R4S delivers professional, fully vetted SIA licensed static security officers across London, providing visible deterrent and on-site protection for the businesses and properties that matter to you.
From requirement to deployment, our process is engineered to be transparent, fast, and completely tailored to your site.
Tell us your security needs and site details. We assess your risks and propose the optimal protection plan.
Our specialists review your request and engineer a tailored security solution matched to your environment.
Once confirmed, our SIA-licensed officers deploy to your premises, equipped, briefed and operational.
One service. Done exceptionally well. SIA licensed officers stationed on your premises, providing visible deterrent, controlled access and a calm, professional presence.
Professional SIA licensed officers stationed at your premises, providing on-site protection, access control, incident management and a reliable point of contact for your staff and visitors. Deployed in single-shift, multi-shift or 24/7 patterns to suit your site.
Enquire nowCorporate offices, retail premises, residential blocks, construction sites, event venues, warehouses and industrial estates. If your site needs a vetted, professional guard on-post, we can supply.
See sectorsFlexible cover to match your operating hours: single shifts, weekends, overnight watches or continuous round-the-clock protection.
Discuss coverEvery officer holds a current SIA licence and is fully vetted before deployment. No exceptions, no shortcuts.
Our standardsOfficers deployable across all 32 London boroughs. Beyond London, we arrange cover through trusted contacts or local recruitment.
Coverage areasWe blend traditional, time-proven security craftsmanship with modern technology to deliver protection that's intelligent, accountable, and entirely tailored to your needs.
Every officer holds a valid SIA licence and is fully background-checked before deployment. No exceptions, no shortcuts.
We assess your site first, then build a guarding plan around it. No off-the-shelf packages, no oversold extras.
Our focus is London. Officers know the city, the boroughs, and the local risk landscape. That focus is our strength.
Free, no-obligation quotes. Clear hourly rates. The best value without compromising on the quality of personnel.
Our core operational area is London: every borough, north and south of the river. For sites outside London, we arrange services in those regions by sourcing through trusted contacts or by recruiting local talent.
Free, no-obligation quotation. Speak to our team today and we'll have a tailored proposal in your inbox within 24 hours.
The principles, standards and commitments that govern how R4S 20 LTD conducts its business, protects its people, and serves its clients.
R4S 20 LTD provides security services to construction, healthcare, retail, residential and leisure sectors. The Company provides the highest levels of customer service and respects the customer's right to be involved in the improvement of his contract with the Company. The Company seeks to improve its market share of the industry by diligent pursuit of quality control and human resources development programs.
Provide trained, disciplined and professional work force motivated to offer quality of service to our customers. R4S 20 LTD has plans to be assessed by an accredited assessment body, to BS.EN.ISO 9001: 2015 and BS 7499 together with other relevant BS codes of practice.
The Company also ensure that its workforce is screened to BS 7858. We are committed to quality management in all aspects of the business. The purpose of this manual is to present the organization's Quality Management system to all personnel, giving the guidance essential for the effective application of Quality Control. The contents serve as a basic reference to policies, processes, and procedures, together with work instructions (where necessary) outlining the activities and responsibilities, which a person holding a company appointment is expected to undertake as a normal part of his/her duties.
The Managing Director shall determine the criteria and methods to ensure that both the operation and control of the processes are effective. It is the responsibility of the Managing Director to ensure the availability of resources and information necessary to support the operation and monitoring of the processes. R4S 20 LTD Quality policy is a framework for its management system quality objective. The organization shall monitor, measure and analyze the processes, ensuring that actions are implemented to achieve planned results and to continually improve their effectiveness.
Our organizational goals are to ensure that the changes required within our documented management system will meet the requirements of BS EN ISO 9001:2015, written to all Standards, Codes of Practice and Schedules as required by ACOPS and regs, which are performed in a managed methodical way to ensure that the system is fully understood and implemented throughout the company. R4S 20 LTD will make this Policy available to all stakeholders, shareholders, staff and general public on request.
R4S 20 LTD has a straightforward vision: to become the leading company within the security industry, as recognized by both our clients and our employees.
To achieve this, we will be dependable and innovative in everything we do and employ and invest in only the best people.
We will create solid, loyal and value-adding partnerships with our clients, providing a full range of professional and personalized security services.
Our offering will be benchmarked against national industry standards.
We will deliver complete peace of mind.
