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OUR SERVICES

Our Policies 

  • Introduction

    This statement is made pursuant to Section 54(1), Part 6 of the Modern Slavery Act 2015. Mansard Building Solutions Limited (“the Company,” “we,” “us,” or “our”) is committed to preventing slavery and human trafficking violations in its own operations, supply chains, and products. We have a zero-tolerance approach to slavery and require our suppliers to uphold these same values.

    Organisational Structure

    Mansard Building Solutions Limited operates in the United Kingdom within the construction and property development sector. Our supply chains include key direct suppliers who provide goods such as equipment and services including outsourced business processes, IT software, and marketing services.

    For more information about the Company, please visit our website:
    www.mansardbuildingsolutions.co.uk

    Policies

    We maintain several internal policies to ensure ethical and transparent business conduct:

    • Recruitment and Selection Policy: We verify all prospective employees’ eligibility to work in the UK and conduct Disclosure and Barring Service (DBS) checks where roles involve working with vulnerable individuals.

    • Supplier Code of Conduct: We require our suppliers to comply with all relevant laws and regulations and to ensure the same across their own supply chains.

    • Whistleblowing Policy: Employees can raise concerns about unethical practices or treatment without fear of retaliation.

    • Staff Code of Conduct: We promote fair treatment and uphold zero tolerance for modern slavery throughout our workforce.

    • Procurement Policy: We assess suppliers to ensure slavery and human trafficking are not present within their supply chains, supported by robust controls and checks.

    • Safeguarding Policy: This outlines how to identify and report potential risks of modern slavery and exploitation.

    Our suppliers are informed of these policies and are expected to adhere to the same standards.

    Due Diligence

    To mitigate risks of slavery and human trafficking, we have implemented due diligence procedures including:

    • Conducting internal supplier audits.

    • Identifying and addressing potential risks in our business and supply chains.

    • Monitoring and reducing risks continuously.

    • Providing protection mechanisms for whistleblowers.

    Risk and Compliance

    We assess the risk of slavery and human trafficking in our UK supply chain by:

    • Evaluating risks posed by new suppliers.

    • Developing annual risk profiles for key suppliers.

    • Regularly reviewing our supply chain based on mapping exercises.

    Given that the majority of our supply chain operates in low-risk industries (e.g., internet software and services) within the UK, we consider our overall exposure to be low. However, we do not tolerate any instances of slavery or trafficking. Should non-compliance be identified, we require suppliers to remedy the issues promptly.

    Effectiveness

    We measure the effectiveness of our efforts with the following Key Performance Indicators (KPIs):

    • Contacting suppliers every three months to review modern slavery practices.

    • Training staff to raise awareness of modern slavery issues.

    • Auditing 60% of suppliers annually.

    Training Staff

    Our staff complete initial and refresher training on:

    • Recognizing signs of slavery and human trafficking.

    • Steps to take if slavery or trafficking is suspected.

    • How to escalate issues internally.

    • Available external support resources.

    • Actions to take if suppliers fail to implement anti-slavery policies, including potential removal from our supply chain in high-risk cases.

    Next Steps

    For the upcoming financial year, we plan to:

    • Introduce new policies and procedures.

    • Expand training for internal teams focused on modern slavery and human trafficking.

    This statement was approved by the Board of Directors of Mansard Building Solutions Limited.

