Guardforce Policies

This Quality Policy supports reliable and responsible service delivery. Guardforce sets clear requirements, reviews performance and improves its working methods.

Service quality

Managers define responsibilities for each assignment. As a result, teams receive suitable instructions and report service issues through the agreed channels. In addition, we review feedback, incidents and corrective actions so that we can improve our service.

Therefore, employees must follow approved procedures, assignment instructions and applicable legal requirements. They must keep accurate records and raise any problem that could affect safety, compliance or service quality.

UK quality assurance

The current SSAIB supplier directory lists Guardforce Security Services Limited under reference HERT133. Its listed scope includes “Quality Management Systems – ISO 9001”. This evidence applies to the separate UK company only.

For this reason, Guardforce will use the exact standard shown on its current evidence when making a certification claim.

Dubai and UAE scope

Guardforce provides regulated security services only in the Emirate of Dubai. Therefore, that work remains subject to the activities, conditions and validity of the relevant SIRA licence. Guardforce may provide lifeguard services across the UAE, subject to the requirements for each assignment. UK approvals do not cover UAE services.

Guardforce opposes slavery, servitude, forced or compulsory labour and human trafficking. We expect employees, suppliers and business partners to support the same principle.

Our approach

We identify and assess relevant risks in our operations and supply chains. Therefore, we apply proportionate due diligence, contract controls, awareness measures and reporting routes. In practice, the level of review depends on the service, location and supplier risk.

Employees should report a concern to their manager or the appropriate management contact. It will then assess the concern and escalate it to the relevant authority when required. No person should face retaliation for raising a genuine concern in good faith.

UK and UAE scope

This website section is a policy summary. It is not an annual statement under section 54 of the UK Modern Slavery Act 2015.

Each financial year, Guardforce Security Services Limited will assess whether section 54 applies to the UK company. Where it applies, the company will publish a separate annual statement after the required board approval and director sign-off. The UK Government guidance explains those requirements.

For UAE operations, this policy also reflects the prohibition of human trafficking under Federal Decree-Law No. 24 of 2023. However, each Guardforce entity applies the law and employment requirements relevant to its own workforce and location.

Guardforce does not permit bribery, kickbacks or improper influence. Therefore, employees and relevant third parties must act honestly in every business dealing.

Gifts, tips and hospitality

• Employees must not request or accept cash, cash equivalents or personal tips from customers.
• A gift or hospitality must never influence, or appear to influence, a decision.
• Employees must disclose any offered gift or hospitality through the approved management channel.
• Employees must obtain written approval before accepting anything beyond a low-value, customary item.
• If there is doubt, the employee must decline the offer and ask a manager for guidance.

Business conduct

Employees must keep records accurate, complete and current. In addition, they must use company funds carefully and obtain approval before committing an expense. Moreover, they must protect confidential information and avoid personal gain from their role.

No employee may speak for Guardforce to the media without authority. Political or charitable contributions made in the company’s name also require prior approval.

Legal scope

The UK company applies the UK Bribery Act 2010 guidance. Meanwhile, the UAE business applies relevant UAE law, including Federal Decree-Law No. 31 of 2021 on Crimes and Penalties, as amended.

Guardforce respects employees’ private lives. However, every employee must act professionally and avoid actual or perceived conflicts of interest at work.

Disclosure of a conflict

An employee must promptly disclose a close personal, family or outside business relationship when it could affect a work decision. For example, this includes recruitment, supervision, pay, promotion, discipline, procurement and contract management.

The employee should report the conflict to Human Resources or the appropriate manager. Then, Guardforce will handle the information as discreetly as practical.

Proportionate safeguards

Human Resources and management will assess the operational risk. For example, they may use safeguards such as recusal, a change in reporting line, different approval controls or reassignment. In addition, the company will consider the interests of the people involved, the client and the wider team.