Our vision is supported by values and behaviors that describe and underpin the way we undertake our business activities. The brand values capture the entire experience our clients have with R4S 20 LTD.
The Managing Director shall review this policy annually or following significant changes.
R4S 20 LTD provide security guarding and key holding and intruder alarm response services to residential and business premises. At R4S 20 LTD the top management is committed to provide adequate control of the health and safety risks arising from our work activities under the Health and Safety at Work etc. Act 1974; by consulting with its employees on matters affecting their health and safety at workplace. R4S 20 LTD ensures safe handling and use of substances and provides adequate information, instruction and supervision for employees.
R4S 20 LTD is committed to ensure that all employees are competent to do their tasks, and to give them adequate training. R4S 20 LTD as employer understand its responsibility to report certain serious workplace accidents, occupational diseases and specified dangerous occurrences (near misses) under RIDDOR — Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013. R4S 20 LTD is committed to prevent accidents and cases of work-related ill health to maintain safe and healthy working conditions.
Management at R4S 20 LTD is committed to ensure, so far as is reasonably practicable, that the way we carry out our security operations does not affect the Health and Safety of persons who are not our employees, for example visitors and contractors.
It is also recognized that where we produce articles and substances for use at work or we erect or install any plant or equipment, we have a duty to ensure the Health and Safety of those who use them and make available all the required information for their Health and Safety.
The Managing Director shall review this policy annually or following significant changes.
The top management of R4S 20 LTD are aware of the impact its business operations have on the environment both on a local and global aspect.
R4S 20 LTD recognize that in our day-to-day operations we inevitably impact on the environment in a number of ways both on a local and global aspect and are committed to reduce that impact through continual improvement in our environmental performance. We would implement the policy of re-cycling, reduction in the generation of waste and the promotion of environmental awareness based on the requirements of ISO 14001: 2015. R4S 20 LTD is committed to fulfill its legal and other obligation and to the prevention of pollution in context with our organization.
This is achieved through our Management System that meets the requirements of BS EN ISO 14001:2015 including aspects specific to the service industry and also ensures our business processes are carefully monitored, measured and controlled to promote a continual improvement in our environmental performance.
This policy is promoted throughout our company and communicated to all staff and organizations working for or on our behalf via effective training and leadership.
Employees and other organizations are expected to co-operate and assist in the implementation of this policy, whilst ensuring that their own work, so far as is reasonably practicable, is carried out without risk to themselves, others, or the environment. R4S 20 LTD fully accepts its responsibility to protect the environment in all its business activities by adopting best practice industry standards and guidelines.
It is R4S 20 LTD's responsibility to ensure the Management System functions correctly and its effectiveness is maintained through monitoring, control, audit and review.
The Managing Director shall review this policy annually or following significant changes.
Operating in a responsible and sustainable manner is important to our company.
Although at R4S 20 LTD we run our business activities in line with the expectations of our diverse stakeholders, we also see corporate responsibility as a discipline that helps us to manage risks and maximize on the opportunities presented to us in a changing global environment. We take our corporate responsibility seriously within our company as an employer, provider, investor and a consumer. We are committed to understanding, monitoring and managing our social, environmental and economic impact to enable us to contribute to society's wider goal of sustainable development. We aim to demonstrate these responsibilities through our actions and within our corporate policies.
Our ability to deliver world-class products is dependent on a talented, engaged workforce in all of the countries in which we operate. To this end, we are focused on making R4S 20 LTD a place where people feel supported, can develop their skills, and have a clear understanding of our business objectives. We are committed to ensuring that our entire business is conducted according to rigorous professional, ethical and legal standards.
We shall provide, and strive to maintain, a clean, healthy and safe working environment. Providing a workplace where our employees feel safe is not only a legal obligation, but a fundamental factor in building their engagement with the company. Through management intervention, awareness campaigns and a culture that encourages employees to raise concerns about workplace safety, we aim to reduce the frequency of accidents.
Our Health & Safety department challenges and develops cooperation between all managers and employees to ensure health and safety management is embedded into management and business processes. This is supported by our Health & Safety Policy.
We are in business to deliver value to our customers. All that we do is geared to providing world class services and products and the best possible customer experience. We have a passion for excellence and we take pride in our ability to solve our customers' problems, focusing on delivering innovative solutions in a timely manner. We aim for true customer satisfaction by understanding our clients' needs and building partnerships.
