We know trust is built over time with actions, not words, and we believe the trust of our clients is evident in our ability to secure repeat business again and again.

Hazchem Safety LTD – Working Together in Practicing and Supporting Corporate Responsibility.

Operating ethically and responsibly

Our values are incredibly important to us. They keep our business growth on track and provide reassurance to our partners and clients that we are a responsible and reputable company to work with. Find out more about our key values below.


Hazchem Safety implemented ISO 9001, ISO 14001, ISO 18001 back in 2015 and is committed to upholding these accreditations. We look forward to the annual audits so we can demonstrate to the auditors our dedication to the cause. This helps us in our “continuous improvement” throughout every department of the company and reinforces our ethos of being agile and ready to change. ISO accreditations have become internationally recognised and should reassure you that we are responsible partners.

Ethical trading policy

1. Employment should be freely chosen

All workers should be working of their own free will. There should be no involuntary prison labour, bonded labour or other forced labour of any kind. No monetary deposits should be required or deducted from pay. Original identity or similar documents should not be held by the employer. All workers should be able to leave their jobs if they choose, without losing pay or benefits to which they are entitled, having given a reasonable notice period.

2. Freedom of association and the right to collective bargaining should be respected

Workers should be allowed to join or form trade unions, or similar groups, in order to negotiate collectively with management on employment matters. Trade union or other workers’ representatives should be treated fairly, without discrimination, and be allowed to represent workers effectively.

3. Working conditions should be safe and hygienic

Health and safety of employees should be actively managed, including control of risks arising from:

  • Machinery and tools
  • Production materials and chemicals
  • Fire
  • NoiseDust Temperature extremes Buildings structure Sanitary facilities Page 1
  • Dust
  • Temperature extremes
  • Buildings structure
  • Sanitary facilities

and should include the provision of adequate:

  • Personal protective equipment
  • Machine guarding
  • Job training
  • Escape routes
  • Fire fighting equipment
  • Ventilation
  • Safety notices and information
  • Safety training
  • First aid materials and qualified personnel
  • Accident and illness records and correct actions
  • Clean toilets, washing and changing facilities
  • Safe food storage
  • Drinking water
  • Clean, safe and private accommodation (where provided)

4. Child labour should not be used

All workers should be 16 years old or over.

5. Living wages should be paid

All workers should earn at least the minimum legal wage (or minimum established within the industry, or minimum to provide for basic living requirements, whichever is the higher) for a standard working week, including after permitted deductions. Written details, provided prior to

Written details, provided prior to commencement of employment, should clearly communicate all conditions of employment pertaining to pay, including overtime arrangements.

Pay slips, provided to each worker each time they are paid, will clearly indicate how the pay has been calculated, including basic hours, overtime hours and permitted deductions.

There should be no deductions from wages other than those allowed by law.

There should be no pay deductions made as disciplinary measures.

6. Working hours should not be excessive

Working hours should comply with national law and industry standards. At least one day in seven should be free as a rest day.

The working of overtime should be voluntary and not mandatory.

Overtime working should not be regular routine.

Overtime should be paid at a premium rate as specified in national law or accepted industry practice.

7. No discrimination of any kind should be practiced

There should be no discrimination or preferential treatment given to any worker or group of workers on the grounds of:

  • Sex, including pre and post pregnancy
  • Race
  • Caste
  • National origin
  • Religion
  • Age
  • Disability
  • Marital status
  • Trades Union or workers council membership
  • Political affiliation

with regard to:

  • Provision of employment
  • Pay and benefits
  • Working conditions
  • Training
  • Promotion
  • Pension
  • Overtime opportunity

8. Regular employment should be provided

Employment should be provided on the basis of a recognised employer/worker relationship as established through national law and practice.

Employer obligations should not be avoided by excessive use of labour-only contracting, subcontracting, fixed term contracts, home-working or apprenticeship schemes or probationary periods.

All workers should be entitled to paid leave, sick and maternity leave with no detriment to their employment status.

9. There should be no harsh or inhumane treatment

Workers should not be subject to corporal punishment, physical abuse (or threat of), verbal abuse, sexual harassment, bullying or any other form of intimidation in the workplace.

There should be no such behaviour permitted between workers.

Health and safety policy

The following is a statement of the organisation’s health and safety policy in accordance with Section 2 of the Health and Safety at Work etc. Act 1974.

It is the policy of Hazchem Safety LTD to ensure so far as is reasonably practicable, the health, safety and welfare of all employees working for the company and other persons who may be affected by our undertakings.

Hazchem Safety LTD acknowledges that the key to successful health and safety management requires an effective policy, organisation and arrangements, which reflect the commitment of senior management. To maintain that commitment, we will continually measure, monitor and revise where necessary, an annual plan to ensure that health and safety standards are adequately maintained.

Partners will implement the company’s health and safety policy and recommend any changes to meet new circumstances. Hazchem Safety LTD recognises that successful health and safety management contributes to successful business performance and will allocate adequate finances and resources to meet these needs.

The management of Hazchem Safety LTD looks upon the promotion of health and safety measures as a mutual objective for themselves and employees. It is therefore, the policy of management to do all that is reasonably practicable to prevent personal injury and damage to property. Also, the organisation aims to protect everyone, including visitors and members of the public, insofar as they come into contact with our activities, from any foreseeable hazard or danger.

All employees have duties under the Health and Safety at Work etc. Act 1974 and are informed of their personal responsibilities to take due care of the health and safety of themselves and to ensure that they do not endanger other persons by their acts or omissions. Employees are also informed that they must co-operate with the organisation in order that it can comply with the legal requirements placed upon it and in the implementation of this policy. Hazchem Safety LTD will ensure continued consultation with the workforce to enable all viewpoints and recommendations to be discussed at regular intervals.

The organisation will ensure a systematic approach to identifying hazards, assessing the risks, determining suitable and sufficient control measures and informing employees of the correct procedures needed to maintain a safe working environment.

We will provide, so far as is reasonably practicable, safe places and systems of work, safe plant and machinery, safe handling of materials and substances, the provision of adequate safety equipment and ensure that appropriate information, instruction, training and supervision is given.

We regard all health and safety legislation as the minimum standard and expect management to achieve their targets without compromising health and safety.