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Policys & Legals

COOKIE POLICY

Scope of this policy

  1. Shoorah Ltd (weor us or our) uses cookies when you visit our website, https://shoorah.io, (the Website) to help customise the Website and improve your experience using the Website.
  2. This policy applies between you, the user of this Website, and us,Shoorah Ltd, the owner and provider of this Website.
  3. Users of the Website must be 18 years of age or older and so our cookies and this policy are not applicable to children.
  4. When you visit the Website, and before your Website places cookies on your computer, you will be presented with a message bar requesting your consent to set those cookies. By giving your consent to the placing of cookies, you are enabling us to provide a better experience and service. You may, if you wish, deny consent to the placing of these cookies; however, certain features of the Website may not function fully or as intended.
  5. This cookie policy should be read alongside, and in addition to, our Privacy Policy, which can be found at: Please see legals page for all documents relating to Shoorah legals.

What are cookies?

  1. A cookie is a small text file placed on your computer by this Website when you visit certain parts of the Website and/or when you use certain features of the Website.
  2. This Website may place and access certain cookies on your computer. We use these cookies to improve your experience of using the Website.
  3. Cookies do not usually contain any information that personally identifies you, the Website user. However, personal information that we store about you may be linked to the information obtained from and stored in cookies.For more information on how such personal information is handled and stored, refer to our Privacy Policy which is available online at: Please see legals page for all documents relating to Shoorah legals.

Types of cookies

  1. This Website uses the following cookies:
Type of Cookie Purpose
Strictly necessary cookies These are cookies that are required for the operation of our website. They include, for example, cookies that enable you to log into secure areas of our website, use a shopping cart or make use of e-billing services.
Analytical/performance cookies They allow us to recognise and count the number of visitors and to see how visitors move around our website when they are using it. This helps us to improve the way our website works, for example, by ensuring that usersour website works, for example, by ensuring that users are finding what they are looking for easily.
Functionality cookies These are used to recognise you when you return to our website. This enables us to personalise our content for you, greet you by name and remember your preferences (for example, your choice of language or region). By using the Website, you agree to our placement of
functionality cookie.
Targeting cookies These cookies record your visit to our website, the pages you have visited and the links you have followed. We will use this information to make our website and the advertising displayed on it more relevant to your interests. We may also share this information with third parties for this purpose.
  1. You can find a list of the cookies that we use in the attached Cookie Schedule.
  2. We have carefully chosen these cookies and have taken steps to ensure that your privacy is protected and respected at all times.

How to control your cookies

  1. You can choose to enable or disable cookies in your internet browser. By default, most internet browsers accept cookies but this can be changed. For further details, please see the help menu in your internet browser.
  2. You can switch off cookies at any time, however, you may lose information that enables you to access the Website more quickly and efficiently.
  3. It is recommended that you ensure that your internet browser is up-to-date and that you consult the help and guidance provided by the developer of your internet browser if you are unsure about adjusting your privacy settings.
  4. For more information generally on cookies, including how to disable them, please refer to aboutcookies.org. You will also find details on how to delete cookies from your computer.

Changes to this policy

  1. Shoorah Ltd reserves the right to change this cookie policy as we may deem necessary from time to time or as may be required by law. Any changes will be immediately posted on the Website and you are deemed to have accepted the terms of the cookie policy on your first use of the Website following the alterations. 

Contact details

  1. The Website is owned byShoorah Ltd incorporated in England and Wales with registered number 14174217 whose registered office is at Spectrum House 2b, Suttons Lane, Hornchurch,, Essex, RM12 6RJ, England.
  2. You may contact us:
    1. by postusing the address above.
    2. by email at info@shoorah.io.
    3. using the contact form on the Website.

INFORMATION SECURITY POLICY

Statement of policy

  1. Shoorah Ltd(the Employer, we or our) is committed to the highest standards of information security and treats data security and confidentiality extremely seriously.
  2. This policy and the rules contained in it apply to all staff of the Employer, irrespective of seniority, tenure and working hours, including all employees, directors and officers, consultants and contractors, temporary and agency workers, trainees, casual and fixed-term staff, apprentices, interns and any volunteers (Staffor you).
  3. All Staff must familiarise themselves with this policy and comply with its terms.

Purpose of policy

  1. In relation to personal data, under the UK General Data Protection Regulation (the UK GDPR), the Employer must:
    1. ensure the security of personal data, including protection against any unlawful or unauthorised data processing and accidental loss, damage or destruction, by utilising appropriate technical or organisational measures;
    2. demonstrate the consideration and integration of data compliance measures into the Employer’s data processing activities, by implementing appropriate technical or organisational measures; and
    3. be able to demonstrate the use and implementation of such appropriate technical or organisational measures.
  2. The purpose of this policy is to:
    1. protect against any potential breaches of confidentiality;
    2. protect the Employer’s informational assets and IT systems and facilities against any loss, damage or misuse;
    3. ensurethat Staff are aware of and comply with UK laws and the Employer’s policies and procedures on the processing of personal data; and
    4. raise awareness of and clarify the responsibilities and duties of Staff in respect of information security, data security and confidentiality.
  3. This is a statement of policy only and does not form part of your contract of employment. The Employer may amend this policy at any time, in our absolute discretion, and we will do so in accordance with our data protection and other obligations. A new copy of the policy will be circulated whenever it is changed.
  4. For the purposes of this policy:
    1. Business Informationmeans any of the Employer’s business-related information other than personal data about customers, clients, suppliers and other business contacts;
    2. Confidential Informationmeans any trade secrets or other confidential information (belonging to the Employer or third parties) processed by the Employer;
    3. Personal Datameans any information that relates to an individual who can be identified from that information, either directly or indirectly; and
    4. Sensitive Personal Datameans information about an individual’s racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership (or non-membership), health, sex life, sexual orientation, genetic information or biometric information (where this is used to identify an individual).

Roles and responsibilities

  1. All Staff have a responsibility for information security. TheEmployer’s Data Protection Officer (DPO) has overall responsibility for this policy. Specifically, they must:
    1. implement and maintain this policy;
    2. monitor potential and actual security breaches;
    3. ensure Staff are aware of their responsibilities in relation to information security and confidentiality; and
    4. ensure compliance with the UK GDPR and all other relevant legislation and guidance.

Scope of this policy

  1. This policy covers all written, verbal and digital information held, used or transmitted by or on behalf of the Employer, irrespective of media. This includes, but is not limited to:
    1. paper records;
    2. hand-held devices;
    3. telephones;
    4. information stored on computer systems; and
    5. information passed on verbally.
  2. The information covered by this policy may include:
    1. Personal Data relating to Staff, customers, clients or suppliers;
    2. other Business Information; and
    3. Confidential Information.
  3. This policy supplements the Employer’s policies relating todata protection, internet, email and communications, and document retention, including the Employer’s:

The content of these policies must be considered and taken into account alongside this policy.

General principles

  1. All information must be:
    1. treated as commercially valuable; and
    2. protected from loss, theft, misuse or inappropriate access or disclosure.
  2. Through the use of appropriate technical and organisational measures all Personal Data, including Sensitive Personal Data, must be protected against: 
    1. unauthorised and/or unlawful processing; and
    2. accidental loss, destruction or damage.
  3. Staff and line managers should discuss what security measures (including technical and organisational measures) are appropriate and which exist to protect any information accessed by Staff in the course of employment.
  4. Any information, apart from Personal Data, is owned by the Employer and not by an individual or team.
  5. Any information must only be used in connection with work being undertaken for the Employer. It must not be used for any other personal or commercial purposes.
  6. Any Personal Data must only be processed for the specified, explicit and legitimate purpose for which it is collected.

Information management

  1. Any Personal Data must be processed in accordance with:
    1. the data protection principles;
    2. the Employer’s policies on data protection generally; and
    3. the Employer’s other relevant policies.
  2. All Personal Data collected, used and stored must be:
    1. adequate, relevant and limited to what is necessary for the relevant purposes; and
    2. kept accurate and up to date.
  3. The Employer will take appropriate technical and organisational measures to ensure that Personal Data is kept secure and protected against unauthorised or unlawful processing, and against accidental loss, destruction or damage. These measures include:
    1. The encryption of Personal Data.
    2. Dual-factor authentication.
    3. The use of strong passwords.
    4. Password protection on any documents containing Sensitive Personal Data.
    5. Restricted access and staff access levels in place, notifications of deleted and exported data. login logs and security prompts. no one outside the shoorah domain can access internal files, file system can not be shared to anyone outside the shoorah,io domain..
  4. Any Personal Data and Confidential Information must not be kept any longer than is necessary and will be stored and destroyed in accordance with ourpolicies on data retention.

Human resources (HR) information

  1. Due to the internal confidentiality of personnel files, access to these files and any information contained therein is limited to the HR Department. Non-HR Staff are not authorised to access HR information, except as provided for in any individual roles.
  2. Personnel information must also be kept strictly confidential by any Staff involved in:
    1. the recruitment process;
    2. a management role; or
    3. a supervisory role.
  3. Under the UK GDPR and other relevant legislation, Staff may ask to see their personnel files and obtain access to any other Personal Data about them.

Access to offices and information

  1. All office doors, office keys and access codes must, at all times, be kept secure. Office keys and access codes must at no time be given to or communicated to any third parties.
  2. All documents containing and any equipment displaying Confidential Information should be placed and positioned so that anyone passing by cannot see them (e.g. through office windows or glass doors).
  3. Any visitors must:
    1. sign it at reception;
    2. be accompanied by Staff at all times; and
    3. not be left alone in areas or situations where they may have access to Confidential Information.
  4. Meetings with visitors must, where possible, take place in meeting rooms. If a visitor meeting takes place outside a meeting room, in an office or other room containing Employer information, steps must be taken to ensure no Confidential Information is visible and accessible to the visitors.
  5. All paper documents, backup systems and devices containing Confidential Information must be securely locked away: 
    1. whenever desks are unoccupied; and
    2. at the end of the working day.

Computers and IT

  1. Where available on our systems, password protection and encryption must be used to maintain confidentiality.
  2. All computers and other electronic devices must be password protected. Such passwords must be changed regularly and must not be recorded anywhere (e.g. written down) or made available to others.
  3. To minimise the risk of accidental loss or disclosure, all computers and other electronic devices must be locked when not in use, including when left unattended at a desk.
  4. All data held electronically must be securely backed up as soon as possible in accordance with the Employer’s internal backup procedure.
  5. Confidential Information must not be copied onto removable hard drives, CDs or DVDs, floppy disks or memory sticks, without the express permission of theIT Department. Any Personal Data held on such devices must, as soon as possible, be transferred to the Employer’s computer network to be backed up and then deleted from the device.
  6. Staff must: 
    1. ensure that they do not introduce viruses, malware or malicious codes onto the Employer’s systems.
    2. not install or download from the internet any software without it first being checked for viruses.

Staff should speak to the IT Department for more information and guidance on appropriate steps to be taken to ensure compliance.

Communications and transfer of information

  1. When speaking in public places (e.g. when speaking on a mobile phone), Staff must take care in maintaining confidentiality.
  2. Confidential Information must be marked ‘strictly private and confidential’ and circulated only to those who need to know the information in the course of their work
  3. Confidential Information must not be removed from the Employer’s offices (and systems) unless required for authorised business purposes, and then only in accordance with the subsequent paragraph.
  4. If the removal of Confidential Information from the Employer’s offices is permitted, all reasonable steps must be taken to maintain the confidentiality and integrity of the information. This includes, but is not limited to, Staff ensuring that Confidential Information is:
    1. stored with strong password protection, with devices and files is kept locked when not in use;
    2. not transported in see-through or other unsecured bags or cases, when in paper copy;
    3. not read in public places when working remotely (e.g. in waiting rooms or on trains); and
    4. not left unattended or in any place where it is at risk (e.g. in airports or conference centres).
  5. Care must be taken to verify all postal and email addresses before any information is sent to them. Particular care must be taken when checking and verifying email addresses where auto-complete features may have inserted incorrect email addresses.
  6. Before being sent by email or recorded delivery, all sensitive or particularly confidential information should be encrypted.

Personal email and cloud storage accounts

  1. Personal email accounts (e.g. Google, Hotmail and Yahoo) and cloud storage services (e.g. Google Drive, iCloud and OneDrive) are vulnerable to hacking and do not provide the same level of security as the services provided by the Employer’s IT systems.
  2. Staff must not use personal email accounts or cloud storage accounts for work purposes.
  3. If large amounts of data need to be transferred, Staff should speak to theIT Department.

Working from home

  1. Unless required for authorised business purposes, and then only in accordance with the subsequent paragraph, Staff must not take information home with them.
  2. Where information is permitted to be taken home, Staff must ensure that appropriate technical and practical measures are in place within the home to maintain the continued security and confidentiality of that information. In particular, all Confidential Information and Personal Data must be:
    1. kept in a secure and locked location, where it cannot be accessed by others (including family members and guests); and
    2. retained and disposed of in accordance with paragraph 21 above.
  3. Staff must not store any Confidential Information on their home computers or other devices (e.g. laptops, PCs or tablets).

Transfers to third parties

  1. Third party service providers should only be engaged to process information where appropriate written agreements are in place to ensure that they offer appropriate data protection, confidentiality and information security protections and undertakings. Care must be taken to consider whether any such third party service providers will be considered data processors for the purpose of the UK GDPR.
  2. Staff involved in the process of setting up new arrangements or altering existing arrangements with third parties should speak to and consult with theDPO for more information and guidance.