We recognize the importance of understanding the impact of our activities on the environment and we are developing an environmental program to demonstrate and benchmark our commitment. The environmental program addresses pollution control of chemicals, energy and water efficiency and waste reduction, all of which are subject to continuous review.
The Program also seeks to reduce the impact of our global carbon footprint and we will achieve this by monitoring carbon emissions and reporting them on an annual basis.
We are committed to making a sustainable positive impact on the communities in which we operate. We aim to make a distinctive contribution to inequality and social development through the establishment of effective partnerships and programs that make best use of the energies and skills of our employees. We support our employees in fundraising for charities and voluntary work, recognizing both the benefit to the community and to the employees themselves. We also regularly choose relevant charities and sponsorships from within the communities we are involved with.
The Managing Director shall review this policy annually or following significant changes.
The objective of R4S 20 LTD's information security policy is to ensure business continuity of the company and to minimize the risk of damage by preventing security incidents and reducing their potential impact. The policy's goal is to protect the organization's informational assets against all internal, external, deliberate or accidental threats under the MD's direct approval.
Measures will be taken to support the policy, including virus control measures, passwords and continuity plans.
Business requirements for availability of information and systems will be met. R4S 20 LTD top management is responsible for maintaining the policy and providing support and advice during its implementation.
The Managing Director shall review this policy annually or following significant changes.
This statement is made pursuant to Section 54 of the Modern Slavery Act 2015 and sets out the steps that R4S 20 LTD has taken and is continuing to take to ensure that modern slavery or human trafficking is not taking place within our business or supply chain.
Modern Slavery encompasses slavery, servitude, human trafficking and forced labour. R4S 20 LTD has a zero-tolerance approach to any form of modern slavery. We are committed to acting ethically and with integrity and transparency in all business dealings and to putting effective systems and controls in place to safeguard against any form of modern slavery taking place within the business or our supply chain.
We operate several internal policies to ensure that we are conducting business in an ethical and transparent manner. These include:
Anti-Slavery Policy. This policy sets out the organisation's stance on modern slavery and explains how employees can identify any instances of this and where they can go for help.
Recruitment Procedure. We operate a robust recruitment process, including conducting eligibility to work in the UK checks for all employees to safeguard against human trafficking or individuals being forced to work against their will.
Whistle Blowing Policy. We operate a whistle blowing policy so that all employees know that they can raise concerns about how colleagues are being treated, or practices within our business or supply chain, without fear of reprisals.
R4S 20 LTD operates a Procurement Procedure and maintains an Approved Supplier List.
We conduct due diligence on all suppliers before allowing them to become an approved supplier. We require that they confirm to us that:
We regularly brief all relevant management and staff members, and ensure that our policies reach every employee, in order that they understand the signs of modern slavery and what to do if they suspect that there is any risk of it taking place within any area of our business or our supply chain. As partner members we will work with the Supply Chain Sustainability School to promote the material available to educate the industry on modern slavery.
We will know the effectiveness of the steps that we are taking to ensure that slavery and/or human trafficking is not taking place within our business or supply chain if:
R4S 20 LTD will make this Policy available to all stakeholders, shareholders, staff and general public on request.
The Managing Director shall review this policy annually or following significant changes.
R4S 20 LTD is committed to the highest levels of ethical conduct and integrity in our business activities both in the UK and overseas. We adopt a zero tolerance approach towards bribery, fraud and corruption in any form. The aim of this policy is to outline the company's approach to preventing and prohibiting bribery, fraud and corruption in accordance with the Bribery Act 2010.
This policy applies to all employees and directors of the company, and to temporary workers, consultants, contractors, agents and subsidiaries acting for, or on behalf of, the company ("associated persons") within the UK and overseas. Our senior management team is committed to implementing effective measures to prevent, monitor and eliminate bribery. However, it is also the responsibility of all employees and associated persons to assist R4S 20 LTD in the prevention, detection and reporting of bribery, corruption and / or fraud.
Employees are encouraged to raise concerns under the R4S 20 LTD Whistle Blowing Policy.