Therefore, a relationship does not automatically require either person to resign. Guardforce will take employment action only under the relevant contract, company procedure and applicable law. Misuse of authority, favouritism, retaliation, harassment or a failure to disclose a material conflict may lead to disciplinary action.

Professional behaviour

Employees must maintain appropriate conduct during working time and at company or client locations. A personal relationship must not affect confidentiality, safety, service delivery or fair treatment.

Anyone who believes a relationship has affected a workplace decision may raise the concern with Human Resources or management without fear of retaliation for a genuine report.

Guardforce is committed to the health, safety, welfare and dignity of its employees. Each employing Guardforce entity applies this policy under the contracts and laws relevant to its workforce.

Our commitments

Guardforce aims to recruit fairly and on merit. In addition, employees should receive clear employment terms, suitable workplace information and access to the policies that affect their role.

The company will:

• oppose forced labour, trafficking, harassment and abuse;
• support equal opportunity and respectful treatment;
• pay wages in line with contracts and applicable law;
• provide suitable health and safety information, training and controls;
• maintain routes for grievances and welfare concerns; and
• review reported concerns and take proportionate action.

Responsibilities

Managers must promote respectful treatment and respond to concerns. Employees must follow safety rules, respect colleagues and report serious welfare risks through the appropriate channel.

Similarly, suppliers and subcontractors should follow applicable labour requirements and the standards in their contracts. Guardforce may apply proportionate checks when the service or risk requires them.

For UAE employees, the relevant framework includes Federal Decree-Law No. 33 of 2021 regulating labour relations, as amended. Meanwhile, UK employees remain subject to the separate UK company’s policies and UK law.

Guardforce aims to protect employees, clients and other people who may be affected by its work. We manage health and safety risks in proportion to the task, site and jurisdiction.

Risk assessment and controls

Guardforce will assess material risks before an assignment and when the work changes. Then, managers will record suitable controls in assignment instructions or other approved documents.

Where possible, we remove a hazard. If that is not practical, we reduce the risk through safe systems, supervision, training and suitable protective equipment. Therefore, employees must follow these controls and use required equipment correctly.

Reporting and review

Employees must promptly report accidents, near misses, hazards and unsafe conditions. Afterwards, managers will review the report, take proportionate action and update controls when needed.

Guardforce will work with clients on shared site risks and welfare arrangements. However, this cooperation does not remove either party’s legal responsibilities.

Jurisdiction

The UAE business follows applicable UAE employment and safety requirements. The MOHRE occupational health and safety guidance provides an official reference.

Meanwhile, the separate UK company follows UK health and safety requirements. That includes COSHH risk assessment where staff could encounter hazardous substances. Guard duties do not create a blanket exemption from COSHH.

Guardforce supports equal opportunity, inclusion and respectful treatment. We do not tolerate unlawful discrimination, harassment, victimisation or retaliation.

Fair decisions

Recruitment, training, work allocation, pay, promotion and discipline should follow fair and relevant criteria. Therefore, managers must base decisions on skills, conduct, experience, performance and operational needs.

Guardforce will consider reasonable workplace support or adjustments where the law requires them or where they are practical and appropriate. In addition, employees may raise a concern through Human Resources, management or the relevant grievance route.

Everyone has a role

Managers must set a professional example and address inappropriate conduct. Employees must treat colleagues, clients and members of the public with dignity and respect.

Therefore, a genuine complaint should not harm the person who raises it. Guardforce will assess concerns fairly and take proportionate action under the relevant procedure.

UK and UAE scope

For Guardforce Security Services Limited in the UK, the relevant framework includes the Equality Act 2010.

For the UAE business, the relevant framework includes Federal Decree-Law No. 33 of 2021 regulating labour relations, as amended. However, each entity applies the requirements relevant to its own employees and location.

Working alone can increase risk because immediate support may not be available. Guardforce therefore assesses lone work before assigning it.

