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Corporate Policies at Andrews Sykes

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  • Gender Pay
  • Social Responsibility
  • Slavery & Trafficking
Andrews Sykes Depot

Health and Safety

Health and Safety is a key priority for Andrews Sykes, whether it involves our employees, customers, suppliers or the local environments in which we operate. Our aim is to create an accident-free workplace and we are committed to continuous improvement in the effectiveness of our Safety Management System in conjunction with OHSAS18001.

Our commitment:

  • We will provide a safe and healthy working environment for all
  • We will provide the necessary training and resources to allow for the safe performance of day to day activities
  • We will continuously improve through transitioning from OHSAS18001, the current Health & Safety standard, to ISO45001.

Effective safety management requires the involvement of employees at all levels. All employees have a duty to co-operate in the operation of this policy by:

  • Taking reasonable care for their own health and safety and that of others
  • Co-operating fully to ensure compliance with policies and procedures
  • Maintaining their place of work and their equipment in a safe condition


In respect of the environment, we are committed to continuously improving our Environmental Management System, preventing pollution arising from our activities, products and services, in line with ISO14001:2015

To ensure this Environmental Management System is fully implemented, we are committed to:

  • reducing, reusing and recycling materials and resources where possible
  • training, awareness and communication
  • working in partnership with our suppliers to ensure sustainable sourcing of products and materials
  • integrating environmental considerations into business decisions

All employees are responsible for ensuring that their working areas are operating in accordance with our environmental standards and that they report any environmental issues to their line manager.


Andrews Sykes UK branch network is ISO9001:2015 certified.

Our commitment is to:

  • Pursuing a quality environment in partnership with its suppliers
  • Continuously reviewing and updating its quality system, objectives and targets in accordance with its ISO9001:2015 certification requirements
  • Training employees to understand, implement and maintain the company’s quality policy by following documented procedures, processes and policies

Jim Laybourne
Group Operations Support Director
January 2019

Liability insurance

  • Public and products cover: £20 million
  • Employees’ liability cover: £10 million
  • All risks: £350,000

Certificate of Employer’s Liability Insurance [pdf, 60kb]

Group Insurance Covers [pdf, 100kb]

AACR Professional Indemnity Insurance [pdf, 92kb]

1 Introduction

Andrews Sykes Group PLC takes the privacy of your information very seriously. This policy explains how and for what purposes we use the information collected about you via www.andrews-sykes.com (referred to below as the “Site”). Please read this privacy policy carefully. By using the Site and any services we offer via the Site, you are agreeing to be bound by this policy in respect of the information collected about you via this Site.

If you have any queries about the policy, please get in touch with us using the contact details set out at www.andrews-sykes.com and we will do our best to answer your questions.

2 Personal information

We will not ask you to supply any personal information, and no personal information will be gathered from your computer when you visit the Site.

If you choose to contact us through a link, form or other facility in the Site we will only retain any e-mail address supplied for the purposes of responding to your enquiry. Your e-mail address will not be passed or supplied to a third party without your express permission unless ordered to by the Courts.

3 Information automatically collected from your computer

When you visit the Site our web server automatically records your IP address. No personal information about you will be identified from this IP address. We use IP addresses to help us administer the Site and to collect demographic information for aggregation purposes.

We may also gather other non-personal information (from which we cannot identify you) such as the type of your internet browser which we use to provide you with a more effective service.

4 Cookies

When you visit the Site we may store some information (commonly known as a “cookie”) on your computer. Cookies are pieces of information that a website transfers to your hard drive to store and sometimes track information about you. Cookies are specific to the server that created them and can not be accessed by other servers, which means that they cannot be used to track your movements around the web. Passwords and credit card numbers are not stored in cookies. A cookie helps you get the best out of the Site and helps us to provide you with a more customised service. We use cookies for the following purposes:

We use cookies so that you will not have to re-enter your preferences each time you visit the Site

We use cookies to track how our site is used and to improve and update our content

You can block or erase cookies from your computer if you want to (your browser’s help screen or manual should tell you how to do this), but certain parts of the Site may be reliant on the use of cookies to operate correctly and may not work correctly if you set your browser not to accept cookies.

  • Analytics - allow us to monitor how people use the website and optimize our content accordingly to improve user experience
  • Login settings and preferences - in order for us to remember your preferences after logging in
  • Remarketing - in order for us to re-advertise to you when you are browsing other websites
  • Email marketing - in order for us to tailor our email messages to make them more relevant based on how you use the website

5 Linking to third party websites

We cannot be responsible for the privacy policies and practices of other sites even if you access them using links from our Site and recommend that you check the policy of each site you visit and contact its owner or operator if you have any concerns or questions.