  • At Mansard Building Solutions Ltd, we are fully committed to taking a leadership role in addressing the global challenge of climate change by reducing our carbon emissions in alignment with UK standards and regulations. We recognize the urgency to act and have set ambitious targets to mitigate our environmental impact.
    Our Commitment to Carbon Reduction
    As a UK-based organisation, we understand the significant role we play in supporting national and international climate goals. Our carbon reduction commitment is founded on the following principles:
    1. Compliance with UK Carbon Reduction Standards
      We pledge to adhere to all relevant UK standards and regulations on carbon emissions, including the Carbon Budgets and Climate Change Act 2008, which legally bind us to reduce greenhouse gas emissions.
      Example: We have invested in energy-efficient lighting and HVAC systems across our office spaces, achieving a 20% reduction in annual energy consumption and a substantial decrease in carbon emissions.
    2. Ambitious Carbon Reduction Targets
      We aim to achieve net-zero emissions across our operations by 2030, aligning with the UK’s commitment to reach net-zero by 2050.
      Example: We are transitioning to 100% renewable energy for all office facilities by partnering with a UK-based renewable energy provider, ensuring all operations are powered sustainably.
    3. Energy Efficiency and Renewable Energy
      We prioritize improving energy efficiency and investing in renewable energy technologies to reduce fossil fuel reliance and our overall carbon footprint.
      Example: In our recent project [Project Name], we incorporated solar panels and energy-efficient lighting, resulting in a 30% reduction in building energy consumption compared to traditional methods.
    4. Carbon Reporting and Transparency
      We regularly monitor, measure, and report our carbon emissions annually in accordance with the Greenhouse Gas Protocol and UK Carbon Reporting Guidelines.
    5. Carbon Offset and Mitigation
      While focusing on internal emission reductions, we also invest in carbon offset initiatives such as reforestation and afforestation projects to mitigate our impact.
    6. Employee Engagement and Training
      Our employees are key to achieving our goals. We provide training, awareness programs, and incentives to empower our team to contribute actively to emission reductions.
    Collaboration with UK Environmental Organizations
    We actively collaborate with UK environmental bodies such as the UK Climate Change Committee and local agencies to stay informed on carbon reduction strategies and contribute to national efforts.
    Carbon Reduction in Projects
    In all construction and project management activities, we implement carbon reduction strategies by using sustainable materials, energy-efficient technologies, and low-carbon construction practices. We ensure projects meet the highest environmental standards to reduce carbon footprints and promote sustainable built environments.
    Monitoring and Reporting
    We continuously assess our progress and provide transparent reporting on our achievements to ensure accountability to stakeholders and support the UK’s broader climate goals.
    Conclusion
    Mansard Building Solutions Ltd is resolute in its commitment to achieving carbon emission reductions by 2030 in full compliance with UK standards and regulations. We believe that this commitment is essential for a sustainable and resilient future. Through dedication, innovation, and collaboration, we strive to lead environmental responsibility and contribute meaningfully to the UK’s climate action efforts.
    Thank you for supporting us on our journey to a carbon-neutral future.

  • Mansard Building Solutions Limited recognises its responsibility to the environment beyond legal and regulatory requirements. We are committed to reducing our environmental impact and continually improving our environmental performance as an integral part of our business strategy and operations. We will also encourage our customers, suppliers, and other stakeholders to adopt similar environmental responsibilities.

    Responsibility

    The Director, Katerina Zega, has overall responsibility for ensuring the implementation of this Environmental Policy. However, all employees have a responsibility within their areas to help achieve the aims and objectives set out here.

    Policy Aims

    We endeavour to:

    • Comply with all relevant environmental laws and regulations.

    • Continually improve and monitor our environmental performance.

    • Reduce our environmental impacts wherever possible.

    • Incorporate environmental considerations into all business decisions.

    • Increase employee awareness through training.

    Paper Usage

    We will:

    • Minimise paper usage in the office.

    • Reduce packaging wherever possible.

    • Prefer to buy recycled and recyclable paper products.

    • Reuse and recycle paper whenever possible.

    Energy and Water

    We will:

    • Reduce energy consumption wherever possible.

    • Switch off lights and electrical equipment when not in use.

    • Adjust heating to optimise energy efficiency.

    • Consider energy consumption and efficiency when purchasing new products.

    Office Supplies

    We will:

    • Evaluate alternative solutions before purchasing new equipment.

    • Consider renting or sharing equipment as alternatives.

    • Assess the environmental impact of products before purchase.

    • Prefer environmentally friendly and efficient products.

    • Reuse and recycle office supplies where possible.

    Transportation

    We will:

    • Limit travel to necessary trips only.

    • Promote alternatives such as email, phone, or video conferencing.

    • Support public transport and cycling for employees.

    • Prioritise green vehicles and maintain them for optimal efficiency.

    Maintenance and Cleaning

    We will:

    • Use environmentally friendly cleaning materials.

    • Use sustainable materials in office refurbishment.

    • Employ licensed and appropriate waste disposal services.

    Monitoring and Improvement

    We will:

    • Comply with relevant regulations continuously.

    • Regularly monitor and seek to improve environmental performance.

