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Academic–Technical Ultra‑Expanded Edition (Neutral English). A public statement on risks, actions, and outcomes relating to modern slavery and human trafficking. Financial year covered: 1 January 2026 to 31 December 2026. Owner: Ethics & Compliance (Human Rights). Board approval: see signature block at end of document.
Modern slavery is incompatible with who we are and with the services we provide. In Force Security Ltd operates in environments where trust is earned through lawful, transparent, and humane conduct. Slavery, servitude, forced or compulsory labor, and human trafficking can be present in any economy, including sectors supplying uniforms, electronics, vehicles, and contracted labor. Our responsibility is to ensure our operations and value chains do not cause or contribute to such harm, and that we use leverage to prevent and remedy it where found.
This Statement sets out our structure, policy framework, risk assessment, due diligence processes, controls, training, and outcomes targeted for the 2026 financial year. Written in neutral international English, it enables consistent understanding across jurisdictions and supports compliance with applicable transparency regimes. Where expectations differ between laws or client requirements, we adopt the stricter standard unless legal conflict prevents it; in that case, we seek alternative means to honor the underlying intent while complying with law.
The purpose of this Statement is to communicate, clearly and comprehensively, the steps we are taking to identify, assess, prevent, mitigate, and remedy modern slavery risks in our operations and supply chains. It meets and exceeds the disclosures expected by transparency legislation in several jurisdictions, including the UK Modern Slavery Act 2015, Australian Modern Slavery Act 2018, California Transparency in Supply Chains Act, and Canadian Forced Labour in Supply Chains Act. The Statement applies to In Force Security Ltd and subsidiaries over which we exercise control. Where we have significant influence but not full control, we use leverage consistent with our responsibilities and contractual rights.
Modern slavery is defined broadly, encompassing forced and compulsory labor, debt bondage, trafficking for labor or sexual exploitation, worst forms of child labor, deceptive recruitment, withholding of identity documents, restrictions on movement, coercion through threats or abuse of vulnerability, and practices that result in exploitation despite superficial legality.
In Force Security Ltd provides guarding, mobile response, event and crowd management, control‑room services, and specialized protective solutions for public and private clients. Our operations are supported by suppliers providing uniforms, PPE, electronics, vehicles, IT, facility services, and labor through recruitment or subcontracting where permitted by law. Supply chains are multi‑tiered and geographically diverse, requiring a risk‑weighted approach: higher‑risk categories undergo deeper due diligence, tighter contractual clauses, and more frequent monitoring, while lower‑risk categories remain proportionally monitored.
Modern slavery prevention is integrated into our policy architecture. The Global Code of Ethics sets expected behaviors. The Global Human Rights Policy aligns with UN Guiding Principles on Business and Human Rights. The Supplier Code of Conduct defines labor standards, ethical recruitment, working hours and wages, non‑discrimination, health and safety, and grievance mechanisms. The Privacy and Data Protection Standard safeguards personal data, and the Anti‑Bribery and Corruption Standard addresses financial crimes linked to labor exploitation.
Operational standards translate principles into actions: supplier screening, worker interviews, document checks for deception indicators, payroll reconciliation to detect unlawful deductions, and escalation protocols. Policy controls take precedence over local practice, with deviations requiring formal risk acceptance, mitigation, and a defined time limit.
The Board oversees modern slavery risk and receives periodic reports on risk trends, due diligence coverage, grievance caseload, remediation actions, and relevant legal developments. Execution responsibilities are shared among Ethics & Compliance, Procurement, Human Resources, Operations, Data Protection Officer, and Legal. Resources are allocated proportional to risk, with enhanced capacity for higher-risk categories and geographies, including training, supplier assessment, confidential reporting channels, and analytical tools for detecting debt bondage or unlawful deductions.
Salient risks are identified using internal data (incident reports, grievances, supplier assessments) and external sources (rule of law indices, labor practices, migration flows, civil-society reports). Risk assessment considers severity of impact, likelihood, vulnerability of groups, and leverage to prevent or mitigate harm. Typical scenarios include unlawful recruitment fees, document retention, deceptive contracts, unlawful deductions, excessive overtime, threats of deportation, and opaque subcontractors. Higher-risk categories include textiles, electronics, and agency labor provision.
Due diligence occurs before engagement, during the relationship, and at exit. Pre-engagement screening verifies identity, beneficial ownership, labor policies, employer-pays compliance, recruitment pathways, and adverse findings. During engagement, monitoring may include document review, site visits, confidential worker interviews, payroll sampling, and targeted investigations. At exit, we ensure workers are not harmed and document leverage used to prevent harm. Records of assessments, actions, timelines, and closures are maintained to demonstrate transparency and improvement over time.