In addition, if you linked to this Site from a third-party site, we cannot be responsible for the privacy policies and practices of the owners or operators of that third party site and recommend that you check the policy of that third party site and contact its owner or operator if you have any concerns or questions.

6 Contact us

If at any time you would like to contact us with your views about our privacy practices, or with any enquiry relating to your personal information, you can do so by sending an e-mail to us at [email protected] or write to us at Andrews Sykes Group PLC, Andrews Sykes Head Office, 1st Floor, St David’s Court, Union Street, Wolverhampton, WV1 3JE

Updated January 19

It is Andrews Sykes Group policy to conduct all of its business in an honest and ethical manner. Andrews Sykes Group takes a zero-tolerance approach to bribery and is committed to acting professionally, fairly and with integrity in all its business dealings and relationships wherever Andrews Sykes Group operates; and implementing and enforcing effective systems to counter bribery.

The Andrews Sykes Group does not tolerate any form of bribery or corruption by, or of, its employees or any persons or companies acting for it or on its behalf. The Board and senior management are committed to implementing and enforcing effective systems to prevent, monitor and eliminate bribery and corruption, in accordance with the Bribery Act 2010. The statutory penalties for non-compliance are prison sentences and unlimited fines.

A bribe is a financial advantage or other reward that is offered to, given to, or received by an individual or company (whether directly or indirectly) to induce or influence that individual or company to perform public or corporate functions or duties improperly.

The Andrews Sykes Group Board is committed to allocating adequate resources to the provision of training to ensure that personnel understand their obligations under the Bribery Act and under Andrews Sykes Group’s policies, including the potential sanctions for noncompliance.

This policy is supported by additional policies - Business Gifts and Hospitality, Whistle blowing, Grievances, Ethical Behaviour and Disciplinary Procedures. All policies are available to all staff via the intranet.

Any employee found to have contravened the Anti-bribery policy will be dealt with under the Disciplinary Procedure, which may find the contravention to be gross misconduct and the person concerned summarily dismissed.

Andrews Sykes Group also expects its business partners, especially those introducing business to Andrews Sykes Group, to promote and follow its policy or equivalent policies of their own. Andrews Sykes Group will not do business with third parties which fail to demonstrate to Andrews Sykes Group’s satisfaction that they conduct business in a manner which is consistent with our Anti-Bribery & Corruption Policy.

Employees and others acting for or on behalf of The Andrews Sykes Group are strictly prohibited from making, soliciting or receiving any bribes or unauthorised payments. As part of its anti-bribery measures, the Andrews Sykes Group is committed to engage only in transparent, proportionate, reasonable and bona fide hospitality and promotional expenditure.

Under Section 78 of the Equality Act 2010 UK companies that employ more than 250 people are now required to report the gender pay gap within their workforce. The intention behind gender pay gap reporting is to increase transparency of the differences in earnings between men and women with the aim of closing the gap. Andrews Sykes Group plc has a number of subsidiaries of which only one – Andrews Sykes Hire Ltd - employs more than 250 people in the UK. Below we set out and explain the Andrews Sykes Hire Ltd gender pay gap.

What is a gender pay gap?

Gender pay gap data gives a high-level indicator of women’s and men’s relative earning power by showing the difference between women’s and men’s average hourly earnings. In 2017, the UK’s gender pay gap for all employees (part-time and full-time combined) was 18.4% (Office of National Statistics) meaning that on average women earned around 18.4% less than men. The figure does not explain the underlying causes of gender pay inequality. The gender pay gap is different to equal pay and the two should not be confused.

Why is there a gender pay gap in Andrews Sykes Hire Ltd?

The two main reasons for the gap is that there are many more men employed in Andrews Sykes Hire Ltd than women and the majority of senior roles are filled by men. This is a common issue across the construction, rental and infrastructure industries, and many other sectors.

What are we doing to close the gender gap?

Our company is growing and we need more talented people to meet demand. We have to make Andrews Sykes Hire Ltd a place where more women will want to work, confident that they will be supported in developing their careers. There is no one solution to resolve this issue so we are addressing it in a number of ways and by the end of 2022 we are aiming to have 20% of managerial roles filled by female employees.

HR teams in Andrews Sykes Hire Ltd are reviewing how we go about attracting talent to the business, how we induct people, and how we train and support them throughout their time with the company. We want all those processes to be fair and equitable, which also means that they work for women as well as men.

What is the gender pay gap in Andrews Sykes Hire Ltd?

There are six gender pay gap calculations:

Gender pay gap as a mean average 20.5%

The average hourly pay of females is 20.5% less than the average hourly pay of males.

Gender pay gap as a median average 11.5%

The median hourly pay of females is 11.5% less than the median hourly pay of males.