    • Include environmental factors in all business decisions.

    • Provide ongoing employee training on environmental issues.

    • Review this policy and related business matters at fortnightly management meetings.

    • Update this policy at least annually, consulting staff and stakeholders as needed.

    Culture and Engagement

    We will:

    • Involve staff in implementing this policy to increase commitment and improve performance.

    • Provide relevant environmental training to all employees.

    • Work with suppliers, contractors, and subcontractors to enhance their environmental practices.

    • Use local labour and materials where available to reduce carbon emissions and support the local community. 

  • At Mansard Building Solution Ltd, we are more than just a construction and project management company; we are a forward-thinking organisation committed to excellence and innovation. We understand that our work goes beyond bricks and mortar—it’s about enhancing lives, building stronger communities, and leaving a lasting positive impact on the world.
    Our Vision
    We envision a future where construction projects not only meet the highest standards of quality and efficiency but also generate meaningful social value for the communities they serve. We aim to be a driving force in making this vision a reality.
    Our Commitment to Social Value
    As a company with a turnover of £200,000, we are dedicated to delivering social value proportionate to our size and capabilities. Our social value policy is rooted in our core values, dedication to innovation, and belief in positive community impact. We focus on the following key areas:

    1. Community Engagement
      We actively engage with local communities and stakeholders to understand their unique needs and aspirations. For example, during project planning, we host town hall meetings inviting community input on designs and features.

    2. Local Employment Opportunities
      We prioritise recruiting and training local talent, creating employment opportunities within the regions we operate. Our apprenticeship programs provide local youth with valuable skills and entry into the construction industry.

    3. Skills Development
      We invest in training programs for employees and community members alike, covering construction techniques, health and safety, and project management—empowering individuals with skills that improve their employability.

    4. Environmental Sustainability
      We commit to sustainable construction practices and eco-friendly technologies to reduce our environmental footprint. For instance, we source materials locally whenever possible to minimise transportation emissions and carbon impact.

    5. Supporting Local Businesses
      We actively partner with local businesses, suppliers, and service providers, fostering local economic growth. By sourcing construction materials from local suppliers, we support small businesses and contribute to regional prosperity.

    6. Social and Cultural Initiatives
      We support local social and cultural initiatives by contributing to community events, educational programs, and cultural preservation. This includes sponsoring local festivals and funding scholarships for underserved students.

    Measuring and Reporting Social Value
    To ensure transparency and accountability, we implement robust systems to measure and monitor social value generated by our projects. Key performance indicators include local job creation, carbon emission reductions, and improvements in community well-being. We provide regular reports to stakeholders demonstrating our lasting impact.
    Charitable Giving
    In addition to our social value initiatives, we proudly donate approximately 2% of our turnover to The Association of NHS Charities, supporting critical healthcare needs in our communities.
    Conclusion
    At Mansard Building Solution Ltd, we are dedicated to creating significant social value in all we do. Our commitment aligns seamlessly with our reputation for excellence, innovation, and cutting-edge technology in construction and project management. Together, we can build a future where every project enriches the well-being and prosperity of the people and places we serve.
    Thank you for entrusting Mansard Building Solution Ltd with the opportunity to make a difference through our work.

  • 1. Statement of Policy and Purpose
    Mansard Building Solutions Limited (the Employer) is committed to equal opportunities for all staff and applicants.
    It is our policy that all employment decisions are based on merit and the legitimate business needs of the organisation. The Employer does not discriminate on the basis of race, colour, nationality, ethnic or national origins, sex, gender reassignment, sexual orientation, marital or civil partner status, pregnancy or maternity, disability, religion or belief, age, or any other grounds protected by the laws of England, Wales, and Scotland (referred to as Protected Characteristics).
    Our aim is to create an environment where all staff can fulfil their potential without fear of discrimination, harassment, or victimisation. This commitment applies to all aspects of the working relationship including:

    • Recruitment and selection procedures;

    • Terms of employment, including pay, conditions, and benefits;

    • Training, appraisals, career development, and promotion;

    • Work practices, conduct, task allocation, discipline, and grievances;

    • Work-related social events; and

    • Termination of employment and post-employment matters, including references.

