The club is committed to running our business in an ethical and lawful manner and has a zero-tolerance approach to slavery in all its forms. Each of our contracts with third parties, including within our supply chain and our partners, include a requirement for them to comply with all applicable laws including those relating to anti-slavery and human trafficking. This ensures that modern slavery is not taking place anywhere within our business or within our supply chain or that of our partners.
Our supply chains include a number of suppliers of goods and services, which support our business including both our football operations and commercial operations. Key suppliers that we identified as part of our risk assessment in 2023 were the club’s apparel partner and our food and beverage partners. We also have several other commercial partners with whom we are directly associated with. Most of our agreements with these companies includes a specific requirement for them to abide by our club policies. For suppliers and/or partners who are manufacturers of apparel and/or clothing or food and beverages, we have the right to conduct risk assessments and ethical audits. We are committed to carrying these out periodically for those suppliers and partners in business sectors where modern slavery and exploitation is a higher risk.
When the club selects new suppliers and partners, we undertake a risk assessment and due diligence process which includes a review of the company’s modern slavery policy. Where a risk assessment identifies a particular area of concern, the club undertakes a more detailed review of the specifics of that organisation’s own policy to ensure it meets our standards. If the club does not believe that a supplier or partner is working to our required standards, we will insist that the company in question make necessary changes to their business practices before we enter into a contract with them. If they don’t make the necessary changes or that they are unable to, we will withdraw from those discussions. Likewise, should the club become aware that an existing supplier or partner is no longer working to our required standards, we will insist that the company in question make necessary changes to their business practices and if they don’t make necessary changes or that they are unable to, we will seek to terminate our contract.
Recruitment Policy
The club Recruitment and Selection Policy and Procedure was last updated in August 2025 and provides a clear framework for safely recruiting and selecting appropriately experienced, suitable and qualified workers fairly and transparently. We are also committed to preventing harm by ensuring that no unsuitable person works with children or vulnerable adults.
All staff need to have characteristics and values that make them safe and suitable to work at the club. To ensure this, some actions we take in line with our safer recruitment processes include:
Ensuring all prospective staff are subject to criminal record checks (Disclosure Barring Service) and a Self-Declaration Form in accordance with the requirements of their respective roles
Completing a risk assessment of any information revealed within the safer recruitment process (for example, content within a DBS certificate). If there is disagreement about the outcome of a risk assessment, a DBS panel will be convened. This would be chaired by the Operational Risk Director
Candidates completing an application form, including the applicants’ background and job history – we will not just accept a CV
Interviewing applicants with a diverse panel and recording recruitment decisions
Safeguarding-related interview questions asked and gaps in employment history checked
Obtaining at least two references, including from the most recent employer
Undertaking online searches (including social media screening) over relevant roles
Verifying and recording applicant’s qualifications and experience on a single central record
Verifying and recording employees’ right to work documentation to ensure they have a right to work in the UK
Providing staff with an induction to their role, including safeguarding policies and procedures and accredited safeguarding training
Ensuring all staff complete a probationary period
No one being able to start regulated activity until all checks are cleared
The recruitment process is overseen by the People team at the club who will ensure that any recruitment completed by the Club, in partnership with the Safeguarding Team when needed, is done safely.
Code of Conduct
The club Code of Conduct was last updated in August 2023, and exists to clarify the standards of conduct expected from all staff, players, Board members, Trustees, volunteers, temporary staff and agency workers (staff) at Brentford FC and BFC CST, promote consistency, ensure that all staff are aware of their responsibilities whilst engaged in their employment and to set out the implications of non-compliance.
Whistleblowing
We have a Whistleblowing Policy in place set out in the company’s employee policies portal which allows employees to help us tackle corruption and crime, including modern slavery.
Employees of Brentford FC, our suppliers, and anybody connected with us, are encouraged to speak up if they have concerns about any aspect of our business. Our Complaints Policy is set out in the Supporter Charter. If anyone wishes to contact us about alleged slavery in our business or within our supply chain, concerns can be raised to the club directly at [email protected] or alternatively, a complaint can be addressed to the club’s adjudicator who is the Chair of the Board of Brentford Football Community Society Limited “Bees United” and also a director of the club.
If any complainant wishes to whistleblow to an organisation that is completely independent of the club they may do so by contacting Protect, an independent charity which supports whistleblowers and lobbies for protection for whistleblowers. The club is a member of Protect, and they may be contacted on +44 20 3117 2520 or [email protected].