Bonus gender pay gap as a mean average 44.7%

The average bonus paid to females is 44.7% less than the average bonus paid to males.

Bonus gender pay gap as a median average -68.8%

The median bonus paid to females is 68.8% more than the median bonus paid to males.

Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment

  Male Female
  53.7% 48.2%

Proportion of males and females when divided into four groups ordered from lowest to highest pay

  Male Female
Lower Quartile 72.5% 27.5%
Lower Middle Quartile 90.0% 10.0%
Upper Middle Quartile 83.8% 16.2%
Upper Quartile 88.6% 11.4%

This data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Paul Wood

* ONS data: ASHE 2016


1) What do the different statistics mean?

“Mean” means arithmetic average of a population so the “mean gender pay gap” is the average, high-level, overall difference between the remuneration of men and women across UK Hire.

“Median” means the middle point of a population. Mean and median gender pay gaps can vary, even though they are calculated from the same sets of data. Each one has advantages and disadvantages.

“Gender bonus gaps” to better understand a gender pay gap, employers must calculate gender bonus gaps. External research shows that, in business in general, men are more likely than women to get a bonus across all management levels.

“Quartiles” identifying the proportion of men and women in four quartiles. Quartiles divide a list of numbers into four groups. Each employee’s hourly pay is ordered from lowest to highest, then divided into four equal groups. The first group – the lower quartile – is the lowest 25% of earners and the last group – the upper quartile – is the highest 25% of earners. This gives a sense of where male and female employees are in the pay hierarchy. If women are concentrated in your lower pay quartiles, it could be contributing towards the gender pay gap.

2) What is the difference between the gender pay gap and equal pay?

The intention behind equal pay is to ensure that men and women are not paid differently for doing the same or similar work. This, on its own, does not prevent a gender pay gap.

For example, if the majority of women are employed in lower-paid jobs there would be a gender pay gap.

View 2017 report

Corporate Social Responsibility

1. Purpose

The Andrews Sykes Group believes that Corporate Social Responsibility is integral to our business.

We are dedicated in ensuring that we conduct our business in an ethical way, taking account of our impact environmentally, economically, socially and in terms of human rights. In addition, this includes our social partners such as local communities, and global responsibilities such as protecting the environment and ensuring are overseas suppliers operate good labour standards.

The following key strategies are business led and demonstrate how this policy is implemented.

2. Our People

The development of our people is considered a strategic investment in our business. We are committed to the development of knowledge and skills for all our employees, with an aim to drive customer service, operational excellence and succession planning. An engaged workforce provides the basis for excellent customer service and enhanced customer satisfaction. Communication and recognition ensure that we provide the ideal workplace for our employees. We value our employees’ opinions and seek to actively involve them, where possible, in the decision-making process. We offer flexible working where practicable to help our employees to achieve a work-life balance and are committed in providing fair pay and conditions to all our employees.

3. Induction process

All employees are informed of the Company’s approach to Corporate Social Responsibility and the environment during the induction process. Line managers are responsible for ensuring that this has happened, and that employees have understood all aspects of Company’s ethical stance.

4. Training

All Managers receive training on the Company’s Corporate Social Responsibility and the environment and how this has an impact on the activities carried out within the organisation. Managers are responsible for communicating this to their employees.

5. Health, Safety and Welfare

The Company is committed in ensuring the health, safety and welfare of all employees and others who may be affected by our activities, The Company complies with all relevant legislation, preventing injury and ill health and to continuously improve the performance of our Occupational Health and Safety Management system, and is accredited to OHSAS 18001:2007.

The Company is committed to reducing, so far as is reasonably practicable, the risks associated with all our operations and will not compromise health and safety for other objectives. The only way that this can be achieved is for every employee, in whatever capacity, to take reasonable care for the health and safety of themselves and others who may be affected by their activities. This is done by providing our employees with sufficient information, instruction, supervision and training and consulting with our employees on matters affecting their health, safety and welfare. To support continuous improvement, we will be transitioning from OHSAS18001, the current Health & Safety standard, to ISO45001, the new standard during 2019.

6. Our Business Ethics

Our policy is to conduct all our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and as a Company we are committed to acting professionally, fairly and with integrity in all its business dealings and relationships wherever we operate.

The Board and Senior Management are committed to implementing and enforcing effective systems to prevent, monitor and eliminate bribery and corruption, in accordance with the Bribery Act 2010. We also expect our business partners, especially those introducing business to the Company, to promote and follow its policy or equivalent policies of their own. We will not do business with third parties which fail to demonstrate that they conduct business in a manner which is consistent with our Anti-Bribery and Corruption Policy.

7. Our Environment

The Andrews Sykes Group aims to sustain and improve the natural environment for the benefit of all.