Risk assessment

The assessment should consider the task, location, working hours, communication, medical needs, foreseeable threats and emergency response. In addition, it should consider whether one person can perform the work safely.

Guardforce will not require lone work when the remaining risk is unacceptable. Therefore, a manager must review the assessment when the task, site or known risk changes.

Control measures

Controls may include scheduled check-ins, reliable communication, escalation contacts, alarm arrangements, site instructions and supervisory visits. However, the exact controls depend on the assignment.

Managers must explain the approved system to affected workers. In addition, lone workers must follow it, remain contactable as required and report any failure in the controls.

Incident response

A lone worker should not take unnecessary personal risk. In an emergency, the worker must follow the site procedure and contact the appropriate emergency or management channel.

Afterwards, the company will review relevant incidents and near misses. It will update the risk assessment or working method when the review identifies a need. The UK HSE lone-working guidance is an official reference for the separate UK company.

Guardforce seeks to reduce the environmental impact of its work where practical. Therefore, we focus on actions that relate to our offices, vehicles, equipment, purchasing and service delivery.

Our priorities

We aim to:

• reduce unnecessary energy, water, fuel and paper use;
• maintain vehicles and equipment so that they operate efficiently;
• plan travel and patrol activity with operational safety and efficiency in mind;
• reuse or recycle suitable materials where facilities allow;
• avoid unnecessary waste and dispose of controlled waste correctly; and
• consider environmental performance when selecting suitable products and suppliers.

Responsibilities and review

Managers should consider environmental impacts when they plan work and purchase goods or services. In addition, employees should follow local procedures and suggest practical improvements.

Guardforce will review relevant objectives and actions periodically. In addition, we will update them when operations, available technology or applicable requirements change. The outdated reference to “lead-free or diesel fuels” has been removed.

Guardforce aims to conduct business responsibly. Our approach considers ethical behaviour, employee welfare, client service, environmental impact and the communities connected with our work.

Responsible business

We expect employees to act honestly, keep accurate records and avoid conflicts of interest. Moreover, we expect suppliers and subcontractors to meet the standards stated in their contracts.

Guardforce supports fair employment, equal opportunity, safe working and respect for human rights. In addition, our related policies explain these commitments in more detail.

Clients and communities

We aim to communicate openly and respond to genuine concerns. Where practical, we may support activities that create a clear benefit for local communities. We will describe a programme publicly only when records support the claim.

Environment

We seek practical ways to reduce waste and use resources efficiently. Our Environmental Policy sets out the current priorities.

Oversight

Management is responsible for applying this policy within the relevant Guardforce entity. Therefore, reviews should consider feedback, incidents, operational changes and applicable law. As a result, the company will not present an aspiration as a completed result without evidence.

Guardforce is committed to protecting children and young people from harm. This policy applies when our work may bring personnel into contact with a child or information about a child.

Safeguarding principles

• The child’s safety, welfare and dignity come first.
• Personnel must treat every child with respect and without unlawful discrimination.
• Personnel must maintain professional boundaries and follow site instructions.
• A safeguarding concern must reach the appropriate person without avoidable delay.

Reporting a concern

An employee who sees or suspects harm must record the facts and use the site’s safeguarding or escalation route. If there is an immediate danger, the employee should contact the appropriate emergency service and alert management.

Employees must not conduct their own investigation, promise secrecy or confront a suspected person unless an approved emergency procedure requires action. Afterwards, Guardforce will cooperate with the client and competent authorities as appropriate.

People, training and information

Guardforce will apply role-appropriate recruitment checks, briefings and training where the assignment or law requires them. Therefore, managers must ensure that affected personnel know the site procedure and reporting route.

Personnel must protect safeguarding records and share them only for an authorised purpose. A photograph or video of a child may be taken or used only for an authorised, necessary and documented purpose. In addition, the responsible team must follow applicable privacy and safeguarding procedures, including consent requirements where they apply.

