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Website Terms & Conditions and Company Policies

Website Terms & Conditions

Internet Privacy & Cookies Policy

This is the internet privacy policy for (the “Website”)

This website is the property of Linbrooke Services Limited. We take the privacy of all visitors to this Website very seriously and therefore set out in this privacy and cookies policy our position regarding certain privacy matters and the use of cookies on this Website.

This policy covers all data that is shared by a visitor with us whether directly via or via email. This policy been created by the internet marketing experts at Surge Digital on our behalf and is occasionally updated by us so we suggest you re-review from time to time.

This policy provides an explanation as to what happens to any personal data that you share with us, or that we collect from you either directly via this Website or via email.

Certain businesses are required under the data protection act to have a data controller. For the purpose of new requirements under the GDPR Regulation 2018 our data controller is IT Administrator and can be contacted via email at

Information we collect

In operating our Website we may collect and process the following data about you:

1.1 Details of your visits to our Website and the resources that you access including, but not limited to, traffic data, location data, weblog statistics and other communication data.

1.2 Information that you provide by filling in forms on our Website, such as when you register to receive information through a newsletter or contact us via the contact us page.

1.3 Information provided to us when you communicate with us for any reason.

1.4 Personal data includes information about an individual from which a person can be identified.

Linbrooke may collect, store or transfer information about you or your organisation under the following categories:

1.5 Identity Data includes first name, maiden name, last name, username or similar identifier, marital status, title, date of birth and gender.

1.6 Contact Data includes address, delivery address, email address and telephone numbers.

1.7 Financial Data includes bank account and payment card details.

1.8 Transaction Data includes details about payments to and from you and other details of products and services you have purchased from us.

1.9 Technical Data includes Internet Protocol (IP) address, your login data, browser type and version, time zone setting and location, browser plug-in types and versions, operating system and platform and other technology on the devices you use to access this website.

1.10 Profile Data includes your username and password, purchases or orders made by you, your interests, preferences, feedback and survey responses.

1.11 Usage Data includes information about how you use our website, products and services. Marketing and Communications Data includes your preferences in receiving marketing from us and our third parties and your communication preferences.

Use of cookies

About cookies

Striving to provide you with the best possible website experience, our site uses ‘cookies’ in order to differentiate between users. ‘Cookies’ are small, often encrypted text files, that are created when a user’s browser loads a particular website.

On occasion, we may gather information about your computer to provide statistical data regarding the use of our website to our advertisers. Such information will not identify you personally, it is purely to gather information about the use of our site in order to allow us to analyse how visitors interact with the website so that we can continue to develop and improve.

To opt out of being tracked by Google Analytics across all websites, visit

We may gather information about your general internet use by means of a cookie file that is automatically downloaded to your computer. As cookies contain information that is instantly transferred to your computer’s hard drive, the file is automatically stored within this hard drive. They help us to improve our website and the service that we provide to you.

All computers have the ability to decline cookies. This can be done by activating the setting on your browser which enables you to deactivate the cookies. Please note that should you choose to do so, it is highly likely that you will be unable to access particular areas of our website.

The table below lists all the cookie information that this website may use:

-gasession2 yearsUsed to distinguish users.
-gatsession1 minuteUsed to throttle request rate.
-gidsession24 hoursUsed to distinguish users.
PHPSESSIDsession24 hoursTo identify unique session on the website.
wfvtpersistent24 hoursTo distinguish between bots and humans.
wp-settingspersistent1 yearused to customise user view.
wp-settings-timepersistent1 yearUsed to customise the view of the admin interface.

For more information on cookies, you can read a more comprehensive guidance at


Third-party cookies

Any advertising featured on this website may also incorporate cookies, over which we have no control. Such cookies (if used) would be downloaded once you click on advertisements on our website

We also use widespread sites like Facebook, Twitter and LinkedIn to create or syndicate some of our content. As a result, if you visit one of our pages on these sites, or a page on our site which has content embedded from them, you may be presented with their cookies. As these are not within our control, you should check the pertinent site for more information regarding the specific third party cookies.