Under the Bribery Act there are four possible offences relating to bribery:
Fraud and corruption cover a wide range of irregularities and illegal acts, all of which are categorised by intentional deception. This includes theft, dishonesty, deceitful behaviour, bribery, forgery, extortion, conspiracy, embezzlement, misappropriation, false representation and concealment of material facts and collusion. Fraud can range from falsifying expenses and overtime claims, stealing money or items, using R4S 20 LTD property and time for private use (without authorisation), to receiving bribes or inducements.
Where fraud is suspected or has occurred, we will carry out prompt and thorough investigations. Anyone found to be involved in fraudulent activity will have disciplinary action taken against them which may result in dismissal.
Facilitation payments are sometimes used by businesses to secure or expedite the performance of a routine or necessary action to which the payer has a legal or other entitlement. In some countries it is customary best practice to make payments or gifts of small value to government officials in order to speed up or facilitate a routine action or process. However, facilitation payments may trigger an offence under the Bribery Act and it is very important that employees or associated persons act with great vigilance when dealing with such requests.
Where a public official has requested a payment, employees or associated persons should ask for further details of the purpose and nature of the payment in writing. If the public official refuses to provide these this should be reported immediately to the Managing Director (MD) who will advise on the appropriate action to be taken.
If the public official provides written details then the MD will consider the nature of the payment and, where applicable, seek local legal advice before advising the employee, or associated persons, on the appropriate course of action.
Where the MD concludes the payment is for a legitimate fee, for example, as part of a genuine fast track process, or is permitted locally, the company will confirm this to the employee, or associated persons, in writing and authorise them to make the payment. However, if the MD considers the request to be for a facilitation payment, the employee or associated persons will be instructed in writing not to make the payment. The public official should be notified that the matter will be reported to the UK embassy.
A gift is considered to be any item, cash or goods or any service which is offered to an individual at no cost to them or at a cost which is less than its commercial value.
Hospitality is considered to be entertainment offered to an individual at no cost or a cost which is less than its commercial value. For example, drinks receptions, dinner invitations or corporate hospitality at an event.
The company will permit corporate entertainment, gifts, hospitality and promotional expenditure that are undertaken for the following purposes:
This is on the provision that it is arranged in good faith and is not offered, promised or accepted to secure an advantage for the company or any of its associated persons to influence the impartiality of the recipient.
Some of R4S 20 LTD clients have stipulated in their contracts that offers of gifts and hospitality of any value are not to be offered or accepted. Employees or associated persons are responsible for checking the client's contract prior to the offering of any gift or hospitality, even if it is considered to be taken in nature.
The company will only authorise reasonable, appropriate and proportionate entertainment and promotional expenditure in line with the following guidance.
Accepting gifts: R4S 20 LTD understands that in the course of day-to-day business some employees may be offered gifts of significant value. Employees, or associated persons, must not accept offers of gifts from individuals or companies with whom R4S 20 LTD currently, or might in the near future, conduct business with, except for gifts of a token nature or of relatively insignificant value (i.e. less than £50 such as diaries, calendars or promotional material). Employees, or associated persons, should never put themselves in a position where they could be accused of taking bribes or inducements for personal gain. Employees should talk to their line manager if they are unclear as to what is acceptable. If an employee or associated person is offered a gift of over £50 then this should be raised with their line manager and a director. The offer will be logged in the gifts and hospitality register and the appropriate course of action will be expressly communicated to the individual.
Giving or offering gifts: R4S 20 LTD recognises that as well as receiving gifts some employees may be required to offer gifts to third parties, including customers and suppliers, in order to maintain good working relationships and to retain and obtain business. With the exception of token gifts (i.e. less than £50) prior approval from a board director must be obtained before any employee can offer a gift to a third party. Where a gift has a value of over £500 the person must obtain authorisation from the Managing Director (MD). It is the responsibility of the director to ensure all authorised gifts are recorded in the company gift and hospitality register.
Accepting hospitality: There may be some circumstances where hospitality is offered to events which will promote R4S 20 LTD interests and R4S 20 LTD recognises that external networking for some departments is a core part of their work. Personal invitations to non work-related, non-R4S 20 LTD events involving corporate hospitality, offered or given by any supplier, client, business contact or potential contractor, must be notified to the individual's line manager. If the hospitality has a commercial value of more than £500 authorisation must be sought from a director. The director is responsible for ensuring the offer of hospitality is logged in the gifts and hospitality register regardless of whether or not it is authorised.