International data transfers

  1. There are restrictions on (onward) transfers of Personal Data to international organisations outside of the UK.Staff may only transfer Personal Data outside the UK (including to international organisations outside the UK) if there are sufficient and adequate protections in place. Before making any transfers, Staff should speak to, and seek written authorisation from, the DPO.
  2. For more information, please contact theDPO or Legal Department.

Training

  1. The Employer will provide training on the concepts and measures contained in this policy to all Staff as part of the induction process and at regular intervals thereafter or whenever there is a substantial change in the law or our policies and procedures.
  2. Training is providedonline. The completion of such training is compulsory. The Employer will continually monitor training needs but if you feel that you need further training on any aspect of the relevant law or this policy, please contact the DPO.

Reporting data breaches

  1. All Staff are under an obligation to report actual or potential data protection compliance breaches to enable the Employer to:
    1. investigate the breach and take any necessary remedial actions;
    2. maintain a register of compliance breaches; and
    3. make any applicable notifications (e.g. to the Information Commissioner’s Office).
  2. For more information on the Employer’s reporting procedure, contact theDPO.

Consequences of non-compliance

  1. The Employer takes compliance with this policy very seriously and failure to comply with this policy puts Staff and the Employer alike at significant risk.
  2. Due to the importance of this policy, failure to comply with any of its procedures and requirements may result in disciplinary action and dismissal.
  3. If you have any questions or concerns about anything in this policy, please contact theDPO at info@shoorah.io.

PRIVACY POLICY

This privacy policy applies between you, the User of this Website, and Shoorah Ltd, the owner and provider of this Website. Shoorah Ltd takes the privacy of your information very seriously. This privacy policy applies to our use of any and all Data collected by us or provided by you in relation to your use of the Website.

This privacy policy should be read alongside, and in addition to, our Terms and Conditions, which can be found at: Please see the legals page on the Shoorah.io website .

Please read this privacy policy carefully.

Definitions and interpretation

  1. In this privacy policy, the following definitions are used:

Data

collectively all information that you submit to Shoorah Ltd via the Website. This definition incorporates, where applicable, the definitions provided in the Data Protection Laws;

Cookies

a small text file placed on your computer by this Website when you visit certain parts of the Website and/or when you use certain features of the Website. Details of the cookies used by this Website are set out in the clause below (Cookies);

Data Protection Laws

any applicable law relating to the processing of personal Data, including but not limited to the GDPR, and any national implementing and supplementary laws, regulations and secondary legislation;

GDPR

the UK General Data Protection Regulation;

Shoorah Ltd,  
 we  or us

  Shoorah Ltd, a company incorporated in England and Wales with registered number 14174217 whose registered office is at Spectrum House 2b, , Suttons Lane, Hornchurch,,   Essex,,   RM12 6RJ; 

UK and EU Cookie Law

the Privacy and Electronic Communications (EC Directive) Regulations 2003 as amended by the Privacy and Electronic Communications (EC Directive) (Amendment) Regulations 2011 & the Privacy and Electronic Communications (EC Directive) (Amendment) Regulations 2018;

User or you

any third party that accesses the Website and is not either (i) employed by Shoorah Ltd and acting in the course of their employment or (ii) engaged as a consultant or otherwise providing services to Shoorah Ltd and accessing the Website in connection with the provision of such services; and

Website

the website that you are currently using, https://shoorah.io, and any sub-domains of this site unless expressly excluded by their own terms and conditions.

  1. In this privacy policy, unless the context requires a different interpretation:
    1. the singular includes the plural and vice versa;
    2. references to sub-clauses, clauses, schedules or appendices are to sub-clauses, clauses, schedules or appendices of this privacy policy;
    3. a reference to a person includes firms, companies, government entities, trusts and partnerships;
    4. “including” is understood to mean “including without limitation”;
    5. reference to any statutory provision includes any modification or amendment of it;
    6. the headings and sub-headings do not form part of this privacy policy.

Scope of this privacy policy

  1. This privacy policy applies only to the actions of Shoorah Ltdand Users with respect to this Website. It does not extend to any websites that can be accessed from this Website including, but not limited to, any links we may provide to social media websites.
  2. For purposes of the applicable Data Protection Laws, Shoorah Ltdis the “data controller”. This means that Shoorah Ltd determines the purposes for which, and the manner in which, your Data is processed.

Data collected

  1. We may collect the following Data, which includes personal Data, from you:
    1. name;
    2. date of birth;
    3. gender;
    4. job title;
    5. profession;
    6. contact Information such as email addresses and telephone numbers;
    7. demographic information such as postcode, preferences and interests;
    8. financial information such as credit / debit card numbers;
    9. IP address (automatically collected);
    10. web browser type and version (automatically collected);
    11. operating system (automatically collected);
    12. a list of URLs starting with a referring site, your activity on this Website, and the site you exit to (automatically collected);
    13. In App tracking data such as, user behaviour and counts of inputs in features such as journal and moods. This data is used to improve the IOS & Android platforms and for shoorah to tailor better content to its users.;

in each case, in accordance with this privacy policy.

How we collect Data

  1. We collect Data in the following ways:
    1. data is given to us by you;
    2. data is received from other sources; and
    3. data is collected automatically.

Data that is given to us by you

  1. Shoorah Ltdwill collect your Data in a number of ways, for example:
    1. when you contact us through the Website, by telephone, post, e-mail or through any other means;
    2. when you register with us and set up an account to receive our products/services;
    3. when you complete surveys that we use for research purposes (although you are not obliged to respond to them);
    4. when you enter a competition or promotion through a social media channel;
    5. when you make payments to us, through this Website or otherwise;
    6. when you elect to receive marketing communications from us;
    7. when you use our services;
    8. Online data and 3rd party partner resources;

in each case, in accordance with this privacy policy.

Data that is received from third parties

  1. Shoorah Ltdwill receive Data about you from the following third parties:
    1. Ai and big data companies who provide platform and/or software as a service. When receiving such Data we will comply with our standard terms and conditions at all time.

Data that is received from publicly available third parties sources

  1. We will receive Data about you from the following publicly available third party sources:
    1. Shoorah time to time may use platforms such as Google, Meta, LinkedIn and other publicly ready platforms to collect data or/and pull data .

Data that is collected automatically

  1. To the extent that you access the Website, we will collect your Data automatically, for example:
    1. we automatically collect some information about your visit to the Website. This information helps us to make improvements to Website content and navigation, and includes your IP address, the date, times and frequency with which you access the Website and the way you use and interact with its content.
    2. we will collect your Data automatically via cookies, in line with the cookie settings on your browser. For more information about cookies, and how we use them on the Website, see the section below, headed “Cookies”.

Our use of Data

  1. Any or all of the above Data may be required by us from time to time in order to provide you with the best possible service and experience when using our Website. Specifically, Data may be used by us for the following reasons:
    1. internal record keeping;
    2. improvement of our products / services;
    3. transmission by email of marketing materials that may be of interest to you;
    4. contact for market research purposes which may be done using email, telephone, fax or mail. Such information may be used to customise or update the Website;

in each case, in accordance with this privacy policy to allow us to provide support and provide recommendations as part of our service in accordance with our standard terms and conditions.

  1. We may use your Data for the above purposes if we deem it necessary to do so for our legitimate interests. If you are not satisfied with this, you have the right to object in certain circumstances (see the section headed “Your rights” below).
  2. For the delivery of direct marketing to you via e-mail, we’ll need your consent, whether via an opt-in or soft-opt-in:
    1. soft opt-in consent is a specific type of consent which applies when you have previously engaged with us (for example, you contact us to ask us for more details about a particular product/service, and we are marketing similar products/services). Under “soft opt-in” consent, we will take your consent as given unless you opt-out.
    2. for other types of e-marketing, we are required to obtain your explicit consent; that is, you need to take positive and affirmative action when consenting by, for example, checking a tick box that we’ll provide.
    3. if you are not satisfied with our approach to marketing, you have the right to withdraw consent at any time. To find out how to withdraw your consent, see the section headed “Your rights” below.
  3. When you register with us and set up an account to receive our services, the legal basis for this processing is the performance of a contract between you and us and/or taking steps, at your request, to enter into such a contract.
  4. We may use your Data to show you Shoorah Ltdadverts and other content on other websites. If you do not want us to use your data to show you Shoorah Ltd adverts and other content on other websites, please turn off the relevant cookies (please refer to the section headed “Cookies” below).

Who we share Data with

  1. We may share your Data with the following groups of people for the following reasons:
    1. any of our group companies or affiliates – to ensure the proper administration of your website and business;
    2. our employees, agents and/or professional advisors – to obtain advice from professional advisers;
    3. third party service providers who provide services to us which require the processing of personal data – to help third party service providers in receipt of any shared data to perform functions on our behalf to help ensure the website runs smoothly;
    4. third party payment providers who process payments made over the Website – to enable third party payment providers to process user payments and refunds. 3rd parties such as Apple & Google pay.;
    5. relevant authorities – to facilitate the detection of crime or the collection of taxes or duties;

in each case, in accordance with this privacy policy.

Keeping Data secure

  1. We will use technical and organisational measures to safeguard your Data, for example:
    1. access to your account is controlled by a password and a user name that is unique to you.
    2. we store your Data on secure servers.
    3. payment details are encrypted using SSL technology (typically you will see a lock icon or green address bar (or both) in your browser when we use this technology.
  2. We are certified to ICO, Microsoft security, AWS security software. This family of standards helps us manage your Data and keep it secure.
  3. Technical and organisational measures include measures to deal with any suspected data breach. If you suspect any misuse or loss or unauthorised access to your Data, please let us know immediately by contacting us via this e-mail address: info@shoorah.io.
  4. If you want detailed information from Get Safe Online on how to protect your information and your computers and devices against fraud, identity theft, viruses and many other online problems, please visit www.getsafeonline.org. Get Safe Online is supported by HM Government and leading businesses.

Data retention

  1. Unless a longer retention period is required or permitted by law, we will only hold your Data on our systems for the period necessary to fulfil the purposes outlined in this privacy policy or until you request that the Data be deleted.
  2. Even if we delete your Data, it may persist on backup or archival media for legal, tax or regulatory purposes.

Your rights

  1. You have the following rights in relation to your Data:
    1. Right to access– the right to request (i) copies of the information we hold about you at any time, or (ii) that we modify, update or delete such information. If we provide you with access to the information we hold about you, we will not charge you for this, unless your request is “manifestly unfounded or excessive.” Where we are legally permitted to do so, we may refuse your request. If we refuse your request, we will tell you the reasons why.
    2. Right to correct– the right to have your Data rectified if it is inaccurate or incomplete.
    3. Right to erase– the right to request that we delete or remove your Data from our systems.
    4. Right to restrict our use of your Data– the right to “block” us from using your Data or limit the way in which we can use it.
    5. Right to data portability– the right to request that we move, copy or transfer your Data.
    6. Right to object– the right to object to our use of your Data including where we use it for our legitimate interests.
  2. To make enquiries, exercise any of your rights set out above, or withdraw your consent to the processing of your Data (where consent is our legal basis for processing your Data), please contact us via this e-mail address: info@shoorah.io.
  3. If you are not satisfied with the way a complaint you make in relation to your Data is handled by us, you may be able to refer your complaint to the relevant data protection authority. For the UK, this is the Information Commissioner’s Office (ICO). The ICO’s contact details can be found on their website at https://ico.org.uk/.
  4. It is important that the Data we hold about you is accurate and current. Please keep us informed if your Data changes during the period for which we hold it.

Links to other websites

  1. This Website may, from time to time, provide links to other websites. We have no control over such websites and are not responsible for the content of these websites. This privacy policy does not extend to your use of such websites. You are advised to read the privacy policy or statement of other websites prior to using them.

Changes of business ownership and control

  1. Shoorah Ltdmay, from time to time, expand or reduce our business and this may involve the sale and/or the transfer of control of all or part of Shoorah Ltd. Data provided by Users will, where it is relevant to any part of our business so transferred, be transferred along with that part and the new owner or newly controlling party will, under the terms of this privacy policy, be permitted to use the Data for the purposes for which it was originally supplied to us.
  2. We may also disclose Data to a prospective purchaser of our business or any part of it.
  3. In the above instances, we will take steps with the aim of ensuring your privacy is protected.

Cookies

  1. This Website may place and access certain Cookies on your computer.  Shoorah Ltd uses Cookies to improve your experience of using the Website.     Shoorah Ltd has carefully chosen these Cookies and has taken steps to ensure that your privacy is protected and respected at all times.
  2. All Cookies used by this Website are used in accordance with current UK and EU Cookie Law.
  3. Before the Website places Cookies on your computer, you will be presented with a message bar requesting your consent to set those Cookies. By giving your consent to the placing of Cookies, you are enabling Shoorah Ltd to provide a better experience and service to you. You may, if you wish, deny consent to the placing of Cookies; however certain features of the Website may not function fully or as intended.
  4. This Website may place the following Cookies: 

Type of Cookie

Purpose

Strictly necessary cookies

These are cookies that are required for the operation of our website. They include, for example, cookies that enable you to log into secure areas of our website, use a shopping cart or make use of e-billing services.