No worker may pay recruitment fees or related costs. Contracts must be provided in the worker’s language and terms may not be altered upon arrival. Personal documents remain with the worker unless voluntary safekeeping is documented and revocable. Labor providers are high-risk partners, requiring traceability, transparency, and audit capability. Unlawful fees trigger reimbursement and corrective action; persistent non-remediation leads to disengagement and, where appropriate, reporting to authorities.
Contracts embed expectations and monitoring rights. Clauses require adherence to the Supplier Code of Conduct, labor law compliance, employer-pays principle, prohibition of passport retention, transparent wage practices, safe working conditions, and grievance access. Subcontracting requires prior approval. Corrective actions are required for non-conformities, with disengagement when remediation fails or risk remains unacceptable. Pressure for improvement is balanced with avoidance of unintended harm, with reasoning documented for stakeholder understanding.
Uniforms, textiles, electronics, surveillance technology, and agency labor are higher-risk categories. Regions with weak labor standards enforcement, limited remedy access, or high deceptive recruitment prevalence require heightened attention. Risk is assessed by evidence; monitoring intensity adjusts dynamically.
Confidential reporting channels are provided with anonymity where lawful. Multiple access points allow workers to choose the path they trust. Reports are acknowledged, triaged, investigated impartially, and addressed with corrective actions. Data is monitored for patterns and root causes. Non-retaliation is enforced strictly.
Remedy is prompt, fair, and effective, including reimbursement of unlawful fees, wage restitution, release of withheld documents, improved accommodation, rostering adjustments, apologies, or compensation where appropriate. The objective is both immediate correction and addressing structural causes. Remedial actions are recorded, owners and timelines assigned, and completion verified. Criminal conduct is reported to authorities as required.
Training builds competence, not just attendance. Induction covers modern slavery indicators, ethical recruitment, grievance processes, and escalation routes. Role-specific content is provided for supervisors, recruiters, procurement professionals, and site managers with scenario-based exercises. Refresher training matches risk levels. Effectiveness is evaluated through observed behavior, case outcomes, and assessments testing application.
We track indicators on outcomes and activities: grievance reporting rates, closure times, worker-reimbursement outcomes, supplier corrective-action completion rates, due diligence coverage, training completion, payroll sampling findings, passport retention, and subcontracting controls. Targets are reviewed quarterly for continuous improvement and focus on areas of greatest impact.
Engagement includes workers, unions, credible civil-society organizations, and industry peers. Focus is on improved recruitment practices, access to remedy, and transparent progress reporting. Coordinated approaches amplify leverage where market influence is limited. Feedback on this Statement and program is welcomed to drive improvement.
Data on recruitment, payroll, worker interviews, and grievances is lawfully collected, stored securely, and accessed on a need-to-know basis. Analytics detect anomalies; consequential decisions are reviewed by competent personnel. Cross-border data transfers include appropriate safeguards. Technology supports prevention and remedy without creating new risks for workers.
Escalation thresholds ensure serious allegations reach senior levels quickly. Indicators such as forced labor, unlawful fees, document retention, or threats trigger immediate action with senior oversight and legal review. Where criminal conduct is suspected, engagement with law enforcement considers legal obligations, safety, and affected persons’ wishes. Communications remain accurate, respectful, and time-stamped while protecting privacy and investigation integrity.
Assurance follows the three-lines model: management owns risks, Ethics & Compliance monitors and advises, Internal Audit provides independent review. Findings result in corrective actions with owners and deadlines, and completion is verified. External assurance and stakeholder input are welcomed. Lessons inform updates to this Statement, policies, standards, and training to demonstrate evidence-based progress.
This Modern Slavery Statement 2026 was approved by the Board of In Force Security Ltd on [date]. A director signs to confirm approval, reflecting review of content, commitments, and resource implications.
Title: In Force Security – Modern Slavery Statement 2026 (Academic–Technical Ultra‑Expanded Edition, Neutral English)
Version: 1.0 • Financial year: 1 January 2026 to 31 December 2026 • Publication date: [insert date]
Owner: Ethics & Compliance (Human Rights) • Contact: ethics@[your-domain] • Speak Up Hotline (24/7): +44 [number] (multi-language)
Board approval: [insert approval date] • Director signature: [insert name and title]