However, each Guardforce entity will apply the safeguarding and data-protection requirements relevant to the country, client and assignment. This policy does not treat UK GDPR as the law for every UAE activity.

Guardforce uses role-relevant training, induction and site instructions to support safe and professional work. Training requirements depend on the employing entity, licensed activity, role and assignment.

Dubai security personnel

Guardforce provides regulated security services only in Dubai. Personnel must complete the training, testing and licensing steps required for their SIRA category. In addition, they must hold the relevant security cadre card and follow any conditions that apply to their role.

The SIRA security cadre card service explains the official licensing route. However, training or licensing in one category does not authorise work outside that category.

Lifeguard personnel

Guardforce may provide lifeguard services across the UAE. Lifeguards must meet the qualifications, fitness, first-aid, rescue and refresher requirements that apply to the assignment, venue and relevant authority.

UK company

Guardforce Security Services Limited is a separate UK company. Its staff follow the UK training and licensing requirements relevant to their roles. The current SIA Approved Contractor Register lists Security Guarding and Key Holding through 31 August 2027. The record states that overseas provision is outside the scope of that approval.

Assignment training

Relevant training may cover communication, patrols, incident reporting, emergency procedures, fire awareness, conflict awareness, equipment and safeguarding. Therefore, managers will identify refresher needs after changes, incidents or performance reviews. Guardforce keeps suitable training records but does not guarantee that training will prevent every incident.

Website Privacy Summary — last reviewed 27 August 2026

This interim summary explains how information submitted through guardforce.ae is handled. Guardforce is completing a full record of its website providers, cookie inventory, international transfers and retention periods. Therefore, we will expand this summary when that review is complete.

Who handles website information

The UAE website operator is Guardforce Security Services, a Dubai civil company licensed by the Department of Economy and Tourism under licence number 594071. Its contact address is Office No. 25, K & J Building, Al Awir 1, Dubai, United Arab Emirates.

For privacy enquiries, email enquiries@guardforce.ae. If a request relates to the separate UK company, we may direct it to that company for a response under UK law.

Information we collect

Contact and quotation forms may collect your name, telephone number, email address, company, department, service address, service interest and message.

In addition, career forms may collect your driving-licence and visa status, declarations about criminal convictions, and a CV or other documents that you upload. Please provide only information that is relevant to your application.

The website and its providers may also process technical information. For example, this can include an IP address, browser or device details, security logs and cookie data.

Why we use information

We use information to answer enquiries, prepare quotations, assess job applications, operate and protect the website, keep necessary business records and meet legal obligations. In addition, we use consent where the law requires it. Moreover, we may process information to take steps at your request or for a permitted business interest.

Sharing, transfers and retention

We may share information with authorised Guardforce staff, the relevant Guardforce entity, and providers that support hosting, forms, email or IT security. In addition, we may share it with professional advisers, regulators or law-enforcement bodies when required or permitted.

However, some providers or group recipients may process information outside your country. Guardforce is verifying those arrangements and will identify material transfers and safeguards in the full notice.

We keep information only for as long as it is reasonably needed for the stated purpose, a dispute or a legal obligation. The full notice will publish the approved retention periods for enquiries, quotations and recruitment records.

Your choices and rights

Depending on the law that applies, you may ask for access, correction, deletion, restriction or objection. You may also withdraw consent where processing relies on consent. In addition, we may ask for information that confirms your identity before acting on a request.

The UAE framework includes Federal Decree-Law No. 45 of 2021 on personal data protection. Where the separate UK company processes information, the UK GDPR and Data Protection Act 2018 may apply.

Cookies and embedded content

The website may use cookies that are necessary for security and basic functions. However, analytics, media or embedded content may set additional cookies when those features are active. Guardforce is completing a live cookie inventory before naming specific providers or durations.

You can restrict cookies through your browser. However, blocking necessary cookies may affect some website features. This summary focuses on the website’s public enquiry, quotation and recruitment forms.