Analytical/performance cookies

They allow us to recognise and count the number of visitors and to see how visitors move around our website when they are using it. This helps us to improve the way our website works, for example, by ensuring that users are finding what they are looking for easily.

Functionality cookies

These are used to recognise you when you return to our website. This enables us to personalise our content for you, greet you by name and remember your preferences (for example, your choice of language or region). By using the Website, you agree to our placement of functionality cookie.

Targeting cookies

These cookies record your visit to our website, the pages you have visited and the links you have followed. We will use this information to make our website and the advertising displayed on it more relevant to your interests. We may also share this information with third parties for this purpose.

 

  1. You can find a list of Cookies that we use in the Cookies Schedule.
  2. You can choose to enable or disable Cookies in your internet browser. By default, most internet browsers accept Cookies but this can be changed. For further details, please see the help menu in your internet browser. You can switch off  Cookies at any time, however, you may lose any information that enables you to access the Website more quickly and efficiently.
  3. You can choose to delete Cookies at any time; however, you may lose any information that enables you to access the Website more quickly and efficiently including, but not limited to, personalisation settings.
  4. It is recommended that you ensure that your internet browser is up-to-date and that you consult the help and guidance provided by the developer of your internet browser if you are unsure about adjusting your privacy settings.
  5. For more information generally on cookies, including how to disable them, please refer to aboutcookies.org. You will also find details on how to delete cookies from your computer.

General

  1. You may not transfer any of your rights under this privacy policy to any other person. We may transfer our rights under this privacy policy where we reasonably believe your rights will not be affected.
  2. If any court or competent authority finds that any provision of this privacy policy (or part of any provision) is invalid, illegal or unenforceable, that provision or part-provision will, to the extent required, be deemed to be deleted, and the validity and enforceability of the other provisions of this privacy policy will not be affected.
  3. Unless otherwise agreed, no delay, act or omission by a party in exercising any right or remedy will be deemed a waiver of that, or any other, right or remedy.
  4. This Agreement will be governed by and interpreted according to the law of England and Wales. All disputes arising under the Agreement will be subject to the exclusive jurisdiction of the English and Welsh courts.

Changes to this privacy policy

  1. Shoorah Ltdreserves the right to change this privacy policy as we may deem necessary from time to time or as may be required by law. Any changes will be immediately posted on the Website and you are deemed to have accepted the terms of the privacy policy on your first use of the Website following the alterations.

      You may contact Shoorah Ltd by email at info@shoorah.io.

Cookies

Below is a list of the cookies that we use. We have tried to ensure this is complete and up to date, but if you think that we have missed a cookie or there is any discrepancy, please let us know.

Strictly necessary
We use the following strictly necessary cookies:

Description

Purpose

We use this session cookie to remember you and maintain your session whilst you are using our website

Retarget users, show case correct content to correct user in GEO location, IP Tracking and user behaviour


Functionality
We use the following functionality cookies:

Description

Purpose

Functionality cookies

We We use this cookie to identify your computer and analyse traffic patterns on our website.

Analytical/performance
We use the following analytical/performance cookies:

Description

Purpose

Analytical or performance cookies

We use this cookie to help us analyse how users use the website

Targeting
We use the following targeting cookies:

Description

Purpose

Targeting cookies

We use this cookie to enable us to show you adverts while you are browsing our website and other websites on the internet.

DISCLAIMER

Shuru is a chatbot based on OpenAI and designed through the use of large data programs built by independent well-being experts. The information provided by Shuru is supplied by a natural person and Shuru cannot express human emotions. Shuru’s intended use is to provide evidence and research based tools and techniques to assist with managing natural emotions and encouraging mental well-being in a positive self-help context. Shuru is not intended for providing diagnosis, treatments, or cures for any health conditions whatsoever. Shuru does not offer medical, legal or financial advice nor does it hold itself out to be qualified to provide the same. Shuru will only ever provide guidance or support and shall never be held responsible for the actions or decisions of its users.

Shuru is not designed to assist with crises such as abuse, trauma or mental health conditions that may cause feelings of suicide, harm to self or any other medical emergencies. In any of these cases users should immediately seek the appropriate professional help or speak with their GP.

User data is not shared and is used for analytics purposes only and to continually improve the Shuru tool. Communications between users and Shuru are completely anonymous.

TERMS AND CONDITIONS

Please read all these terms and conditions.
As we can accept your order and make a legally enforceable agreement without further reference to you, you must read these terms and conditions to make sure that they contain all that you want and nothing that you are not happy with.

Application

  1. These Terms and Conditions will apply to the purchase of the services by you (the Customeror you). We are Shoorah Ltd a company registered in England and Wales under number 14174217 whose registered office is at Spectrum House 2b, Suttons Lane, Hornchurch,, Essex,, RM12 6RJ  with  email address info@shoorah.io;  (the Supplier or us or we).
  2. These are the terms on which we sell all Services to you. By ordering any of the Services, you agree to be bound by these Terms and Conditions.  You can only purchase the Services rom the Website if you are eligible to enter into a Contract and are at least 18 years old.

Interpretation

  1. Consumermeans an individual acting for purposes which are wholly or mainly outside their trade, business, craft or profession;
  2. Contractmeans the legally-binding agreement between you and us for the supply of the Services;
  3. Delivery Locationmeans the Supplier’s premises or other location where the Services are to be supplied, as set out in the Order;
  4. Durable Mediummeans paper or email, or any other medium that allows information to be addressed personally to the recipient, enables the recipient to store the information in a way accessible for future reference for a period that is long enough for the purposes of the information, and allows the unchanged reproduction of the information stored;
  5. Ordermeans the Customer’s order for the Services from the Supplier as submitted following the step by step process set out on the Website;
  6. Privacy Policymeans the terms which set out how we will deal with confidential and personal information received from you via the Website;
  7. Servicesmeans the services advertised on the Website,;
  8. Websitemeans our website https://shoorah.io on which the Services are advertised.

Services

  1. The description of the Services is as set out, provided for and advertised on the Website.
  2. In the case of Services made to your special requirements, it is your responsibility to ensure that any information or specification you provide is accurate.
  3. All Services which appear on the Website are subject to availability which shall be confirmed by us.
  4. We can make changes to the Services which are necessary to comply with any applicable law or safety requirement. We will notify you of these changes.

Customer responsibilities

  1. You must co-operate with us in all matters relating to the Services, provide us and our authorised employees and representatives with access to any premises under your control as required, provide us with all information required to perform the Services and obtain any necessary licences and consents (unless otherwise agreed).
  2. Failure to comply with the above is a Customer default which entitles us to suspend performance of the Services until you remedy it or if you fail to remedy it following our request, we can terminate the Contract with immediate effect on written notice to you.

Personal information

  1. We retain and use all information strictly under the Privacy Policy.
  2. We may contact you by using e-mail or other electronic communication methods or by pre-paid post and you expressly agree to this.

Basis of Sale

  1. The description of the Services in our website does not constitute a contractual offer to sell the Services. When an Order has been submitted on the Website, we can reject it for any reason, although we will try to tell you the reason without delay.
  2. The Order process is set out on the Website. Each step allows you to check and amend any errors before submitting the Order. It is your responsibility to check that you have used the ordering process correctly.
  3. A Contract will be formed for the Services ordered only when you receive an email from us confirming the Order (Order Confirmation). You must ensure that the Order Confirmation is complete and accurate and inform us immediately of any errors. We are not responsible for any inaccuracies in the Order placed by you. By placing an Order you agree to us giving you confirmation of the Contract by means of an email with all information in it (ie the Order Confirmation). You will receive the Order Confirmation within a reasonable time after making the Contract, but in any event before performance begins of any of the Services.
  4. Any quotation or estimate of Fees (as defined below) is valid for a maximum period of _________________  days  from its date, unless we expressly withdraw it at an earlier time.
  5. No variation of the Contract, whether about description of the Services, Fees or otherwise, can be made after it has been entered into unless the variation is agreed by the Customer and the Supplier in writing.
  6. We intend that these Terms and Conditions apply only to a Contract entered into by you as a Consumer. If this is not the case, you must tell us, so that we can provide you with a different contract with terms which are more appropriate for you and which might, in some respects, be better for you, eg by giving you rights as a business.

Fees and Payment

  1. The fees (Fees) for the Services (if not included in the Fees) and any additional delivery or other charges is that set out on the Website at the date we accept the Order or such other price as we may agree in writing. Prices for Services may be calculated on a fixed price or on a standard daily rate basis.
  2. Fees and charges include VAT at the rate applicable at the time of the Order.
  3. You must pay by submitting your credit or debit card details with your Order and we can take payment immediately or otherwise before delivery of the Services.

Delivery of the Services

  1. We will deliver the Services within the agreed period or, failing any agreement within a reasonable time.
  2. In any case, regardless of events beyond our control, if we do not deliver the Services on time, you can require us to reduce the Fees or charges by an appropriate amount (including the right to receive a refund for anything already paid above the reduced amount). The amount of the reduction can, where appropriate, be up to the full amount of the Fees or charges.
  3. If you treat the Contract at an end, we will (in addition to other remedies) promptly return all payments made under the Contract.

Withdrawal and cancellation

  1. You can withdraw the Order by telling us before the Contract is made, if you simply wish to change your mind and without giving us a reason, and without incurring any liability.

Right to cancel

  1. Subject as stated in these Terms and Conditions, you can cancel this contract within 14 days without giving any reason.
  2. The cancellation period will expire after 14 days from the day the Contract was entered into
  3. To exercise the right to cancel, you must inform us of your decision to cancel this Contract by a clear statement setting out your decision (eg a letter sent by post or email). You can use the attached model cancellation form, but it is not obligatory. In any event, you must be able to show clear evidence of when the cancellation was made, so you may decide to use the model cancellation form.
  4. You can also electronically fill in and submit the model cancellation form or any other clear statement of the Customer’s decision to cancel the Contract on our website https://shoorah.io. If you use this option, we will communicate to you an acknowledgement of receipt of such a cancellation in a Durable Medium (eg by email) without delay.
  5. To meet the cancellation deadline, it is sufficient for you to send your communication concerning your exercise of the right to cancel before the cancellation period has expired.

Commencement of Services in the cancellation period

  1. We must not begin the supply of a service (being part of the Services) before the end of the cancellation period unless you have made an express request for the service.

Effects of cancellation in the cancellation period

  1. Except as set out below, if you cancel this Contract, we will reimburse to you all payments received from you, including the costs of delivery (except for the supplementary costs arising if you chose a type of delivery other than the least expensive type of standard delivery offered by us).

Payment for Services commenced during the cancellation period

  1. Where a service is supplied (being part of the Service) before the end of the cancellation period in response to your express request to do so, you must pay an amount for the supply of the service for the period for which it is supplied, ending with the time when we are informed of your decision to cancel the Contract. This amount is in proportion to what has been supplied in comparison with the full coverage of the Contract. This amount is to be calculated on the basis of the total price agreed in the Contract or, if the total price were to be excessive, on the basis of the market value of the service that has been supplied, calculated by comparing prices for equivalent services supplied by other traders. You will bear no cost for supply of that service, in full or in part, in this cancellation period if that service is not supplied in response to such a request.

Conformity

  1. We will supply the Services with reasonable skill and care.
  2. In relation to the Services, anything we say or write to you, or anything someone else says or writes to you on our behalf, about us or about the Services, is a term of the Contract (which we must comply with) if you take it into account when deciding to enter this Contract, or when making any decision about the Services after entering into this Contract. Anything you take into account is subject to anything that qualified it and was said or written to you by us or on behalf of us on the same occasion, and any change to it that has been expressly agreed between us (before entering this Contract or later).

Duration, termination and suspension

  1. The Contract shall continue for as long as it takes us to perform the Services.
  2. Either you or we may terminate the Contract or suspend the Services at any time by a written notice of termination or suspension to the other if that other:
    1. commits a serious breach, or series of breaches resulting in a serious breach, of the Contract and the breach either cannot be fixed or is not fixed within 30 days of the written notice; or
    2. is subject to any step towards its bankruptcy or liquidation.
  3. On termination of the Contract for any reason, any of our respective remaining rights and liabilities will not be affected.

Successors and our sub-contractors

  1. Either party can transfer the benefit of this Contract to someone else, and will remain liable to the other for its obligations under the Contract. The Supplier will be liable for the acts of any sub-contractors who it chooses to help perform its duties.

Circumstances beyond the control of either party

  1. In the event of any failure by a party because of something beyond its reasonable control:
    1. the party will advise the other party as soon as reasonably practicable; and
    2. the party’s obligations will be suspended so far as is reasonable, provided that that party will act reasonably, and the party will not be liable for any failure which it could not reasonably avoid, but this will not affect the Customer’s above rights relating to delivery (and the right to cancel below).

