Corporate Information

Please see below Panther Warehousing Limited’s policies that are available to view online.

Modern Slavery and Human Trafficking Policy
Gender Pay Gap Report
Privacy Notice - End Customer Information
Data Protection Policy
Modern Slavery and Human Trafficking Policy

Panther Warehousing Limited
Anti-Slavery and Human Trafficking Statement

Introduction

The Modern Slavery Act 2015 (MSA 2015) focuses specifically on the issue of modern slavery to
ensure offenders are suitably reprimanded with severe sentences. Modern slavery encompasses the
offences of: ‘slavery’ where ownership is exercised over a person; ‘servitude’ which involves the
obligation to provide service imposed by coercion; ‘forced or compulsory labour’ involves work or
service exacted from any person under the menace of a penalty and for which the person has not
offered themselves voluntarily; and ‘human trafficking’ concerns arranging or facilitating the travel
of another with a view to exploiting them.

The MSA 2015 requires large businesses, with sales of over £36 million, to be transparent about
their efforts to eradicate slavery and human trafficking. This statement therefore explains the steps
we are taking to ensure that slavery and human trafficking is not taking place in any of our supply
chains or any part of our business.

Our Organisational Structure and Supply Chain

Established in 1989, Panther Warehousing is a provider of two man delivery and collection services
within the logistics sector. The Company employs over 1,300 people across our Head Office and the
depots which are located throughout the UK.

Panther’s workforce consists of a combination of employed and agency staff depending on local
labour conditions and demands. The depots have good relationships with the agencies that supply
labour to the Company, as well as a robust on-boarding process for employees, and those that
transition from agency to permanent employees.

All suppliers of goods and services to Panther must comply with all relevant legislation and standards
as relevant to their industry, including, human rights, bribery and anti-corruption and health and
safety.

Our Policies and Procedures

We already have various employment policies in place internally which are available to all staff.
These are reviewed annually by our legal advisers to ensure we remain compliant and can be
accessed by third parties upon request.

In particular, our Grievance and Whistleblowing Policies provide a clear procedure for raising any
matters of concern in absolute confidence. We also operate a Dignity at Work Policy which
establishes an underlying obligation upon all staff to treat others with respect and courtesy and to
again, report any matters of concern in confidence.

We allow all individuals who work or provide services to us the right to freely choose employment
and, the right to associate freely with other individuals. Workers are free to choose whether to join
a trade union or not and as a result of our training, we offer an environment which is free from
harassment and unlawful discrimination. We ensure our working practices are in accordance with
the Equality Act 2010 and all employment legislation. We do not engage in forced or involuntary
labour and have a zero tolerance approach to the same, meaning we do not tolerate any of our
suppliers engaging in such conduct.

Our overall aim is to work with our colleagues and suppliers to promote a collaborative approach to
remedy or mitigate all slavery and human trafficking risks. Ultimately, if we are not satisfied with the
measures taken by a customer or supplier, we reserve the right to exclude any such company from
our supply chain.

Key Priorities for 2019

  • Posters and information cards will be sent to all sites to display in communal areas where
    both employees and workers can have access to the information. These materials will be
    available in different languages in recognition of our diverse workforce;
  • On 30 th July 2019, World Day Against Trafficking a special briefing will take place to remind
    employees of the signs to look out for, and what to do if they suspect trafficking;
  • Information and contact numbers shall be displayed on the Company HR system, which all
    employees have access to;
  • A session is to be planned at the next Senior Leadership Meeting so Managers are better
    equipped to answer any questions on Modern Slavery and are clear on the signs to look out
    for;
  • Specific focus and analysis will be undertaken in conjunction with our labour suppliers to
    ensure their anti-slavery processes are robust;
  • Up-weighted reporting procedures to be included in due diligence when the Company goes
    to tender, acquires a new business or enters into a contract with a third party; and,
  • The Company will sign up to Stronger Together to receive up to date information on Modern
    Slavery and use reports and upskilling with teams as necessary.

Dated 6th June 2019
Andy Dale
Finance Director

Gender Pay Gap Report

PANTHER WAREHOUSING LIMITED

Snapshot date

5 April 2018

Person responsible for employer’s report

Colin McCarthy (CEO)

Address

Unit 22, Lodge Way, Lodge Farm Industrial Estate, Northampton, NN5 7US

Nature of business (SIC)

Administrative and support service activities

Employer Size

500 to 999 employees

 

Gender pay gap report

Difference in hourly rate

Women’s mean hourly rate is 11% lower than men’s

In other words when comparing mean hourly rates, women earn 89p for every £1 that men earn.

Women’s median hourly rate is 6% lower than men’s

In other words when comparing median hourly rates, women earn 94p for every £1 that men earn.

 

Proportion of women in each pay quartile

Top quartile (highest paid)

14% of the top quartile are women

Upper middle quartile

8% of the upper middle quartile are women

Lower middle quartile

9% of the lower middle quartile are women

Lower quartile (lowest paid)

31% of the lower quartile are women

 

 

 

Who received bonus pay

0% of women

0% of men

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