Use of your information

The information that we collect and store relating to you is primarily used to enable us to provide our services to you. In addition, we may use the information for the following purposes:

3.1 To provide you with the information requested from us relating to our products or services and to provide information on other products which we feel may be of interest to you if you have consented to receive such information.

3.2 To meet our contractual commitments to you.

3.3 To notify you about any changes to our Website, such as improvements or service/product changes, that may affect our service.

3.4 If you are an existing customer, we may contact you with information about goods and services similar to those which were the subject of a previous sale to you.

3.5 We may use your data, or permit selected third parties to use your data, so that you can be provided with information about unrelated goods and services which we consider may be of interest to you. We or they may contact you about these goods and services by any of the methods that you consented to at the time your information was collected.

3.6 If you are a new customer, we will only contact you or allow third parties to contact you only when you have provided consent and only by those means you provided consent for.

3.7 If you do not want us to use your data for ourselves or third parties you will have the opportunity to withhold your consent to this when you provide your details to us on the form on which we collect your data.

3.8 Please be advised that we do not reveal information about identifiable individuals to our advertisers but we may, on occasion, provide them with aggregate statistical information about our visitors such as your area of residence or age group.

Storing your personal data

4.1 We may transfer data that we collect from you to locations outside of the European Economic Area for processing and storing. In addition, it may be processed by staff operating outside the European Economic Area who work for us or for one of our suppliers. For example, such staff may be engaged in the processing and concluding of your order, the processing of your payment details and the provision of support services. By submitting your personal data, you agree to this transfer, storing or processing. We will take all reasonable steps to make sure that your data is treated securely and in agreement with this privacy policy.

4.2 Data that is provided to us is stored on our secure servers. Details relating to any transactions entered into via our site will be encrypted to ensure its safety. Data retention period is 6 + 1 years.

4.3 The transmission of information via the internet is not completely secure and therefore we cannot guarantee the security of data sent to us electronically and the transmission of such data is entirely at your own risk. Where we have given you (or where you have chosen) a password so that you can access certain areas of our site, you are responsible for keeping this password confidential.

Disclosing your information

5.1 Where applicable, we may disclose your personal information to any member of our group. This includes, where applicable, our subsidiaries, our holding company and its other subsidiaries.

5.2 We may also disclose your personal information to third parties:

5.2.1 Where we sell any or all of our business and/or our assets to a third party.

5.2.2 Where we are legally required to disclose your information.

5.2.3 To assist fraud protection and minimise credit risk.

5.2.4 where a disclosure not subject to legal request occurs, additional consents shall be sought to allow disclosure to occur.

Third party links

You might find links to third party websites on our Website. These websites should have their own privacy policies which you should check. We do not accept any responsibility or liability for their policies whatsoever as we have no control over them.

Access to information

The General Data Protection Regulations 2018 gives you the right to access the information that we hold about you. Should you wish to receive details that we hold about you please contact us using the contact details below. The information will be provided to you free of charge:


Tel: 08448000983



Your Legal Rights

9.1 Right to request access to the data held (known as data subject access request) allowing confirmation of lawful processing.

9.2 Right to request correction of the data held regarding your organisation.

9.3 Right to the restriction of processing of your personal data.

9.4 Right to request erasure of the data held about your organisation (subject to request and legal grounding for the request to not be refused).

9.5 Request the transfer of your data to a 3rd party.

9.6 Withdraw your consent at any time where Linbrooke are relying on your consent to process your data.

Contacting us

We welcome any queries, comments or requests you may have regarding this policy please do not hesitate to contact us at Or call us on 08448000983. If you would prefer to write to us then our contact address is Unit 2-4 Sheffield Business Park, Churchill Way, Chapeltown, Sheffield, S35 2PY.

Company Policies

Anti-Slavery and Human Trafficking Statement

Linbrooke Services Ltd are a leading provider of mission-critical solutions in telecoms, power and signalling – predominantly in Rail, Utilities and Subsea environments.


Linbrooke Services Ltd. are a leading provider of mission-critical solutions in telecoms, power and signalling – predominantly in Rail, Utilities and Subsea environments.