Privacy

  1. Your privacy is critical to us. We respect your privacy and comply with the General Data Protection Regulation with regard to your personal information.
  2. These Terms and Conditions should be read alongside, and are in addition to our policies, including our privacy policy (Please see the legal; page for Shoorah on shoorah.io website) and cookies policy (Please see the legal; page for Shoorah on shoorah.io website).
  3. For the purposes of these Terms and Conditions:
    1. ‘Data Protection Laws’ means any applicable law relating to the processing of Personal Data, including, but not limited to the GDPR.
    2. ‘GDPR’ means the UK General Data Protection Regulation.
    3. ‘Data Controller’, ‘Personal Data’ and ‘Processing’ shall have the same meaning as in the GDPR.
  4. We are a Data Controller of the Personal Data we Process in providing the Services to you.
  5. Where you supply Personal Data to us so we can provide Services to you, and we Process that Personal Data in the course of providing the Services to you, we will comply with our obligations imposed by the Data Protection Laws:
    1. before or at the time of collecting Personal Data, we will identify the purposes for which information is being collected;
    2. we will only Process Personal Data for the purposes identified;
    3. we will respect your rights in relation to your Personal Data; and
    4. we will implement technical and organisational measures to ensure your Personal Data is secure.
  6. For any enquiries or complaints regarding data privacy, you can e-mail: info@shoorah.io.

Excluding liability

  1. The Supplier does not exclude liability for: (i) any fraudulent act or omission; or (ii) death or personal injury caused by negligence or breach of the Supplier’s other legal obligations. Subject to this, we are not liable for (i) loss which was not reasonably foreseeable to both parties at the time when the Contract was made, or (ii) loss (eg loss of profit) to your business, trade, craft or profession which would not be suffered by a Consumer.

Governing law, jurisdiction and complaints

55. The Contract (including any non-contractual matters) is governed by the law of England and Wales.
56. Disputes can be submitted to the jurisdiction of the courts of England and Wales or, where the Customer lives in Scotland or Northern Ireland, in the courts of respectively Scotland or Northern Ireland.
57. We try to avoid any dispute, so we deal with complaints as follows: in app support or/and by sending a email to the email address provided: info@shoorah.io.

Model cancellation Form
To Shoorah Ltd Spectrum House 2b, Suttons Lane, Hornchurch, Essex, RM12 6RJ Email address: info@shoorah.io

I/We[*] hereby give notice that I/We [*] cancel my/our [*] contract of sale [for the supply of the following service [*], Ordered on [*]/received on [*]______________________(date received) Name of consumer(s): Address of consumer(s):

Signature of consumer(s) (only if this form is notified on paper)

Date
[*] Delete as appropriate.

TERMS AND CONDITIONS OF USE

Introduction

These terms and conditions apply between you, the User of this Website (including any sub-domains, unless expressly excluded by their own terms and conditions), and Shoorah Ltd, the owner and operator of this Website. Please read these terms and conditions carefully, as they affect your legal rights. Your agreement to comply with and be bound by these terms and conditions is deemed to occur upon your first use of the Website. If you do not agree to be bound by these terms and conditions, you should stop using the Website immediately.

In these terms and conditions, User or Users means any third party that accesses the Website and is not either (i) employed by Shoorah Ltd and acting in the course of their employment or (ii) engaged as a consultant or otherwise providing services to Shoorah Ltd and accessing the Website in connection with the provision of such services.

You must be at least 18 years of age to use this Website. By using the Website and agreeing to these terms and conditions, you represent and warrant that you are at least 18 years of age.

Intellectual property and acceptable use

  1. All Content included on the Website, unless uploaded by Users, is the property of Shoorah Ltd,  our affiliates or other relevant third parties. In these terms and conditions, Content means any text, graphics, images, audio, video, software, data compilations, page layout, underlying code and software and any other form of information capable of being stored in a computer that appears on or forms part of this Website, including any such content uploaded by Users. By continuing to use the Website you acknowledge that such Content is protected by copyright, trademarks, database rights and other intellectual property rights. Nothing on this site shall be construed as granting, by implication, estoppel, or otherwise, any license or right to use any trademark, logo or service mark displayed on the site without the owner’s prior written permission
  2. You may, for your own personal, non-commercial use only, do the following:
    1. retrieve, display and view the Content on a device
    2. download and store the Content in electronic form on a disk (but not on any server or other storage device connected to a network)
    3. print one copy of the Content
  3. You must not otherwise reproduce, modify, copy, distribute or use for commercial purposes any Content without the written permission of Shoorah Ltd. 

Prohibited use

  1. You may not use the Website for any of the following purposes:
    1. in any way which causes, or may cause, damage to the Website or interferes with any other person’s use or enjoyment of the Website;
    2. in any way which is harmful, unlawful, illegal, abusive, harassing, threatening or otherwise objectionable or in breach of any applicable law, regulation, governmental order;
    3. making, transmitting or storing electronic copies of Content protected by copyright without the permission of the owner.

Registration

  1. You must ensure that the details provided by you on registration or at any time are correct and complete.
  2. You must inform us immediately of any changes to the information that you provide when registering by updating your personal details to ensure we can communicate with you effectively.
  3. We may suspend or cancel your registration with immediate effect for any reasonable purposes or if you breach these terms and conditions.
  4. You may cancel your registration at any time by informing us in writing to the address at the end of these terms and conditions. If you do so, you must immediately stop using the Website. Cancellation or suspension of your registration does not affect any statutory rights.

Links to other websites

  1. This Website may contain links to other sites. Unless expressly stated, these sites are not under the control of Shoorah Ltd or that of our affiliates.
  2. We assume no responsibility for the content of such Websites and disclaim liability for any and all forms of loss or damage arising out of the use of them.
  3. The inclusion of a link to another site on this Website does not imply any endorsement of the sites themselves or of those in control of them.

Privacy Policy and Cookies Policy

  1. Use of the Website is also governed by our Privacy Policy and Cookies Policy, which are incorporated into these terms and conditions by this reference. To view the Privacy Policy and Cookies Policy, please click on the following: Please refer to our legals page on the shoorah.io websiteand Please refer to our legals page on the shoorah.io website.

Availability of the Website and disclaimers

  1. Any online facilities, tools, services or information that Shoorah Ltd  makes available through the Website (the Service) is provided “as is” and on an “as available” basis. We give no warranty that the Service will be free of defects and/or faults. To the maximum extent permitted by the law, we provide no warranties (express or implied) of fitness for a particular purpose, accuracy of information, compatibility and satisfactory quality.  Shoorah Ltd  is under no obligation to update information on the Website.
  2. Whilst Shoorah Ltd  uses reasonable endeavours to ensure that the Website is secure and free of errors, viruses and other malware, we give no warranty or guaranty in that regard and all Users take responsibility for their own security, that of their personal details and their computers.
  3. Shoorah Ltd  accepts no liability for any disruption or non-availability of the Website.
  4. Shoorah Ltd  reserves the right to alter, suspend or discontinue any part (or the whole) of the Website including, but not limited to, any products and/or services available. These terms and conditions shall continue to apply to any modified version of the Website unless it is expressly stated otherwise.

Limitation of liability

  1. Nothing in these terms and conditions will: (a) limit or exclude our or your liability for death or personal injury resulting from our or your negligence, as applicable; (b) limit or exclude our or your liability for fraud or fraudulent misrepresentation; or (c) limit or exclude any of our or your liabilities in any way that is not permitted under applicable law.
  2. We will not be liable to you in respect of any losses arising out of events beyond our reasonable control.
  3. To the maximum extent permitted by law, Shoorah Ltd accepts no liability for any of the following:
    1. any business losses, such as loss of profits, income, revenue, anticipated savings, business, contracts, goodwill or commercial opportunities;
    2. loss or corruption of any data, database or software;
    3. any special, indirect or consequential loss or damage.

General

  1. You may not transfer any of your rights under these terms and conditions to any other person. We may transfer our rights under these terms and conditions where we reasonably believe your rights will not be affected.
  2. These terms and conditions may be varied by us from time to time. Such revised terms will apply to the Website from the date of publication. Users should check the terms and conditions regularly to ensure familiarity with the then current version.
  3. These terms and conditions together with the Privacy Policy and Cookies Policy contain the whole agreement between the parties relating to its subject matter and supersede all prior discussions, arrangements or agreements that might have taken place in relation to the terms and conditions.
  4. The Contracts (Rights of Third Parties) Act 1999shall not apply to these terms and conditions and no third party will have any right to enforce or rely on any provision of these terms and conditions.
  5. If any court or competent authority finds that any provision of these terms and conditions (or part of any provision) is invalid, illegal or unenforceable, that provision or part-provision will, to the extent required, be deemed to be deleted, and the validity and enforceability of the other provisions of these terms and conditions will not be affected.
  6. Unless otherwise agreed, no delay, act or omission by a party in exercising any right or remedy will be deemed a waiver of that, or any other, right or remedy.
  7. This Agreement shall be governed by and interpreted according to the law of England and Walesand all disputes arising under the Agreement (including non-contractual disputes or claims) shall be subject to the exclusive jurisdiction of the English and Welsh

Shoorah Ltd details

  1. Shoorah Ltd is a company incorporated in England and Wales with registered number 14174217 whose registered address is Spectrum House 2b, Suttons Lane, Hornchurch, Essex,, RM12 6RJ and it operates the Website io.  The registered VAT number is 430744023. 

You can contact Shoorah Ltd by email on info@shoorah.io.

BREATHWORK DISCLAMIER

You should NOT use this feature if you are heavily pregnant, taking prescribed medication, have been diagnosed with any kind of breathing condition, or facing any health difficulties.

Personal Liability Statement & Health Certificate

Shoorah’s Breathwork is a platform that offers breathwork practices from certified experts with specialist qualifications, we aim to ensure that any breathwork techniques and method activities are carried out safely and correctly. Although we consider our products and features to be safe for generally healthy participants, we cannot assess the health risks particular to individual participants. Participants are notified about the health risks in advance via this written statement. Participants are responsible for and advised to consult their physician, doctor, or a professional who can offer specific professional advice and asses their health before using this platform. Should a participant experience any symptoms such as short breath, dizziness, fatigue, or the general feeling of unwellness, they should stop immediately and seek their own medical advice. By agree to this disclaimer and using the Shoorah platform including engaging in the use of the Breathwork feature you acknowledge this warning notice and fully understand by using the Breathwork practices it is ultimately the participant’s responsibility to determine whether they are fit to take part.

PERSONAL LIABILITY STATEMENT

“I hereby declare that I participate in this activity voluntarily and entirely at my own risk. I shall not hold Shoorah Ltd or any of its experts or their representatives liable for any damages and/or injury resulting from participation in the activities when using the Shoorah platform and its features”.

HEALTH DECLARATION

“I hereby declare that I have been adequately informed by the statement above about the particulars of the Breathwork activity and that before starting this program I confirm that I am in good physical and mental condition. I shall not hold Shoorah Ltd, its experts or their representatives responsible or liable in any way for any damages and/or injury resulting from participation in the Breathwork feature. I confirm that participation is entirely at my own risk”.

Legal Acceptance

By accepting this legal disclaimer and by using this feature, you agree to Shoorah T&CS and the usage rights of this feature Breathwork by Shoorah, you fully understand the risks and consequences of participating in the use of this feature. You hereby accept full responsibility for your participation and waiver any legal rights you may have when agreeing to this disclaimer. Shoorah is not responsible for participant’s health and beyond this statement shall not provide any further advice or warnings, including the need to ask any medical questions or carry out any medical assessments or examination on participants before the use of this feature or any of its products or features.
Please sign below to confirm you have read and understood the above.

……………………………………………
Participant name:
Date:

Shoorah Marketplace User Disclaimer

Welcome to the Shoorah Marketplace – a curated space where our users can explore exclusive wellbeing offers from a range of third-party brands and businesses.

Before continuing, please read and accept the following terms:
• The Shoorah Marketplace features third-party products and services listed by independent brands.
• Shoorah Ltd does not own, operate, or directly supply the goods or services featured in the Marketplace.
• All transactions, purchases, and fulfilment are made directly between you and the listed brand.
• Each brand sets its own terms, conditions, refund policies, and delivery expectations. We strongly recommend you review these before making a purchase.
• Shoorah Ltd shall not be held liable for any issues related to orders, fulfilment, product quality, delivery, or customer service relating to third-party brands.
• Any disputes or requests should be directed to the partner brand from whom the product or service was purchased.

Consent Box:
☐ I confirm that I understand Shoorah is not responsible for the goods or services offered by brands in the Marketplace. I accept the above terms and agree to engage directly with listed brands for all transactions and post-purchase matters.

PEAP SESSION TERMS AND CONDITIONS

These PEAP Session terms and conditions apply to your access or use of the PEAP services, platforms and applications (collectively “PEAP”) and the payment system and features made available and operated by Shoorah Ltd (“we”).
By accessing or using PEAP or by clicking “accept” you acknowledge that you have read, understood and agree to be bound by these terms and conditions.

GENERAL

  1. We reserve the right to add, modify, delete or otherwise change any of these terms and conditions at our sole discretion without notice.
  2. It is your responsibility to check these terms and conditions for updates or changes and familiarize yourself of the same.
  3. PEAP may be interrupted for short periods of time during routine maintenance or unexpected failures. All information and services are provided as-is and without warranties of any kind.