Giving or offering hospitality: R4S 20 LTD recognises that as well as accepting hospitality some employees, or associated persons, may be required to offer hospitality to third parties, including customers and suppliers, in order to maintain good working relationships and to retain and obtain business. With the exception of a working lunch or refreshments during a meeting with third parties, prior approval from a director must be sought before any employee, or associated persons, can offer hospitality to a third party. Where such hospitality is more than £1000 in one occurrence or £2000 in aggregate to any one party over a period of twelve months, the person must obtain authorisation from the Managing Director (MD). If the hospitality is authorised then it is the responsibility of the director requesting the authorisation to ensure it is recorded in the company gift and hospitality register.
R4S 20 LTD does not allow political contributions in any form whether to political parties, causes or to support candidates. The appointment of any politician or former politician as a consultant, employee or officer of the Company requires approval by the directors and is subject to applicable laws.
R4S 20 LTD will only make charitable donations that are legal and ethical under local laws and practices. No donation of over £500 must be offered without the prior approval of the Managing Director.
In order to protect employees and the reputation of R4S 20 LTD, employees should make their line manager aware if they have a conflict of interest and, if appropriate, ensure details are placed on the register of interests. A conflict of interest is where an employee has an interest in a decision that could be different from R4S 20 LTD interest. This can range from being involved in decisions that affect fellow employees who are relatives, close friends or a partner, to the awarding of a contract from which the employee, close friend or relative may benefit financially. Those employees who are authorised to sign purchase orders, or place contracts for goods, materials or services must adhere to R4S 20 LTD rules on tendering and contracting.
Employees must not seek preferential rates or benefits in kind for private transactions carried out with companies that they have had official R4S 20 LTD dealings with. Any work carried out by such a company, if the value is more than £500, must be placed on the register of interests.
Employees and associated persons (where applicable) are required to take particular care in ensuring that all company records are accurately maintained in relation to any contracts or business activities. This includes all financial invoices and all payment transactions with clients, suppliers and public officials.
R4S 20 LTD gift and hospitality register and register of interests will be maintained by designated individuals within each division. It is the responsibility of the line manager or director to ensure any gifts or hospitality, offered or received, as well as any conflicts of interest, are reported in line with this policy and procedure.
R4S 20 LTD will endeavour to ensure that all third parties with whom we have dealings are aware of and have accepted this policy and procedure. R4S 20 LTD suppliers and sub-contractors are required to complete a supplier assessment form prior to the commencement of any initial work with R4S 20 LTD. As part of this assessment they will be required to confirm their understanding of this policy and procedure and they will be asked if they have a similar policy in place. Any answers which are not considered suitable by the supply chain team will be raised to the Managing Director for approval prior to the supplier or sub-contractor commencing any work with R4S 20 LTD.
The company has established a risk management procedure to prevent, detect and prohibit bribery and fraud. The company will conduct risk assessments for each of its key business activities on a regular basis. Where the company identifies high risk areas (e.g. projects undertaken in high risk countries, tenders for work and high value projects) the anti-bribery, fraud and corruption risk assessment must be carried out by the responsible person and sent to the appropriate board director for review prior to the start of the work or project.
Where the risk assessment shows a high risk of bribery, fraud or corruption the board director will be responsible for putting additional measures in place. These may include:
R4S 20 LTD relies on its employees and associated persons to maintain its high standards of ethical conduct and we request they assist the company in remaining vigilant in order to prevent, detect and report bribery, fraud or corruption. Employees are encouraged to report any concerns that they may have to the appropriate person in line with the Whistle Blowing Policy and Procedure.
Issues that should be reported include:
The anti-bribery, fraud and corruption reporting form is available on the staff intranet or from the HR department to allow employees to record incidents of suspected bribery.
Employees or associated persons who report instances of bribery, fraud or corruption in good faith will be supported in line with the Whistle Blowing Policy and Procedure and will not be subject to any detrimental treatment as a consequence of their report. Any reports of bribery, fraud or corruption reported under the whistle blowing policy and procedure will be thoroughly and promptly investigated by the appropriate manager / HR business partner and will be handled in the strictest confidence.
Employees, or associated persons, will be required to assist in any investigation into the suspected bribery, fraud or corruption.