    This Policy clarifies the responsibilities and duties of all staff regarding equal opportunities and discrimination. The Employer promotes open communication and consultation concerning equal opportunities.
    The principles of non-discrimination extend to how staff treat visitors, clients, customers, suppliers, and former staff members.
    This Policy is a statement of intent only and does not form part of your contract of employment. It may be amended at the Employer’s discretion.
    2. Responsibilities for Equal Opportunities
    Achieving an equal opportunities workplace is a collective responsibility shared by the Employer and all staff, regardless of seniority or contract type (employees, directors, consultants, contractors, agency staff, trainees, volunteers, and interns).

    • The Head of HR holds overall responsibility for this Policy and compliance with equal opportunities and discrimination laws.

    • The HR Manager is responsible for day-to-day operational management of this Policy.

    • All staff must comply with the Policy, treat colleagues with dignity, and avoid discrimination or harassment.

    • Managers have additional responsibilities to:

      • Lead by example and promote equal opportunities;

      • Ensure their behaviour and that of their team complies fully with this Policy;

      • Address complaints of discrimination, harassment, or victimisation promptly and appropriately.

    3. What is Discrimination?
    Discrimination under this Policy includes:
    Direct Discrimination
    Less favourable treatment because of a Protected Characteristic (e.g., refusing a woman a job because of gender).
    Indirect Discrimination
    Applying neutral criteria that disadvantage individuals with a Protected Characteristic, unless justified as necessary (e.g., requiring 10 years’ experience disadvantaging younger candidates).
    Victimisation
    Treating someone less favourably because they have made or supported a discrimination complaint.
    Harassment
    Unwanted conduct related to a Protected Characteristic that violates dignity or creates a hostile environment (examples include offensive jokes, insults, unwanted physical contact, or exclusion).
    Harassment may affect individuals who are perceived to have a Protected Characteristic or who associate with someone who does.
    4. Disability Discrimination
    Disability discrimination includes unjustified less favourable treatment or failure to make reasonable adjustments to accommodate a disability.
    Staff who consider themselves disabled are encouraged to speak confidentially with the HR Manager to discuss any necessary reasonable adjustments.
    Managers responsible for disabled staff should consult with the HR Manager to ensure compliance with legal duties.
    5. Employment Decisions
    Employment decisions will be made on objective criteria based on legitimate business needs and merit.
    Managers must ensure recruitment and promotion criteria:

    • Are relevant, proportionate, and non-discriminatory;

    • Are advertised fairly to a diverse audience;

    • Avoid stereotyping or discouraging any group;

    • Do not inquire about health or disabilities before a job offer, except in exceptional, approved circumstances.

    The Employer verifies all employees’ right to work in the UK prior to employment.
    6. Recruitment Monitoring
    The Employer collects anonymised data on applicants’ sex, sexual orientation, ethnic group, disability, religion, and age to monitor equal opportunities and improve diversity. Providing this information is voluntary and does not affect recruitment decisions.
    7. Training, Career Development, and Promotion
    Training needs will be identified through appraisals, and appropriate training will be accessible to all staff.
    Promotion decisions will be merit-based and according to legitimate business needs.
    The Employer monitors staff diversity across all levels and addresses barriers to progression.
    8. Conditions of Service
    Access to benefits, facilities, and terms of employment will be regularly reviewed to ensure fairness and equality.
    9. Discipline and Termination
    Redundancy and termination decisions will be fair and non-discriminatory.
    Disciplinary actions will be applied without discrimination.
    Part-time and fixed-term staff will be treated equally to full-time and permanent staff on a pro-rata basis unless justified otherwise.
    10. Reporting Discrimination
    If you believe you have experienced discrimination, please follow the Employer’s Grievance Procedure.
    Staff are encouraged to report any discrimination they witness or are aware of to the HR Manager.
    Complaints will be handled confidentially as far as practicable. Staff who raise complaints in good faith will be protected from retaliation.
    False complaints made maliciously may lead to disciplinary action.
    11. Non-compliance
    Breaches of this Policy will be treated seriously and may result in disciplinary action, including dismissal.
    Staff may be personally liable for discriminatory acts and could face legal action.
    12. Policy Review
    The Head of HR will review this Policy regularly.
    Staff are encouraged to provide feedback or ask questions by contacting the HR Manager.

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