PEAP CREDITS

  1. PEAP Sessions are not included in your monthly subscription and shall be booked using WELLPOINTS, cash credits or other payments made on PEAP (“PEAP Credits”). Sessions may be purchased in bulk or individually using your PEAP Credits.
  2. PEAP Credits shall have no cash value and shall only be used to book PEAP Sessions via PEAP.
  3. Any fraudulent activity or willful misconduct will result in the termination of your PEAP subscription and loss of any PEAP Credits.
  4. Any end-users redeeming PEAP Credits must be over the age of 18.
  5. Once issued, PEAP Credits must be used within 12 months or by the end of your membership subscription package end-date (whichever date is sooner).
  6. PEAP Credits are not transferable between PEAP accounts but can be used by different employees of the same PEAP member. An end-user employee may be required to present their ID to confirm that they are an employee of the PEAP member. We reserve the right to cancel PEAP Sessions if we believe you are not a PEAP member employee.
  7. If an end-user schedules a PEAP Session but fails to attend or cancels within 48-hours of the PEAP Session, the PEAP Credits used to book this session will be lost and cancelled.
  8. If you provide a request more than 48-hours in advance to cancel or reschedule your PEAP Session your PEAP Credits shall be returned to the PEAP member or used for your next session.     
  9. We reserve the right to cancel, void or discontinue your PEAP Credits if you are in breach of any of our terms and condition or policies available on our website from time to time.

IMPORTANT INFORMATION: PLEASE READ

Our self-assessment tests have been developed by Shoorah consultants who are professionals and experts in their respective industries. Although best efforts are taken to analyse your responses based on the questions from our self-assessments, your results are NOT a diagnosis. Our analysis is not intended to be specific medical advice and should ONLY be considered for information purposes as a guide or tool to indicate whether you may choose to seek personal medical advice from your GP or other qualified health care provider.
We (Shoorah and our consultants) therefore give no guarantees, assurances, or warranties, nor do we accept any liability whatsoever, in connection with the results from your self-assessment tests (or any action you may choose to take after receiving your results). If you have any concerns about your results from our self-assessment tests, please speak with your GP or other qualified health care provider as soon as possible. If you have any questions about how our self-assessment works, or anything else related to our self-assessment test please reach out to us at info@shoorah.io.
By clicking “accept” below you are confirming that you have read, understood, and agreed to the above statement and our privacy policy. You are also agreeing to irrevocably waive any claims you may have against Shoorah or our consultants, in connection with our self-assessment tests, to the fullest extent permittable by any applicable law. Any personal information you share with us via your self-assessment test or otherwise shall remain subject to our privacy policy available to view here.

I accept I do not accept

You may only proceed with our self-assessment test by confirming that you “accept”. It is therefore very important that you read the above statement before proceeding.

WELLPOINT DISCLAIMER

Please carefully review the following terms and conditions related to Shoorah Wellpoints:

  1. Refund Policy: Shoorah Wellpoints purchases are eligible for a refund within 72 hours of the purchase date. After this period, all Wellpoints purchases are non-refundable.
  2. Non-Transferability: Shoorah WellPoints are strictly non-transferable and can only be used by the account holder who earned or purchased them.
  3. Final Transactions: All purchases, conversions, and transactions involving Shoorah WellPoints are final unless otherwise explicitly stated.
  4. Misuse and Abuse: Shoorah reserves the right to confiscate, remove, or discard any Wellpoints if an account is found to be misusing or abusing the Shoorah Wellpoints earning model or any Shoorah incentive offerings.
  5. Expiration: Shoorah Wellpoints have a rolling expiration date of 12 months from the first date of issue. However, exceptions to this expiration policy may be granted at the sole discretion of Shoorah management or through Shoorah B2B supplier contracts.
  6. Earnings: Shoorah WellPoints can be earned through various in-app activities, such as gameplay and unlocking feature usage badges. The conversion and allocation of these points are subject to the rules and limitations set forth within the Shoorah app.

By engaging with Shoorah Wellpoints, you acknowledge and agree to adhere to these terms and conditions. Any violation of these terms may result in the suspension or termination of your Shoorah account. For further information, please refer to our detailed terms and conditions or contact our support team for assistance

SPEAK UP DISCLAIMER

IMPORTANT INFORMATION: PLEASE READ

Shoorah Ltd (“Shoorah” “we” or “our”) provides the “SPEAK UP” feature as a confidential and secure digital reporting platform to facilitate communication between individuals and designated recipients such as employers, HR representatives, and relevant industry regulators.

We act solely as an independent and neutral intermediary providing a secure reporting mechanism. We do not investigate, verify, or take responsibility for the content of any report or information submitted via the “SPEAK UP” feature.

Reports submitted through “SPEAK UP” are securely transmitted to the selected recipient(s) chosen by the reporting individual. Shoorah does not offer advice (legal or otherwise), professional counselling, dispute resolution services, or make any decisions regarding follow-up actions on your report(s). Responsibility for investigating, addressing, or responding to any reports rests entirely with the selected recipient(s), such as the employer, HR department, or regulatory body.

While Shoorah takes reasonable steps to maintain the confidentiality and security of submissions, we cannot guarantee absolute security in digital communications. Users are encouraged to avoid including sensitive personal data unless necessary.

Use of “SPEAK UP” does not establish any client, employment, or advisory relationship between us and the reporting individual. If you require any legal advice or professional guidance, you should consult a qualified professional or appropriate authority directly. We accept no liability for any action you choose to take, even if you have received professional advice.

By submitting a report, you confirm that the information provided is, to the best of your knowledge, accurate, free of error, and submitted in good faith.

For more information about Shoorah please refer to our terms and conditions. By clicking on the link below you are confirming that you have read and understood this disclaimer.

https://shoorah.io/terms-conditions/ to confirm that you have read and understood this disclaimer.

For information on how we handle personal data please refer to our Privacy Policy. You must click and confirm that you have read and understood our Privacy Policy before using “SPEAK UP”.

https://shoorah.io/privacy-policy/ to confirm that you have read and understood our Privacy Policy, including that you give your consent in relation to the use of your personal data.

Shoorah App T&Cs

Please Read These Terms Carefully

BY CLICKING ON THE “ACCEPT” BUTTON BELOW YOU AGREE TO THESE TERMS WHICH WILL BIND YOU. IF YOU DO NOT AGREE TO THESE TERMS, CLICK ON THE “REJECT” BUTTON BELOW.

Who we are and what this agreement does. We, Shoorah Ltd of Spectrum House 2b, Suttons Lane, Hornchurch, England, RM12 6RJ license you to use:

  • The ‘Shoorah’ mobile application software, the data supplied within the software, (App) and any updates or supplements to it.
  • The related online or electronic documentation (Documentation).
  • The service you connect to via the App and the features and content we provide to you through it (Service), as permitted in these terms.

Your privacy. Under data protection legislation, we are required to provide you with certain information including who we are, how we process your personal data and for what purposes and your rights in relation to your personal data and how to exercise them. This information is provided in our Privacy Policy available here: https://shoorah.io/privacy-policy/ and it is important that you read this information.

Additional terms for specific Services. The Services set out below will be governed by our standard website terms and conditions. You must be 18 or over to accept these terms and use the App.

Google Play’s terms also apply. The ways in which you can use the App and Documentation may also be controlled by the Google Play’s rules and policies. We accept no liability for any loss or damage caused as a result of an act or omission by Google Play or their representatives.

Support for the App

Support. If you want to learn more about the App or the Service or have any problems using them please take a look at our support resources at www.shoorah.io.

Contacting us. If you think the App or the Services are faulty or misdescribed or wish to contact us for any other reason please email us at: info@shoorah.io.

How we will communicate with you. If we have to contact you we will do using the contact details you have provided to us.

How you may use the App. In return for your agreeing to comply with these terms you may:

  • download a copy of the App onto your and view, use and display the App and the Service on such devices for your personal purposes only.
  • use any Documentation to support your permitted use of the App and the
  • receive and use any free supplementary software code or update of the App incorporating “patches” and corrections of errors as we may provide to you.

You may not transfer the App to someone else. We are giving you personally the right to use the App and the Service as set out above. You shall not transfer the App or the Service to someone else, whether for money, for anything else or for free. If you sell any device on which the App is installed, you must remove the App from it.

Changes to these terms. We may need to change these terms to reflect changes in law or best practice or to deal with additional features which we introduce.

Update to the App and changes to the Service. From time to time we may automatically update the App and change the Service to improve performance, enhance functionality, reflect changes to the operating system or address security issues. Alternatively we may ask you to update the App for these reasons. If you choose not to install such updates or if you opt out of automatic updates you may not be able to continue using the App and the Services.

If someone else owns the device you are using. If you download or stream the App onto any phone or other device not owned by you, you must have the owner’s permission to do so. You will be responsible for complying with these terms, whether or not you own the phone or other device.

We are not responsible for other websites you link to. The App or any Service may contain links to other independent websites which are not provided by us. Such independent sites are not under our control, and we are not responsible for and have not checked and approved their content or their privacy policies (if any). You will need to make your own independent judgement about whether to use any such independent sites, including whether to buy any products or services offered by them.

Licence restrictions. You agree that you will:

  • not rent, lease, sub-license, loan, provide, or otherwise make available, the App or the Services in any form, in whole or in part to any person without prior written consent from us;
  • not copy the App, Documentation or Services, except as part of the normal use of the App or where it is necessary for the purpose of back-up or operational security;
  • not translate, merge, adapt, vary, alter or modify, the whole or any part of the App, Documentation or Services nor permit the App or the Services or any part of them to be combined with, or become incorporated in, any other programs, except as necessary to use the App and the Services on devices as permitted in these terms;
  • not disassemble, de-compile, reverse engineer or create derivative works based on the whole or any part of the App or the Services nor attempt to do any such things, except to the extent that (by virtue of sections 50B and 296A of the Copyright, Designs and Patents

 

Act 1988) such actions cannot be prohibited because they are necessary to decompile the App to obtain the information necessary to create an independent program that can be operated with the App or with another program (Permitted Objective), and provided that the information obtained by you during such activities:

  • is not disclosed or communicated without the Licensor’s prior written consent to any third party to whom it is not necessary to disclose or communicate it in order to achieve the Permitted Objective; and
  • is not used to create any software that is substantially similar in its expression to the App;
  • is kept secure; and
  • is used only for the Permitted Objective;
  • comply with all applicable technology control or export laws and regulations that apply to the technology used or supported by the App or any Service.

Acceptable use restrictions. You must:

  • not use the App or any Service in any unlawful manner, for any unlawful purpose, or in any manner inconsistent with these terms, or act fraudulently or maliciously, for example, by hacking into or inserting malicious code, such as viruses, or harmful data, into the App, any Service or any operating system;
  • not infringe our intellectual property rights or those of any third party in relation to your use of the App or any Service[, including by the submission of any material] (to the extent that such use is not licensed by these terms);
  • not transmit any material that is defamatory, offensive or otherwise objectionable in relation to your use of the App or any Service;
  • not use the App or any Service in a way that could damage, disable, overburden, impair or compromise our systems or security or interfere with other users; and
  • not collect or harvest any information or data from any Service or our systems or attempt to decipher any transmissions to or from the servers running any Service.

Intellectual property rights. All intellectual property rights in the App, the Documentation and the Services throughout the world belong to us (or our licensors) and the rights in the App and the Services are licensed (not sold) to you. You have no intellectual property rights in, or to, the App, the Documentation or the Services other than the right to use them in accordance with these terms.

Our Responsibility

We are responsible to you for foreseeable loss and damage caused by us. If we fail to comply with these terms, we are responsible for loss or damage you suffer that is a foreseeable result of

our breaking these terms or our failing to use reasonable care and skill, but we are not responsible for any loss or damage that is not foreseeable.

We do not exclude or limit in any way our liability to you where it would be unlawful to do so. This includes liability for death or personal injury caused by our negligence or the negligence of our employees, agents or subcontractors or for fraud or fraudulent misrepresentation.

Limitations to the App and the Services. The App and the Services are provided for general information and welfare support purposes only. We do not directly offer advice on which you should rely and are not responsible for any advice you obtain from independent experts or professionals via the App. You must obtain professional medical advice before taking, or refraining from, any action based on information obtained from the App or the Service. Although we make reasonable efforts to update the information provided by the App and the Service, we make no representations, warranties or guarantees, whether express or implied, that such information is accurate, and you should use your own judgement when accessing such information.

Our content and features. We provide various content and features on the App and the Services which you may have access to. We are responsible for the content we provide only and where our features (including but not limited to ‘PEAP’) connect you with an independent expert or professional we are not responsible for nor shall have any liability relating to the services, content or information they provide to you directly. Whilst we make every effort to connect you with the most appropriate independent expert or professional, we accept no liability in doing so and you shall always use your own judgment to select your independent expert or professional based on your personal needs or circumstances at such time.

Requests for your information. If your selected independent expert or professional requests information from you (whether personal or otherwise) it shall always be your responsibility to provide this and we will not be liable for any reason in the event you do not provide this or for any delays in you providing this. If you are requested to provide any personal information to a third- party outside of the App or the Service, you should check with us if this request is genuine and if so, how this data will be used, processed or stored. If have concerns about how any of your data will be used, processed or stored then you should not provide this. Please note, the independent experts or professionals which you connect with via the App or the Services are all bound by a duty of confidentiality. For further information about how we use your personal data please refer to our Privacy Policy.

We are not responsible for events outside our control. If our provision of the Services or support for the App or the Services is delayed by an event outside our control then we will contact you as soon as possible to let you know and we will take steps to minimise the effect of the delay. Provided we do this we will not be liable for delays caused by the event but if there is a risk of substantial delay you may contact us to end your contract with us and receive a refund for any Services you have paid for but not received.

We may end your rights to use the App and the Services. We may end your rights to use the App and Services at any time by contacting you if you have broken these terms in a serious way.