Any breach of the anti-bribery, fraud and corruption policy may be considered gross misconduct and will be treated very seriously by the company. Disciplinary action may be taken in line with the Group Disciplinary Policy and Procedure and this may include summary dismissal from the company. The company may also report any matter to the relevant authorities, including the Director of Public Prosecutions, Serious Fraud Office, Revenue and Customs Prosecutions Office and the police. The company will provide all necessary assistance to the relevant authorities in any subsequent prosecution.
If you have any questions on any of the information within this policy or would like further details, please do not hesitate to discuss them with your line manager or HR representative.
The Managing Director shall review this policy annually or following significant changes.
This Policy sets out the obligations of R4S 20 LTD ("the Company") regarding data protection and the rights of employees, clients, staff and other individuals ("data subjects") in respect of their personal data under EU Regulation 2016/679 General Data Protection Regulation ("GDPR").
The GDPR defines "personal data" as any information relating to an identified or identifiable natural person (a "data subject"); an identifiable natural person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, an online identifier, or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural, or social identity of that natural person.
This Policy sets the Company's obligations regarding the collection, processing, transfer, storage, and disposal of personal data. The procedures and principles set out herein must be followed at all times by the Company, its employees, agents, contractors, or other parties working on behalf of the Company.
The Company is committed not only to the letter of the law, but also to the spirit of the law and places high importance on the correct, lawful, and fair handling of all personal data, respecting the legal rights, privacy, and trust of all individuals with whom it deals.
This Policy aims to ensure compliance with the GDPR. The GDPR sets out the following principles with which any party handling personal data must comply. All personal data must be:
The GDPR sets out the following rights applicable to data subjects:
The Regulation seeks to ensure that personal data is processed lawfully, fairly, and transparently, without adversely affecting the rights of the data subject. Processing of personal data shall be lawful if at least one of the following applies:
The Company's Data Protection Officer can be contacted through the company HR office at the registered address. The Data Protection Officer shall be responsible for overseeing the implementation of this Policy and for monitoring compliance with this Policy, the Company's other data protection-related policies, and with the GDPR and other applicable data protection legislation.
The Company shall keep written internal records of all personal data collection, holding, and processing, which shall incorporate the name and details of the Company, its Data Protection Officer, and any applicable third-party data processors; the purposes for which the Company collects, holds, and processes personal data; details of the categories of personal data collected; details of any transfers of personal data to non-EEA countries; details of how long personal data will be retained; and detailed descriptions of all technical and organisational measures taken by the Company to ensure the security of personal data.
Data subjects may make subject access requests ("SARs") at any time to find out more about the personal data which the Company holds about them, what it is doing with that personal data, and why.
Data subjects wishing to make a SAR may do so in writing, using the Company's Subject Access Request Form, or other written communication. SARs should be addressed to the Company's Data Protection Officer at the business registered address.
Responses to SARs shall normally be made within one month of receipt, however this may be extended by up to two months if the SAR is complex and/or numerous requests are made. If such additional time is required, the data subject shall be informed.
The Company does not charge a fee for the handling of normal SARs. The Company reserves the right to charge reasonable fees for additional copies of information that has already been supplied to a data subject, and for requests that are manifestly unfounded or excessive, particularly where such requests are repetitive.
Data subjects have the right to require the Company to rectify any of their personal data that is inaccurate or incomplete. The Company shall rectify the personal data in question, and inform the data subject of that rectification, within one month of the data subject informing the Company of the issue.
Data subjects have the right to request that the Company erases the personal data it holds about them in the following circumstances:
The following personal data may be collected, held, and processed by the Company: name and address, personal phone numbers and email address, work history in the form of a CV, proof of right to work in the UK (e.g. passport, birth certificate, ID card), bank details, National Insurance Number, educational and professional certificates and licences.
The Company shall ensure that the following measures are taken with respect to all communications and other transfers involving personal data:
All personal data breaches must be reported immediately to the Company's Data Protection Officer.
If a personal data breach occurs and that breach is likely to result in a risk to the rights and freedoms of data subjects (e.g. financial loss, breach of confidentiality, discrimination, reputational damage, or other significant social or economic damage), the Data Protection Officer must ensure that the Information Commissioner's Office is informed of the breach without delay, and in any event, within 72 hours after having become aware of it.
In the event that a personal data breach is likely to result in a high risk to the rights and freedoms of data subjects, the Data Protection Officer must ensure that all affected data subjects are informed of the breach directly and without undue delay.
The Managing Director shall review this policy annually or following significant changes.