Privacy Policy, Workplace Mental Wellbeing Policy and Cookies

Larkfleet Homes Limited is committed to protecting the privacy of our users and customers. This privacy policy ("Privacy Policy") is intended to inform you on how we gather, define, and utilise your Information (as defined below).

Larkfleet Homes Limited, Larkfleet House, Falcon Way, Southfields Business Park, Bourne, Lincolnshire, United Kingdom, PE10 0FF

1. What Information Do We Collect on our Website?
When you visit our Website (including the mobile optimised version of the website accessible from your portable hand-held device) you may provide us with personal information such as name, postcode, email address and telephone number. You may provide us with Information in a number of ways:

 2. How we use your Information
We will hold, use and disclose your Information for our legitimate business purposes including:

3. The legal basis for processing your information
Under GDPR, the main grounds that we rely upon in order to process your Information are the following:

4. How we share your Information
In certain circumstances we will share your Information with other parties. Details of those parties are set out below along with the reasons for sharing it.

5. How long we hold your Information
We will only retain your Information for as long as is necessary for the purpose or purposes for which we have collected it. The criteria that we use to determine retention periods will be determined by the nature of the data and the purposes for which it is kept. For example, if we receive your Information through a competition entry, we will retain your data for as long as is necessary to administer the competition. If we receive your Information when you apply for a job, we will retain your data for as long as is necessary to process your application and maintain application statistics. We will not directly market to you for longer than three (3) years, unless you consent to receive direct marketing by opting in again before the expiry of that three (3) year period. In certain circumstances, once we have deleted or anonymised your data, we may need to retain parts of it (for example, your email address), in order to comply with our obligations under GDPR or other legislation, or for fraud detection purposes.

6. Your rights relating to your Information
You have certain rights in relation to personal information we hold about you. Details of these rights and how to exercise them are set out below. We will require evidence of your identity before we are able to act on your request.

This right exists in respect of Information that:

While we are happy for such requests to be made, we are not able to guarantee technical compatibility with a third-party organisation's systems. We are also unable to comply with requests that relate to Information of others without their consent.

You can exercise any of the above rights by contacting us at the address or email address set out above. You can exercise your rights free of charge.

Most of the above rights are subject to limitations and exceptions. We will provide reasons if we are unable to comply with any request for the exercise of your rights. 

7. Consent
To the extent that we are processing your Information based on your consent, you have the right to withdraw your consent at any time. You can do this by unsubscribing via the link provided in any direct marketing communication or contacting us at the address or email address set out above. 

8. Cookies
Similar to other commercial websites, our Website uses a technology called "cookies" and web server logs to collect information about how our Website is used. A cookie is a very small text document, which often includes an anonymous unique identifier. When you visit a website, that site's computer asks your computer for permission to store this file in a part of your hard drive specifically designated for cookies.

Information gathered through cookies and web server logs may include the date and time of visits, the pages viewed, time spent at our Website, and the websites visited just before and just after our Website.

Cookies, in conjunction with our web server's log files, allow us to calculate the aggregate number of people visiting our Website and which parts of the website are most popular. This helps us gather feedback so that we can improve our Website and better serve our customers. Cookies do not allow us to gather any personal Information about you and we do not generally store any personal Information that you provided to us in your cookies.

9. Changes to our Privacy Policy
This privacy policy can be changed by us at any time. If we change our privacy policy in the future, we will advise you of material changes or updates to our privacy policy by email, where we are holding your email address.

10. Complaints
If you are unhappy about our use of your Information, you can contact us at the address or email address above.



The need for a workplace mental wellbeing policy
Mental health and stress are associated with many of the leading causes of disease and disability in our society. Promoting and protecting the mental wellbeing of the workforce is important for individuals’ physical health, social wellbeing and productivity and is something the Larkfleet Group of Companies takes very seriously.

Larkfleet recognises that many factors in the workplace influence the mental wellbeing of individual employees, particular departments or organisations as a whole. Understanding and addressing the factors which affect people’s mental wellbeing at work have a wide range of benefits, both for individuals and the organisation.

Mental wellbeing in the workplace is relevant to all employees and everyone can contribute to improved mental wellbeing at work. Addressing workplace mental wellbeing can help strengthen the positive, protective factors of employment, reduce risk factors for mental health and improve general health. It can also help promote the employment of people who have experienced mental health problems and support them once they are at work.

The workplace mental wellbeing policy covers the following aspects of mental health and wellbeing.

Promotion of mental wellbeing
Promoting the mental wellbeing of all staff through:-

Management skills
Developing skills for managers and supervisors to: -

Providing support to employees thorough: -

Helping people get back to work after a period of absence due to mental illness through: -

Mental health problems and stress can affect anyone regardless of their position in the organisation. The policy applies to all employees

The implementation of this policy is also supported by other health and safety policies for example, sickness absence, alcohol, drug and substance abuse and bullying and harassment.

Aim of the policy
To create a workplace environment that promotes and mental wellbeing of all employees.

To tackle workplace factors that may negatively affect wellbeing and to develop management skills to promote mental wellbeing and manage mental health problems effectively.

As an employer, we aim to create and promote a workplace environment that supports and promotes the mental wellbeing of all employees. We acknowledge that certain working conditions and practices can negatively affect employees’ mental wellbeing, including aspects of work organisation and management, and environmental and social conditions that have the potential for psychological as well as physical harm.

Policy actions

To develop a culture based on trust and mutual respect within the workplace.

As an employer, we aim to create and promote a culture where employees are able to talk openly about their job and mental health problems and to report difficulties without fear of discrimination or reprisal.

Policy actions.

To provide support and assistance for employees experiencing mental health difficulties.

Policy actions

To positively encourage the employment of people who have experienced mental health problems by providing fair and non-discriminatory recruitment and selection procedures.

As an employer, we recognise that people who have or have had mental health problems may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment. While some people will acknowledge their experience of mental health issues openly, others may fear that stigma will jeopardise their chances of getting a job. Given appropriate support, the vast majority of people who have experienced mental health problems continue to work successfully, as do many with ongoing issues.

Policy actions

To recognise that workplace stress is a health and safety issue and acknowledge the importance of identifying and reducing workplace stressors. 

Policy actions: 

Everyone has a responsibility to contribute to making the workplace mental wellbeing policy effective. 

Managers have a responsibility to: -

Human resources staff have a responsibility to: -

Employees have a responsibility to: -

Human Resources and safety staff have a responsibility to: -

Safety representatives must be: -

Review and monitoring
The Group Human Resources Director will be responsible for reviewing the workplace mental wellbeing policy and for monitoring how effectively the policy meets its aims and objectives.

Indicators to measure effectiveness: -

The policy will be reviewed annually to ensure that it remains relevant.