If what you have done can be put right we will give you a reasonable opportunity to do so. If we end your rights to use the App and Services:

  • You must stop all activities authorised by these terms, including your use of the App and any Services.
  • You must delete or remove the App from all devices in your possession and immediately destroy all copies of the App which you have and confirm to us that you have done this.
  • We may remotely access your devices and remove the App from them and cease providing you with access to the Services.

We may transfer this agreement to someone else. We may transfer our rights and obligations under these terms to another organisation. We will always tell you in writing if this happens and we will ensure that the transfer will not affect your rights under the contract.

You need our consent to transfer your rights to someone else. You may only transfer your rights or your obligations under these terms to another person if we agree in writing.

No rights for third parties. This agreement does not give rise to any rights under the Contracts (Rights of Third Parties) Act 1999 to enforce any term of this agreement.

If a court finds part of this contract illegal, the rest will continue in force. Each of the paragraphs of these terms operates separately. If any court or relevant authority decides that any of them are unlawful, the remaining paragraphs will remain in full force and effect.

Even if we delay in enforcing this contract, we can still enforce it later. If we do not insist immediately that you do anything you are required to do under these terms, or if we delay in taking steps against you in respect of your breaking this agreement, that will not mean that you do not have to do those things and it will not prevent us taking steps against you at a later date.

Which laws apply to this agreement and where you may bring legal proceedings. These terms are governed by English law and you shall bring any legal proceedings in respect of the products in the English courts.

Alternative dispute resolution. Alternative dispute resolution is a process where an independent body considers the facts of a dispute and seeks to resolve it, without you having to go to court. If you are not happy with how we have handled any complaint, we will endeavour to resolve your dispute use alternative dispute resolution prior to formal court proceedings.

Breastfeeding Policy in the Workplace

Breastfeeding Policy in the Workplace

Our workplace breastfeeding policy refer to our provisions for breastfeeding employees. We recognise that breastfeeding has many benefits for new mothers and their children and we want to support our employees whenever they need it on this wonderful journey.

Why do we have a workplace breastfeeding policy?
Our breastfeeding policy is part of our program for supporting mothers in completing their motherhood journey in the best way for them.

Scope

This policy applies to all new mothers in our company regardless of rank, status and position.

Policy elements

New mothers can pump/express milk or breastfeed their babies in the workplace. They can take reasonable breaks whenever they are need.

For this purpose, we have also planned for a lactation room. This room will be:

  • Separate from bathrooms and meeting rooms
  • Shielded from view by the public and coworkers
  • Equipped with comfortable chairs, electric plugs, a table and a sink
  • Cleaned and sanitized regularly

The room will lock from the inside. We can also install a fridge where employees can store their milk if you need it, just talk to us.

We will always be ready to make your journey better for you – If you have anything you feel would improve your journey, please tell us and we will always do what we can.

General rules

  • Employees can use this policy’s provisions for how long they require it.
  • Breastfeeding employees should not be disturbed with work issues when using the lactation room.
  • Employees should inform their supervisors when they want to use the lactation room to avoid confusion.
  • Supervisors aren’t allowed to prohibit employees to us break time for breastfeeding and pumping/expressing milk. Doing so could result in disciplinary action.
  • Supervisors and the HR department are obliged to communicate this policy to employees.
  • All employees should support new mothers. We will not tolerate comments, disturbance or victimization of our employees.

Procedure
We are lucky enough to employee lots of new mums, so to avoid confusion and tension between employees who need to breastfeed, we will set up a system where employees can book the lactation room. Employees can use the room for the time they book – we understand this isn’t a mathematical equation! So if you need more time, just let us know. Multiple employees can use the room simultaneously only after mutual consent.

Employees who have complaints about the process, the room or their coworkers’ behavior can use our grievance procedure to let us know. All legitimate complaints will be investigated and resolved.

BEREAVEMENT LEAVE POLICY

Statement and purpose of policy

  1. Shoorah Ltd (we or us or our) acknowledges the personal nature of bereavement and is committed to supporting employees in practical and reasonable ways.
  2. Bereavement or compassionate leave is leave that allows an employee time off to deal with their personal distress and related practical arrangements, primarily, but not limited to, when a member of their family passes away.
  3. This policy shows the minimum leave employees are entitled to in different
  4. We further acknowledge that:
    1. not all employees may take the full leave allowance; and
    2. some employees may need additional time, depending on their relationship with the person who has died and the circumstances of the death.
  5. We will take each situation on a case-by-case basis and will discuss any particular circumstances with employees
  6. We may amend this policy at any time, at our absolute

Paid leave

  1. In the event of the passing of an immediate relative, employees will be entitled to 10 working days’ paid An immediate relative includes a:
    1. spouse, civil partner or partner (partners include anyone the employee is cohabiting with but not married to and include same-sex partners);
    2. child (including any children the employee has adopted, is the legal guardian or carer of);
    3. parent or step-parent;
    4. sibling; or
    5. person with whom the employee is in a relationship of domestic
  2. Employees will be entitled to 1 working days’ paid leave in the event of the passing of a:
    1. grandparent;
    2. grandchild;
    3. aunt or uncle;
    4. mother- or father-in-law; or
    5. daughter- or son-in-
  3. In certain circumstances, employees may be granted up to 0 paid working days’ leave in the event of the passing of someone outside of their These circumstances include, but are not limited to situations where the employee:
    1. is responsible for making funeral arrangements; or
    2. has to travel abroad to attend the
  4. If employees need to take bereavement leave, they should speak to their line manager or HR department as soon as possible or, at the latest, on the first day of absence.
  5. In exceptional circumstances, employees may apply for paid leave after the first day of absence and line managers and the HR department can exercise discretion in such exceptional circumstances.
  6. Paid compassionate leave days do not have to be taken

Annual leave

  1. In the event of bereavement, employees may take unpaid leave or annual leave at short notice, to supplement their paid bereavement leave.
  2. Employees should speak to their line manager or HR department about taking such supplementary annual
  3. In the event of a family bereavement while on annual leave, employees can change their annual leave into bereavement leave and take their annual leave at a later date.

Unpaid leave

  1. In the event of bereavement, employees may take up to 5 working days of unpaid
  2. Employees should speak to their line manager or HR department before taking unpaid bereavement

Returning to work after a bereavement

  1. We acknowledge that, in certain circumstances following the passing of a relative, a full return to work may not be immediately possible (e.g. because the employee’s grief may impact their ability to perform their duties or new childcare arrangements need to be made). In such circumstances, employees can, where practicable, have a phased return to work, including:
    1. Returning to work on a part-time
    2. Returning to work on a reduced hours
    3. Undertaking alternative
    4. Working
  2. Any arrangements for a phased return to work will need to be agreed in advance with the employee’s line manager or HR department and will be subject to an agreed maximum number of days.

Support for employees

  1. If an employee has any concerns about how their grieving process is impacting on their work performance, they should speak to their line manager or HR department. This will help ensure that any necessary reasonable adjustments can be discussed and put in place so that the employee is supported in their return to work.

Health and safety

  1. Our workplace health and safety assessment considers the impact of bereavement on employees, their duties and responsibilities and the context in which they work (e.g. if they operate heavy machinery or equipment).
  2. Employees who are concerned about their ability to safely carry out all their duties after a bereavement should speak to their line manager.
  3. We reserve the right to request that an employee meet with their GP before fully returning to work and resuming their previous duties.

Culture and diversity

  1. We acknowledge and recognise that different cultures respond differently to death. Line managers or the HR department will check if an employee observes any particular religious or cultural practices and will make special arrangements if employees require time off work in such cases.
  2. Employees should make their line manager or HR department aware of any religious or cultural practices that may require special arrangements as soon as possible.
  3. If line managers or the HR department are unsure how to respond to a bereaved employee from a different cultural background, they should ask the employee or someone from their cultural group about what is appropriate.

Attribution

  1. This bereavement leave policy was created using a document from Rocket Lawyer (https://www.rocketlawyer.com/gb/en).

ANNUAL LEAVE POLICY

Purpose of the annual leave policy

  1. Shoorah Ltd (‘we’ or ‘our’) recognise the right of our staff (‘you’ or ‘your’) to take paid annual leave each year. We believe that it is important for you to rest and we strongly encourage you to make use of your annual leave
  2. The purpose of this policy is to ensure that both staff and managers are clear on the entitlements, rules and processes surrounding your annual leave If you have questions about the contents of this policy, please contact your line manager.
  3. This policy applies to all employees, irrespective of seniority, tenure and working hours, including all directors and officers, casual or agency staff, trainees, interns, fixed-term staff and workers (our ‘staff’). It does not apply to self- employed contractors.
  4. Some of the entitlements and rules in this policy summarise statutory If any statutory rights change and become inconsistent with this policy, we will amend the policy to reflect these changes.
  5. This policy is not part of your contract of employment and we may amend this policy at any time, at our absolute

Annual leave entitlement

  1. Our annual leave year runs from 1 January to 30
  2. You are entitled to 28 days of annual leave per year pro rata inclusive of UK bank holidays (your ‘annual leave entitlement’).
  3. Your annual leave entitlement is the paid time off that you are entitled You may request additional unpaid time off, which may be granted entirely at the discretion of your line manager.
  4. Your annual leave entitlement will continue to accrue while you are on any family leave (ie parental or adoption leave) or sick leave.

Requesting annual leave

  1. Annual leave is recorded Bright Requests for annual leave should be made ‘Requests for annual leave should be made via the Shoorah |HR system “Bright HR”.
  2. You should ensure that your annual leave requests are approved before booking a We are not liable for any loss incurred by you if you incur costs and make commitments prior to receiving approval.
  3. If you take annual leave without approval we may take disciplinary action against
  4. You should provide notice of 21 days when requesting annual
  5. Please note that your line manager has the right to refuse your annual leave request, taking into consideration business needs, the high volume of annual leave requests received at certain times of year (eg school holidays), and the notice
  6. We will not allow annual leave to be taken within 6 weeks of your employment commencing, unless this leave was pre-arranged and discussed with us during the recruitment process.

Holiday pay

  1. You will be paid your regular pay during any annual leave time that you take. If you work a shift pattern or irregular hours (ie a different number of hours each week), your holiday pay will be worked out based on the average number of hours per week worked during the preceding 52 weeks.
  2. If you are regularly paid a commission, bonuses, or overtime, an average of the amount you receive from these payments will be added to 4 weeks of your standard holiday pay.

Illness and bereavement during annual leave

  1. If you become ill during your annual leave, you may reallocate your leave as sick leave by following our usual policy and procedures for Any time reallocated as sick leave will be added back onto your annual leave entitlement. To use this time, you should request new annual leave following the ordinary procedures outlined in this document.
  2. If you reallocate your annual leave as sick leave, you will be paid according to our usual sickness
  3. A copy of our sickness policy is available from your line
  4. If you experience a bereavement during your annual leave, you may reallocate your leave as bereavement leave if you are entitled to such under our usual bereavement leave Any time reallocated as bereavement leave will be added back onto your annual leave entitlement. To use this time, you should request new annual leave following the ordinary procedures outlined in this document.
  5. If you reallocate your annual leave as bereavement leave, you will be paid according to our bereavement leave pay
  6. A copy of our bereavement leave policy is available from your line

Requiring staff to take annual leave

  1. We may require you to take annual leave at a certain time, for example, if we decide to close the business for a In such situations, we will give you at least twice as many days’ notice as the amount of annual leave days that we require you to take (eg 10 days’ notice for 5 days’ annual leave).

When annual leave can be taken

  1. Annual leave may be taken at any time during the annual leave year, subject to the discretion of your line
  2. Annual leave may, at the discretion of your line manager, be taken immediately before or after family (ie parental or adoption leave) is taken (ie it may be added onto your family leave).
  3. If you intend to take annual leave immediately before or after family leave, you should discuss this with your line manager when you arrange your family leave.

Bank holidays

  1. Time off for bank holidays is not provided on top of your ordinary annual leave You may choose to take annual leave on these days using your existing entitlement.

Carrying over annual leave entitlement

  1. Wherever possible, you should use your full annual leave entitlement for each annual leave year within that year. If you do not, 5 days (pro rata) of your entitlement can be carried over into the next annual leave year The remainder will be lost (subject to the exceptions below).
  2. Any carried over annual leave must be used within the next annual leave
  3. You may carry over 4 weeks of unused annual leave entitlement if you are unable to use your full entitlement within the annual leave year due to being on long-term sick leave, or because you have taken family (ie parental or adoption) leave at a time which prevents Any annual leave carried over for these reasons must be used within 18 months of the date that it is carried over.
  4. If you are unable to use your full annual leave entitlement within an annual leave year due to being sick with Covid- 19, or because you were required to keep working due to Covid-19, you may carry over up to 4 weeks of your entitlement for use within the following two annual leave years.

Holidays arranged before employment commences

  1. If you have a holiday arranged before your employment commences, and the required time off is discussed during your recruitment process, we will approve this annual leave.

Ending employment

  1. When you end your employment, you will receive pay for any remaining annual leave entitlement in your final However, we may require you to use any remaining entitlement during your notice period.
  2. If, when you end your employment, the amount of annual leave you have taken exceeds the entitlement that you have accrued to that date, we may subtract the amount in excess from your final pay.