We recognise our responsibility to the environment, our duty to prevent pollution and to comply with all relevant legislation and other requirements applicable to our operations. We are committed to maintaining a certificated Environmental Management System that meets the requirements of ISO 14001:2004 and we have transitioned to ISO 14001:2015, during 2018. Objectives and Targets are established to reduce to a minimum any adverse effects we have on the environment and to continuously improve our environmental performance.

The Andrews Sykes Group encourages all employees to participate in activities that aim to minimise the company’s environmental impact. Environmental awareness training is provided to new employees. We communicate regularly with our stakeholders, including shareholders, employees and customers on matters of environmental policy and practices. We also encourage suppliers to adopt the highest environmental standards.

The Andrews Sykes Group has met the UK mandatory requirements of the Energy Savings Opportunity Scheme (ESOS), and has certification to the ISO ISO9001:2015, ISO 14001:2004, OHSAS 18001:2007 and CEMARS (in accordance to ISO 14064-1: 2006) standards. In the UAE, the Group has certification to ISO ISO9001:2015.

8. Quality

It is the policy of the Andrews Sykes Group to provide products and services that fully and consistently meet the requirements of our customers, both now and in the future. We are committed to maintaining a certificated Quality Management System that meets the requirements of ISO ISO9001:2015. The Company transitioned to ISO9001:2015, in 2018.

Objectives and Targets are established to enhance customer satisfaction through the constant improvement of our systems and processes.

Our aim is for continual improvement of the effectiveness of our Management Systems through Management Reviews and we are committed to providing adequate resources to achieve this objective.

9. Sustainability

Over the years, the investment in our hire fleet has been focused on sustainable sourcing with environmental impact kept to a minimum. Our aim is to have products that are best in class for performance, energy consumption with minimum noise pollution and high levels of recyclability.

10. Our Communities

The Andrews Sykes Group is an active member of the communities in which it operates within, and constantly aims to be a good neighbour within the community.

We make a positive contribution to local communities by bringing jobs for local people. We also sponsor local causes, and encourage our employees to become involved in fundraising and charitable activities. This is demonstrated with our involvement with the Charlton Athletic Community Trust where, using the power of football, the Trust works in partnership with local communities to empower individuals to improve their lives and environment.

Jim Laybourne
Group Support Operations Manager
January 2019

Modern Slavery and Human Trafficking Statement

For FY 2019


We are committed to protecting against any form of slavery and human trafficking throughout our business or in our supply chains. This statement sets out the steps we have taken since FY 2016 both within our business and to monitor compliance by our suppliers.

Organisational structure and activities

We are one of the market leaders in the rental of Pumping equipment and Specialist Climate Control products which include Air Conditioning and Chillers, Heating and Boilers, Dehumidifiers and Ventilation. Our products and services are supplied throughout the UK, Europe and the Middle East via a network of depots.

Supply chains and due diligence processes

Our supply chains are in the UK, Europe, the Middle East and Asia. As part of our initiative to identify and mitigate risk, we asked our top suppliers to complete a questionnaire to assess the risk in their businesses and we continue to roll this out more widely in our supply chain. The supplier questionnaire includes questions on geographic locations of employment sites, audit of suppliers and training for supplier’s employees.


Over the course of FY 2016, we introduced our internal Anti-Slavery and Human Trafficking Policy which we communicated to all staff. We also updated our Code of Ethics which cross-refers to our Anti-Slavery and Human Trafficking Policy and other policies, including our Whistleblowing Policy. Our Anti-Slavery and Human Trafficking policy reflects our commitment to acting ethically and with integrity in all our business relationships, and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking is not taking place anywhere in our supply chains.

Our Board of Directors has overall responsibility for ensuring compliance with this policy, and management at all levels ensure those reporting to them understand and comply with this policy on an ongoing basis. We reviewed this policy in FY 17 and FY18.


To ensure a high level of understanding of the risks of modern slavery and human trafficking in our business, we have provided a training programme to certain staff which includes a knowledge assessment, which we are rolling out in the key business areas, particularly Procurement. Key staff will continue with refresher training on an annual basis.

Other steps

We have reviewed the basis upon which we contract with our suppliers, via written agreements and terms and conditions, to ensure that we can terminate supplier arrangements if we suspect any breach of the Modern Slavery Act or other legislation.

We will continue with our training programme and supplier due diligence over FY 2019.


This statement is made pursuant to section 54(1) of the Modern Slavery Act 2015 and constitutes the Andrews Sykes Group Modern Slavery statement for the financial year ending 31 December 2019. The above statement will be re-approved by the Board of Directors in 2019 - signed on behalf of the Board.

Paul Wood
January 2019