As a Principal Contractor (PC) for Network Rail and an Independent Connection Provider (ICP) with National Electricity Registration Scheme (NERS) accreditation, we have world-class multifunctional in-house design and build capability. This enables us to provide a comprehensive service, from design, installation, test, commissioning and integration through to training and resourcing, ensuring exceptional time and cost savings on all our projects.


We work in partnership with a broad range of national and international suppliers and therefore see this as our primary focus for managing and monitoring any potential contravention of the legislation.


These organisations are all subject to our strict control measures as we continually address our concerns regarding Modern Slavery in our supply chain. We will only trade with partners and suppliers who, through our process of due diligence at the bid and tender stage, can comfortably demonstrate their compliance and commitment to the Modern Slavery Act 2015.


We fully support and uphold all aspects of the Modern Slavery Act 2015 in accordance with our industry regulations.


We undertake all reasonable and practical steps to ensure that both our own standards and the legislative requirements to uphold the Modern Slavery Act 2015 are met throughout our business and our supply network.


We will assess any instances of non-compliance on a case-by-case basis and will then tailor remedial action appropriately.


This policy will be reviewed annually.

Safety, Quality, Innovation Culture Statement



The safety of all of our staff is our first priority; it must underpin everything we do. Safety is not just about following rules and completing paperwork; it’s about discussing and continuing to learn from our mistakes. Mistakes and safety issues can only be discussed if you admit and talk about them. We expect you all to have to moral courage and humility to do so.


Above all, safety is about understanding how safety can become compromised and reacting in a fair, measured and strategic way.

Every leader, manager and supervisor is responsible for creating a culture of fairness, openness and honesty in which people feel comfortable in admitting and discussing mistakes and safety issues. If you don’t know how to do this, ask.




Linbrooke aspires to have the best reputation in the industry with regard to quality of work we undertake. We expect everyone to take pride in everything they do and enjoy being part of a company that is trusted to deliver every time.


When work does not meet our own standards, we will all seek to listen, understand and learn rather than look immediately for individual blame.

Every leader, manager and supervisor is responsible for creating an environment where people take pride in their work. In practice, this means noticing and praising when people give their best and understanding the many reasons as to why people don’t. If you don’t know how to do this, ask.




Linbrooke dares to improve the way things are done. Our competitive edge relies on constant innovation. Innovation starts with allowing everyone to contribute ideas from the bottom up. People only contribute if they feel they will be listened to, receive fair recognition for ideas that are implemented and a decent explanation when their suggestions are not taken forward. Contributing, improving and receiving recognition for our ideas however small, gives us all a sense of ownership, involvement and pride.


Every leader, manager and supervisor is responsible for asking their people how things can be improved and listening to them intently. An innovative culture is about giving people the confidence to contribute, to challenge how we do things regardless of role, time served and experience. If you don’t know how to do this, ask.


Collaborative Working Policy Statement

Sustained success in Linbrooke Services is only achievable by the effective management of the organisation and by consistently attaining first class standards of safety and sustainability with outstanding customer service. Customer, staff, designers, specialist contractors, suppliers and other interested parties are encouraged to work with Linbrooke Services to achieve the objective. In particular, the active support and participation of our staff is essential to our success.


Linbrooke Services collaborative working strategy with our clients and supply chain is designed to introduce greater levels of innovation and deliver value for money.  Knowledge and experience are essential, but it is through collaborative working that cost-efficient and value adding solutions will be found. Working together with our clients and suppliers, from the early stages, will enable us to overcome uncertainties and risks in pursuit of such value


ISO44001 provides us with the strategic framework to develop the policies and processes, the culture and behaviours required to establish successful collaborative relationships, drive continual improvement and harness the strength of the diversity within groups of organisations. We are totally committed to developing collaborative business relationship and believe that they add value and lead to increased trust and confidence between all involved


Linbrooke Services are committed to the continuing progress of the collaborative business relationship management process and we want Linbrooke employees to be committed, to the principles of collaboration.


Gender Pay Gap Report

Linbrooke Services is required by law to publish an annual gender pay gap report.

This is its report for the snapshot date of 5 April 2018.