Attribution

  1. This annual leave policy was created using a document from Rocket Lawyer (https://www.rocketlawyer.com/gb/en).

ANTI-BRIBERY AND CORRUPTION POLICY

Statement and purpose of policy

  1. As involvement in bribery and corruption exposes Shoorah Ltd (the Business) and its employees and representatives to a criminal offence; damages the Business’ reputation; and damages the confidence of any clients or customers, suppliers and business partners; the Business is committed to conducting its business in an honest and ethical
  2. Bribery and corruption are criminal offences in most countries where the Business conducts its business and operations. As a UK-registered company, the Business is subject to the Bribery Act 2010 (the Act).
  3. The Business has a zero-tolerance approach towards bribery and corruption anywhere in its business and is committed to:
    1. acting in a professional and fair manner;
    2. acting with integrity in all its business dealings and relationships; and
    3. implementing and enforcing effective systems to counter bribery and

What does this policy cover?

  1. This policy covers bribery and corruption taking place anywhere in the Business (within the UK or abroad).
  2. This policy sets out the steps everyone in the Business must take to prevent bribery and corruption within the Business, in accordance with the relevant legislation and the Business’ requirements.
  3. This policy does not form part of any employment contract and the Business retains the right to amend it at any time, at its absolute discretion.

What are bribery and corruption?

  1. A ‘bribe’ is any inducement or reward that is offered, promised, requested or provided in order to gain a commercial, contractual, regulatory or personal advantage. In most cases, a bribe will be a financial or other advantage given to a person in order for them to perform a relevant function or activity improperly, or to reward them for doing so.
    1. Bribes, in the form of financial or other advantages, may include:
      1. money (whether in the form of cash or cash equivalent);
      2. gifts;
      3. hospitality and entertainment;
      4. loans;
      5. services;
      6. preferential treatment;
      7. discounts; and
      8. promises to provide financial or other advantages in the
    2. For something to be considered a bribe and be subject to this policy:
      1. the timing of the bribe is irrelevant and any payments made, or advantages given, after a relevant event are considered bribes;
      2. the timing of the bribe is irrelevant and any payments made, or advantages given, after a relevant event are considered bribes;
      3. it is also not necessary for the bribed party to actually receive a benefit as a result of the
    3. ‘Bribery’ includes:
      1. giving, offering or promising a bribe;
      2. requesting, receiving or agreeing to receive a bribe; or
      3. bribing a foreign public official (as defined in the Act).
    4. ‘Corruption’ is the misuse of power or office for private
    5. This means that no one should:
      1. offer or provide a bribe (e.g. any payment, gift, hospitality or other benefit) to reward the business advantage received, or in the expectation that a business advantage will be received.
      2. accept a third party’s offer that they know or suspect to be made with the expectation that it will provide a business advantage (to the third party or anyone else).
      3. offer or provide a payment to a government official in any country (in the UK or abroad) to facilitate or speed up a necessary or routine procedure.
      4. fail to prevent bribery and corruption from
    6. No one must intimidate, threaten or retaliate against another person who has refused to accept or offer a bribe or who has raised concerns under this policy.
    7. For the purposes of this policy, it does not matter whether:
      1. bribery and corruption occur in the UK or Any act of bribery or corruption committed outside of the UK may be prosecuted in the UK and/or in the US, which has similar bribery and corruption legislation in place; or
      2. the act of bribery and corruption is committed directly or indirectly

Who can be involved in bribery and corruption?

  1. Bribery and corruption can be committed by:
    1. any worker of the Business, irrespective of seniority, tenure and working hours, including all employees, directors and officers, consultants and contractors, temporary and agency workers, trainees, casual and fixed-term staff, apprentices, interns and any volunteers (Staff);
    2. anyone otherwise authorised to act on the behalf of Staff;
    3. the Business’ representatives and any other third parties who act on the Business’ behalf;
    4. the Business’ suppliers; and
    5. the Business’ clients or customers (e.g. a customer may attempt to induce someone working for the Business to give that customer more favourable treatment).
  2. This policy and the rules contained within it apply to those listed in paragraph 13

In what circumstances can bribery and corruption occur?

  1. Bribery and corruption can take place in the public and private
  2. Typically, the person receiving the bribe can influence the progress of or be aware of relevant business due to their position. The person receiving the bribe will often, but not always, be a government or public official.

Who is responsible for this policy?

  1. The Board of Directors has overall responsibility for this
  2. The CEO has been appointed as the person with primary and day-to-day operational responsibility for implementing this policy. They will also monitor the policy’s use and effectiveness and ensure that it is adhered to.
  3. Management personnel at all levels are responsible for ensuring those reporting to them are made aware of and understand this policy and are given adequate and regular training on it.

Gifts and hospitality

  1. All Staff are forbidden from soliciting any gifts or hospitality in the course of their work for the
  2. All Staff are forbidden from offering or receiving gifts or hospitality which are unduly lavish, extravagant or otherwise inappropriate from any person or organisation which has had, has or may have influence over the Business’ business. The following is a non-exhaustive list of gifts and hospitality the Business deems inappropriate:
    1. Hospitality valued at more than £200.
    2. Gifts, be they personal or corporate, with a value greater than £100.
    3. Any gifts that include cash or cash equivalents (including, but not limited to, vouchers).
    4. Any hospitality or gifts given or received in
    5. Any hospitality or gifts received in the name of an individual rather than the Business’

If you have any questions about gifts and hospitality, contact the CEO at lorrihaines@shoorah.io.

Keeping records

  1. As transparency is crucial and false or misleading records could be damaging to the Business, it is essential that the Business keeps a full and accurate record of all financial Under relevant money laundering regulations, the Business’ accountants and lawyers are required to report anything that seems irregular.
  2. As a result, Staff must declare and properly record in writing all hospitality and gifts received or In relation to any hospitality, gifts or payments to third parties (including suppliers and customers), Staff must:
    1. submit expense claims in accordance with the Business’ Expense Policy available from the HR Department; and
    2. record in writing the reason for the
  3. All accounts, invoices, purchase orders, credit notes and other records relating to third parties must be accurately and fully prepared in accordance with the Business’ procedures, practices and requirements.

Reporting issues related to bribery and corruption

  1. All Staff have a responsibility to comply with this policy and prevent bribery and corruption. Staff who:
    1. witness or otherwise discover anything corrupt or otherwise improper taking place;
    2. are offered a bribe;
    3. are asked to offer a bribe; or
    4. suspect or discover that any bribery or corruption has taken place or may take place;

must report this in accordance with the Business’ Whistleblowing Policy, available from the HR Department, as soon as possible. Staff can do this anonymously. As Staff must report issues related to bribery and corruption as soon as possible, any delays will need to be explained.

Consequences of non-compliance

  1. The Business takes compliance with this policy very seriously and failure to comply with this policy puts both Staff and the Business at significant risk.
  2. Staff who fail to comply with this policy may commit a criminal offence and the criminal law relating to bribery and corruption carries several penalties.
  3. Due to the importance of this policy, failure to comply with any of its procedures and requirements may result in disciplinary action and/or dismissal for gross misconduct. Any non-Staff who breach this policy may have their contract terminated with immediate effect.
  4. If you have any questions or concerns about anything in this policy, please contact the CEO at lorrihaines@shoorah.io.

Attribution

  1. This Anti-Bribery and Corruption Policy was created using a document from Rocket Lawyer (https://www. com/gb/en).

ANTI-HARASSMENT AND BULLYING POLICY

Statement and purpose of policy

  1. Shoorah Ltd (the Employer, we or us) is committed to providing a work environment free from harassment and bullying and ensuring that all staff are treated, and treat others, with dignity and respect.
  2. This policy does not form part of any employment contract and the Employer retains the right to amend it at any time, in its absolute discretion.

What does this policy cover?

  1. This policy covers harassment, victimisation and bullying which takes place within and outside of the workplace, including on business trips, work-related social functions or events.
  2. This policy applies to all staff, irrespective of seniority, tenure and working hours, including all directors and officers, casual or agency staff, trainees, interns, fixed-term staff, volunteers, consultants and contractors. It also covers harassment and bullying by third parties, such as customers, suppliers or visitors to the business premises.

What is harassment?

  1. Harassment is defined as unwanted conduct related to a relevant protected characteristic (within the Equality Act 2010) which has the effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
  2. Unlawful harassment may involve conduct of a sexual nature or it may be related to age, race, colour or nationality, ethnic or national origins, sex, gender reassignment, sexual orientation, disability, religion or belief, pregnancy or
  3. Harassment can arise in some cases even though the person complaining does not actually possess a protected characteristic but is perceived to have it (for example, when a person is harassed because they are (wrongly) believed to be homosexual) or associates with other people who possess a protected characteristic (for example, because they have a spouse who is Muslim).
  4. A person may also be subject to harassment even if they were not the intended target. For example, a person may be harassed by a sexist joke about a different gender if it created an offensive environment for them to work in.
  5. Examples of harassment include, but are not limited to:
    1. use of insults or slurs based on a protected characteristic or of a sexual nature or other verbal abuse or derogatory, offensive or stereotyping jokes or remarks;
    2. physical or verbal abuse, threatening or intimidating behaviour because of a protected characteristic or behaviour of a sexual nature;
    3. unwelcome physical contact including touching, hugging, kissing, pinching or patting, brushing past, invading personal space, pushing grabbing or other assaults;
    4. mocking, mimicking or belittling a person’s disability, appearance, accent or other personal characteristics;
    5. offensive or intimidating gestures or comments (regardless of if they were made in person, over emails, text messages or in social media content);
    6. unwelcome requests for sexual acts or favours, verbal sexual advances, vulgar, sexual, suggestive or explicit comments or behaviour;
    7. repeated requests, either explicitly or implicitly, for dates;
    8. repeated requests for social contact or after it has been made clear that requests are unwelcome;
    9. comments about body parts or sexual preference;
    10. displaying or distributing offensive or explicit pictures, items or materials relating to a protected characteristic or of a sexual nature;
    11. shunning or ostracising someone, for example, by deliberately excluding them from conversations or activities;
    12. ‘outing’ or threatening to ‘out’ someone’s sexual orientation (ie to make it known);
    13. explicit or implicit suggestions that employment status or progression is related to toleration of, or acquiescence to sexual advances, or other behaviour amounting to harassment;
    14. racists, sexist, homophobic or ageist jokes, and stereotypical remarks about a particular ethnic or religious group or gender;
    15. posters, graffiti, obscene gestures, flags and emblems; and
    16. isolation from normal work or study places, conversations or social
  1. Other important points to note about harassment:
    1. a single incident can amount to harassment;
    2. behaviour that has continued for a long period without complaint can amount to harassment;
    3. it is not necessary for an individual to intend to harass someone for their behaviour to amount to harassment;
    4. it is not necessary for an individual to communicate that behaviour is unwelcome before it amounts to harassment; and
    5. the burden is on each individual to be certain that their behaviour and conduct is appropriate and is not unwanted and, in the case of doubt, you must refrain from such conduct.

What is victimisation?

  1. Victimisation occurs where a member of staff is subjected to detrimental treatment because they have, in good faith, made an allegation of harassment, or has indicated an intention to make such an allegation, or has assisted or supported another person in bringing forward such an allegation, or participated in an investigation of a complaint, or participated in any disciplinary hearing arising from an investigation.
  2. We seek to protect all staff from victimisation arising as a result of bringing a complaint or assisting in an investigation where they act in good Victimisation is a form of misconduct which may itself result in a disciplinary process.

What is bullying?

  1. Bullying is any behaviour, be it physical, verbal or non-verbal, that is offensive, intimidating, malicious or insulting and that involves a misuse of power (e.g. a position of authority or physical strength), which can result in a person feeling vulnerable, upset, humiliated, undermined or threatened.
  2. Examples of bullying include, but are not limited to:
    1. unfair treatment;
    2. inappropriate and/or derogatory remarks about a person’s performance;
    3. physical or psychological threats;
    4. overbearing and intimidating levels of supervision;
    5. abuse of authority or power by those in positions of seniority;
    6. constantly changing targets in order to cause someone to fail;
    7. making false allegations; and
    8. deliberately excluding someone from meetings or communications without good
  3. On their own, any reasonable, legitimate and constructive criticism or comments of a person’s performance or behaviour, or reasonable instructions given in the courts of employment, will not amount to bullying.

What if you are being bullied or harassed?

