Topform Productes UK Ltd is an equal opportunities employer. We are committed to achieving equality of opportunity by removing direct and indirect discrimination on the grounds of:


Race, colour, nationality, national or ethnic origin



Religious Belief, or non belief

Marital status, family circumstances, or caring responsibilities

Lesbian, gay, bisexual or transgender identity

Any other status as identified within the European Convention of Human Rights


Topform Products UK Ltd will work within all current and relevant anti-discrimination laws, for example:

Equal Pay Act 1970, and Equal Pay (Amendment) Regulations 1983

Rehabilitation of Offenders Act 1974

Sex Discrimination Act 1975 and 1986

Race Relations Act 1976 and Race Relations (Amendment) Act 2000

EU Employment and Race Directives

Employment Protection (Part Time Employees) Regulations 1995

Disability Discrimination Act 1995

Employment Rights Act 1996

Criminal Justice and Public Order Act 1994

Protection From Harassment Act 1997

Human Rights Act 1998



When a vacancy becomes available We will ensure that information about all vacant posts are circulated as widely as possible to ensure that they reach all sections of the community. Employment decisions will be made on the basis of fair and objective criteria.

Job descriptions and/or personal specifications will only include details that are essential or desirable for the performance of each role i.e. qualifications and ability.

When selecting and short listing for interviews, we work on an objective basis, taking into account the skills and experience of an individual for the suitability of the position.

All reasonable measures will be taken to ensure that disabled staff are given the opportunity to participate fully in the work place, in training and career development opportunities.

We will take all possible reasonable measures to ensure employees, contractors, customers and suppliers are not subject to any type of harassment.

We will ensure that all policies are reviewed and updated regularly. Managers have particular responsibility for the implication of this policy, but all employees and required to ensure that the policy is maintained and implemented.

All employees are made aware that any grievance or concern relating to discrimination or harassment should be raised either informally or formally with a manager who will treat all allegations seriously, we will not tolerate any discrimination or harassment of any employee.