Modern Slavery Policy.

Version 1.0 · Published 19 October 2026.

This policy sets out the standards and expectations of Greenarc Limited, trading as Greenarc Fuel Cards, registered in England and Wales under company number 07073877. It applies to our fuel-card business and the conduct we expect from people working for us or supplying goods and services to that business. It does not speak on behalf of independent card networks, forecourts or other group companies.

This is a standing policy, not an annual modern slavery statement or a report of checks already completed.

We oppose slavery, servitude, forced or compulsory labour, human trafficking and the exploitation of children. No commercial objective justifies coercion or the abuse of a person's freedom.

Our policy is to treat people with dignity, expect responsible behaviour from our suppliers and take concerns seriously. These standards apply regardless of nationality, immigration status, employment arrangement or location. A commitment to these standards is not a guarantee that every part of a supply chain is free from risk.

Our expectations for recruitment and employment, including where agencies or contractors are involved, are:

• Work must be freely chosen. Threats, violence, intimidation, debt bondage and restrictions on lawful freedom of movement are unacceptable.
• Workers must not pay recruitment fees or deposits to obtain a job. Passports, identity documents or wages must not be withheld to control a worker.
• Terms of work should be clear and understandable, including pay, hours and how to leave employment with lawful notice.
• Applicable employment, minimum-age, pay, working-time and health-and-safety requirements must be respected. Children must not be exploited or exposed to hazardous work.
• Workers must be able to raise concerns and exercise lawful workplace rights without threats or retaliation.

Greenarc Fuel Cards helps businesses access fuel-card networks and manage their accounts. Our expectations extend to the products and services supporting that work; the use of a recognised brand does not, by itself, establish that exploitation risks have been addressed.

We expect suppliers and business partners to respect equivalent labour standards, understand their own supply chains and cooperate with proportionate requests for information. They should raise credible concerns affecting the services supplied to us and work towards appropriate corrective action. Relevant procurement terms should communicate these expectations; this policy does not claim that particular clauses are already included in every contract.

Our policy is to take a proportionate, risk-based approach, with attention to the people most at risk of harm. Relevant assessments should consider recruitment intermediaries, subcontracting, low-paid or temporary work, the origin of goods and services, and the visibility of labour practices beyond the immediate supplier.

Supplier selection and ongoing review should, according to the level of risk:

• Identify the supplier, the service being provided and any significant subcontracting or labour-supply arrangements.
• Seek relevant information about recruitment, worker protections and how concerns can be raised, rather than relying only on a policy document or certification.
• Consider credible warning signs, information from workers and material changes in the relationship; seek clarification where information is missing or inconsistent.
• Record identified risks, decisions and any agreed follow-up. Use additional checks or specialist advice where the risk warrants it.

Anyone concerned about exploitation connected with our business or its suppliers can contact hello@greenarcfuelcards.co.uk, using the subject “Modern slavery concern”. Please ask for the concern to be referred to senior management. Employees can also raise a concern with a manager; if that manager is involved, use another manager or the external reporting options below.

You do not need to prove an allegation before raising a genuine concern. Give only the information needed to explain it and a safe way to contact you. Our general email inbox is not an anonymous reporting service or an emergency channel; avoid sending unnecessary identity documents or sensitive information about other people.

If someone is in immediate danger, contact the emergency services. Do not confront a suspected exploiter or investigate in a way that could put anyone at risk. Concerns can also be raised directly with the police or a specialist modern-slavery support organisation.

Our policy is that genuine concerns must not result in retaliation, even if they are not ultimately substantiated. Information should be shared only where needed to assess or address the concern, provide support or meet a legal obligation; absolute confidentiality cannot be promised.

Management should assess concerns promptly, prioritise the safety and wishes of affected people, preserve relevant information lawfully and seek specialist advice where needed. Where appropriate, the response should include referral to competent authorities or support services.

Remedial action should address harm to workers and its causes. Depending on the circumstances, this may involve a corrective-action plan, closer monitoring, changes to recruitment arrangements, or suspension or termination of a relationship. Ending a contract alone may not protect affected workers; their safety should be considered before any decision.

Directors and managers are responsible for translating this policy into proportionate working practices and addressing concerns brought to them. People involved in recruitment, purchasing or supplier management should understand the risks relevant to their work and know how to escalate them.

Awareness and training should be appropriate to a person's responsibilities, with additional guidance where the risk is greater. This policy does not assert that a particular training programme, supplier audit or assessment has already been completed.

This policy should be reviewed at least annually and when a significant concern, business change or change in guidance makes an earlier review appropriate.

Management should assess implementation using evidence such as the coverage of relevant risk assessments, follow-up of identified risks, staff awareness, how concerns are handled and outcomes for affected workers. A low number of reported concerns is not, on its own, evidence that exploitation is absent. Improvements should have a responsible owner and a realistic timescale.

This policy does not replace an annual statement required under section 54 of the Modern Slavery Act 2015 and is not a declaration that those reporting obligations have been met.

Any required annual statement must describe the steps actually taken during the relevant financial year, identify the businesses it covers and receive the necessary board approval and director sign-off before publication. Reporting periods, approval dates, signatories and completed actions must not be inferred from the publication date of this policy.