  1. If you are being bullied or harassed, consider if you feel able to raise the problem informally with the person responsible. Clearly explain to them that their behaviour is unwanted and makes you feel uncomfortable. If you cannot speak to the responsible person (for example, because it is too difficult or embarrassing), speak to your line manager or the Employer’s HR Department, who can provide confidential advice and assistance in resolving the issue formally or
  2. If you are uncertain whether an incident or series of incidents amounts to bullying or harassment, contact your line manager or HR Department for confidential advice.
  3. If your request is ignored, the bullying or harassment continues and/or you would prefer to take formal action, you should raise the matter formally under the formal complaint procedure set out below.
  4. A formal complaint about bullying or harassment should be made in writing and sent to the HR Department, identifying:
    1. who has been bullying or harassing you;
    2. the nature of the bullying or harassment;
    3. the specific acts relied upon as constituting bullying or harassment;
    4. when the alleged acts of bullying or harassment took place, including the dates and times where possible;
    5. the names of any witnesses to any of the alleged acts of bullying or harassment; and
    6. any action that has already been taken to attempt to stop the bullying or harassment from occurring (e.g. informally reporting it to your line manager).
  5. You will be invited to attend a meeting with the HR Department to discuss your complaint. You must make every effort to attend any scheduled meeting under this policy.
  6. You have the right to be accompanied by a companion to any meeting under this Your choice of companion will be agreed to if they are either a colleague, a trade union official or a trade union representative (which, if not an employed official, must be certified by their union as competent to accompany a worker) and under the circumstances, you have made a reasonable request to be accompanied.
  7. Your complaint will be investigated in a confidential and timely manner, by someone with appropriate experience and no prior involvement in the complaint, where possible. Details of the investigation, including the names of the person accused of bullying or harassment and the person making the complaint, will be disclosed on a “need to know” basis. We will also consider if any steps are necessary to manage the ongoing relationship and the person accused of bullying or harassment.
  8. When the investigation is completed, you will be informed of the Employer’s decision. If we consider that you have been bullied or harassed by a staff member, we will deal with the matter under the Employer’s Disciplinary Procedure as a case of possible misconduct or gross misconduct. If we consider that you have been bullied or harassed by a third party, such as a customer or visitor, we will consider what actions will be appropriate to deal with the problem. If you are unhappy with the decision, you can raise an appeal under the formal appeal procedure set out in the section entitled ‘Appeal’ below.
  9. Regardless of whether your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

Appeal

  1. If you are unhappy with the decision and you wish to appeal, you should contact the HR Department within 10 working days of the date of the decision, saying that you disagree with the decision and giving your reason(s) why and, where relevant, providing any new evidence you seek to rely on.
  2. You will then be invited to an appeal hearing, normally within five working days of us receiving your letter of
  3. Your appeal will be heard by an impartial manager or if necessary an independent HR advisor who has not been part of the process up until the appeal stage. Your appeal will either be a review of your complaint or a complete rehearing, at the Employer’s discretion.
  4. After the meeting, you will be given a decision, normally within 24 hours. The Employer’s decision is final and there is no further right to appeal.

Supporting and protecting those involved

  1. Staff who make complaints or who participate in good faith in any investigation under this policy must not suffer any form of victimisation or retaliation as a result. If you believe to have suffered such treatment, speak to your line manager or HR Department. If the matter is not resolved or remedied, raise it formally under this policy, where
  2. Anyone found to have victimised or retaliated against someone will be subject to disciplinary action under the Employer’s Disciplinary Procedure.
  3. If an investigation under this policy concludes that a malicious or false claim of bullying or harassment has been made, the complainant may be subject to disciplinary action under the Employer’s Disciplinary Procedure.

Keeping records

  1. Information regarding any complaints made by or about a member of staff may be recorded on their personnel file, along with a record of the outcome and of any notes or other documents compiled during the process. Such data will be processed in accordance with the Employer’s Data Protection and Data Security Policy available from your line manager or the HR department and online at https://shoorah.io/privacy-policy/.

Attribution

  1. This anti-harassment and bullying policy was created using a document from Rocket Lawyer (https://www. com/gb/en).

DISCIPLINARY POLICY AND PROCEDURE

Purpose and scope

  1. This policy and procedure for Shoorah Ltd is non-contractual and sets out how any issues with employee standards of conduct, attendance and job performance will be dealt with. The aim of this policy and procedure is to ensure consistent and fair treatment for all If an employee has any queries in respect of this procedure, they should contact CEO.

Primary principles

  1. Employees are expected to know the standard of conduct or work expected of
  2. Depending on the severity of the employee’s alleged misconduct, the employer may at its discretion start the procedure at any of the below stages.
  3. A final decision on a disciplinary sanction will not be taken against an employee without the employer carrying out what it reasonably believes in the circumstances to be an appropriate level of investigation.
  4. A formal disciplinary sanction will not be taken against an employee without the employee being advised of the nature of the The employee will also have the opportunity to state their case at a formal disciplinary meeting before a final decision is taken.
  5. Except where an employee has been found to have committed a gross misconduct offence, or is still serving their probationary period, no employee will be dismissed for a first breach of discipline.
  6. An employee can appeal against any disciplinary action taken by the
  7. Disciplinary matters will be dealt with confidentially, so far as is reasonably possible and employees should keep confidential any information they learn in relation to any disciplinary matter (unless they are the subject of the investigation and disclosure is required to prepare for a meeting under this procedure).
  8. The employer may suspend an employee on full pay and benefits, including:
    1. Access or use of the following benefits: work laptop
      1. work mobile phone  gym
      2. canteen
      3. company car
      4. All software and communication platforms
    2. Performance based pay or benefits such as:
      1. bonus
      2. commission
      3. discretionary shares or options
      4. rights under any incentive plan

at any stage of the disciplinary process, whilst an investigation is completed into an employee’s conduct.

  1. The employee agrees that if the employer requests, they will not contact clients, employees, suppliers or other business contacts of the employer whilst suspended from work. The period of suspension will be as short as is reasonably practicable in the circumstances and is not a disciplinary penalty, or an indication as to the decision that will be made once the investigations have been completed by the employer.
  2. Shoorah Ltd processes personal data collected during the investigation stage and any subsequent stages of disciplinary action in accordance with its data protection policy. In particular, data collected as part of the investigation stage and any subsequent stages of disciplinary action is held securely and accessed by, and disclosed to, individuals only for the purposes of completing the disciplinary procedure. Inappropriate access or disclosure of employee data constitutes a data breach and should be reported in accordance with Shoorah Ltd’s data protection policy immediately. It may also constitute a disciplinary offence, which will be dealt with under this disciplinary procedure.

Informal discussions

  1. Where possible and appropriate the employer will initially deal with disciplinary matters informally. This will take the form of the employee’s line manager speaking with them in confidence about the disciplinary issue(s), making a confidential note for the employee’s personal file and monitoring them informally to see if there is an improvement. Only if this does not resolve the issue(s) or the matter cannot be dealt with adequately informally, will the employer start the formal procedure.

Formal procedure

1. Stage 1 – Formal Meeting

  1. An employee will usually be invited to a formal meeting in writing and given at least two (2) working days’ If required, there may be an investigatory interview before this meeting. At the meeting, the person chairing will explain the complaint against the employee and go through the evidence, giving the employee the opportunity to ask questions, present their case and respond to allegations including responding to witness statements (although an employee will not usually question witnesses directly). If the employee wishes to call a witness they should notify the employer at least 24 hours before the meeting.
  2. The employee will be advised that they are able to bring a companion to the meeting with The employee’s choice of companion will be agreed to if they are either a colleague, a trade union official or a trade union representative (which if not an employed official, must be certified by their union as competent to accompany a worker) and under the circumstances, the employee has made a reasonable request to be accompanied. The employee should advise the employer of the identity of the companion (or any change in their choice of companion) and whether they will require any special adjustments to be made for their or their companion’s attendance, at least 24 hours before the start of the formal meeting.
  3. The employer encourages employees to bring their choice of colleague, trade union representative or trade union official to formal meetings under this procedure, but the employee should bear in mind how practical it is for their choice of companion to attend and consider if there is a suitable and available individual who is geographically close to where the meeting is to be held, rather than first considering an individual geographically based further
  4. If an employee or their companion is unable to attend the meeting at the time, date and place specified by the employer, they must notify the chair of the meeting as soon as possible in writing. Except in the case of an emergency, this should be at least 24 hours before the start of the meeting and the employee should advise of a time when they and their choice of companion will be available within five (5) working days of the original proposed meeting and provided this is reasonable, the new meeting time will be agreed.
  5. The role of the companion in a formal meeting is to make notes, confer with the employee and if the employee requests it, to address the hearing to state the employee’s case and respond to any views expressed at the The companion does not have the right to answer questions or address the hearing if the employee does not request this and must not prevent the employer from explaining its case.
  6. Employees must make every effort to attend any scheduled meeting under this procedure, failure to co-operate under this procedure could be treated as a disciplinary offence in itself and a decision could be made in an employee’s absence if they are unable to attend more than two consecutive scheduled meetings.
  7. If the employer will be referring to any documentation during the formal meeting, unless this is a document an employee will have already seen (such as an email sent by the employee) this should be sent to the employee at least 24 hours before the start of the meeting, so that they have a reasonable chance to prepare. Likewise, if the employee wishes to refer to any documentation, this should be sent to the person chairing the meeting at least 24 hours before the start of the meeting.
  8. If the employer finds as a result of the first formal meeting that a disciplinary offence was committed by the employee, the sanction will normally be either:
  9. an improvement note setting out the performance problem, the improvement required, the timescale in which the employee must make the improvement, any support or training the employee will receive to help with the improvement and the right to appeal the improvement note. The employee will be advised that this constitutes the first stage of the formal procedure. A record of the improvement note will be kept on the employee’s file for six months, but will then be disregarded for the purpose of continuing with this procedure, subject to achieving and sustaining satisfactory performance; or
  10. a first written warning for misconduct if conduct does not meet acceptable standards. The warning will be in writing and set out the nature of the misconduct, the change in behaviour required and state that there is a right of appeal against the first written warning. The warning will also inform the employee that a final written warning may be considered if there is no sustained satisfactory improvement or change. A record of the warning will be kept, but it will be disregarded for disciplinary purposes after six months.

2. Stage 2 – Second Formal Meeting

  1. If there is sufficiently serious misconduct, further misconduct or a failure to improve performance during the currency of a prior warning, the employee will be invited to a second formal meeting in writing by the employer, with at least two (2) working days’ As in the case of the first formal meeting, (b)-(e) under Stage 1 above will apply.
  2. If the employee is found to have committed a disciplinary offence as a result of a Stage 2 meeting, the sanction will usually be a final written A final written warning will give details of the complaint, the improvement required and the timescale. It will also warn that failure to improve may lead to dismissal (or some other action short of dismissal) and will refer to the right of appeal. A copy of this written warning will be kept on the employee’s file but will be disregarded for disciplinary purposes after six months, subject to achieving and sustaining satisfactory conduct or performance.

3. Stage 3 – Final Formal Meeting

  1. If there is sufficiently serious misconduct or still further misconduct or failure to improve performance, the employee will be invited to a third and final meeting in writing by a director of the employer, with at least two (2) working days’ notice. Again, at this stage of the disciplinary procedure, (b)-(e) under Stage 1 above will apply.
  2. If the employee has been found to have committed a disciplinary offence as a result of a Stage 3 meeting, the sanction may be dismissal or some other action short of dismissal, such as demotion, disciplinary suspension or transfer to another role if permitted by the employee’s contract of employment with the employer.
  3. Decisions taken under Stage 3 of this disciplinary procedure can only be taken by the Managing Directors of the employer. If Managing Directors takes the decision to dismiss as a result of a Stage 3 meeting, they will advise the employee in writing of the reasons for dismissal, the date on which the employment will terminate, practical arrangements on termination and the employee’s right of appeal.
  4. If the Managing Directors takes the decision after a Stage 3 meeting to impose some sanction short of dismissal, the employee will receive details of the complaint, will be warned that dismissal could result if there is no satisfactory improvement, and will be advised of the employee’s right of appeal. A copy of the written warning will be kept on the employee’s file, but will be disregarded for disciplinary purposes after six months subject to achievement and sustainment of satisfactory conduct or performance.

Gross misconduct

  1. If an employee is accused of an act of gross misconduct, they may be suspended from work on full pay, normally for no more than five (5) working days, while the alleged offence is investigated by the employer.
  2. If, on completion of the investigation and a formal meeting, the employer is satisfied that gross misconduct has occurred, the result will normally be summary dismissal without notice or payment in lieu of notice.
  3. The following is a non-exhaustive list of the type of offences which are normally regarded as gross misconduct, together with any other behaviours which in the reasonable opinion of the employer constitute gross misconduct:
    1. any form of dishonesty, including theft or fraud;
    2. physical violence or assault;
    3. deliberate damage to employer property;
    4. breaking any law, even outside of work, which could bring the employer into disrepute;
    5. incapacity under the Mental Health Act 1983;
    6. repeated or serious failure to follow reasonable instructions given by the employer or repeated or serious failure to comply with the terms of your contract of employment or the employer’s policies and procedures;
    7. discrimination, harassment, victimisation or bullying of staff, customers, suppliers or other third parties;
    8. committing an act of arson;
    9. misusing confidential information acquired during and as a result of your employment;
    10. failing to devote all working time and effort to the employer or being disloyal to the employer whilst employed by it;
    11. a serious or repeated breach of the employer’s Health and Safety Policy;
    12. accepting bribes; and/or
    13. being under the influence of drink or drugs at work, so as not to be able to perform contractual

Appeals

  1. An employee will be advised about their right of appeal whenever a decision is made under this procedure. An employee who wishes to appeal against a disciplinary decision must do so in writing as directed by the employer when they are informed by the employer of the disciplinary decision, within five (5) working days.
  2. A manager who has not been involved with the process until this stage will invite the employee to an appeal hearing, where (b)-(e) under Stage 1 above will again apply. At the appeal hearing, any disciplinary penalty imposed will be reviewed or the case reheard, at the employer’s discretion.
  3. The employee will be informed in writing of the result of their appeal, usually within five (5) working days and the director’s decision on the appeal is final.
  4. If the employee appeals a dismissal, their employment will not continue whilst the appeal process is taking place. However, if the appeal is successful the employee will be reinstated with no loss of continuity of employment or

Attribution

  1. This Disciplinary Procedure was created using a document from Rocket Lawyer (https://www.rocketlawyer.com/gb/en).