  • The mean gender pay gap for Linbrooke Services Ltd. is 30.66%.
  • The median gender pay gap for Linbrooke Services Ltd. is 38.24%.
  • The mean gender bonus gap for Linbrooke Services Ltd. is 42.40%
  • The median gender bonus gap for Linbrooke Services Limited is -25%
  • The proportion of women receiving a bonus was 7.5% and the proportion of men who received a bonus was 10.65%.

Pay Quartiles By Gender


A 95.3 4.7 Includes all employees whose standard hourly rate places them above the upper quartile
B 87.5 12.5 Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
C 90.6 9.6 Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
D 62.5 37.5 Includes all employees whose standard hourly rate places them at or below the lower quartile


The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. <

What are the underlying causes of Linbrooke Services Ltd’s gender pay gap?

Under the law, men and women must receive equal pay for:

  • – the same or broadly similar work;
  • – work rated as equivalent under a job evaluation scheme; or
  • – work of equal value.

Linbrooke Services Ltd. is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

It has a clear policy of paying employees equally for the same or equivalent work, regardless of their gender (or any other characteristic set out above).

As such, it:

  • – carries out pay and benefits audits at regular intervals;
  • – provides regular equal pay training for all managers and other staff members who are involved in pay reviews; and
  • – evaluates job roles and pay grades as necessary to ensure a fair structure.

Linbrooke Services Ltd. is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.


Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), while women are more likely than men to be in front-line roles at the lower end of the organisation. In addition, men are more likely to be in technical roles, which attract higher rates of pay than other roles at similar levels of seniority. Women are also more likely than men to have had breaks from work that have affected their career progression, for example, to bring up children. They are also more likely to work part-time, and unfortunately, many of the jobs that are available across the UK on a part-time basis are relatively low paid.


This pattern from the UK economy as a whole is reflected in the make-up of Linbrooke Services Ltd’s workforce, where the majority of line manager and senior manager roles are held by men. This can be seen above in the table depicting pay quartiles by gender. This shows Linbrooke Services Ltd.’s workforce divided into four equal-sized groups based on hourly pay rates, with Band A including the highest-paid 25% of employees (the upper quartile) and Band D covering the lowest-paid 25% (the lower quartile). In order for there to be no gender pay gap, there would need to be an equal ratio of men to women in each Band.


However, within Linbrooke Services Ltd., 37.5% of the employees in Band D are women and 62.5% men. This is an improvement on 2017’s percentages in the lowest quartile which saw 40% of the employees in Band D being women and 60% men.


The figure of -25% for our median gender bonus pay gap is slightly misleading in that there were only three women paid a bonus last year- and their bonus payments were comparatively small to those of their male counterparts. However, the median calculation only accounts for a mid-range figure in both genders which did not accurately portray some larger payments made to male employees in 2017-2018.


The percentage of male employees increases throughout the remaining Bands (with a discrepancy at Bands B and C). Our figures are also affected by the gender demographics at Linbrooke Services, in that 85% of our workforce is male and 15% is female.

What is Linbrooke Services Ltd. doing to address its gender pay gap?

While Linbrooke Services Ltd.’s gender pay gap compares favourably with that of organisations both across the whole UK economy and within the retail and wholesale sector, this is not a subject about which Linbrooke Services Ltd. is complacent, and it is committed to doing everything that it can to reduce the gap. However, Linbrooke Services Ltd. also recognises that its scope to act is limited in some areas – it has, for example, no direct control over the subjects that individuals choose to study or the career choices that they make.


We have undertaken a broad scale evaluation of our terms and conditions following a consultation exercise and, after looking to the wider market for comparators, we have released the Alignment of Terms project which sees set bandings for staff occupying roles. This project has been restricted to field staff initially, however it provides us with an excellent blueprint to roll this homogenization out to the wider workforce. In particular, we acknowledge that this project must be rolled out to support and administration staff as we recognise that a higher percentage of females will occupy these roles.


To date, the steps that Linbrooke Services Ltd. has taken to promote gender diversity in all areas of its workforce include the following:

  • Revising the worked hours policy: Following publication of “Linbrooke Services Ltd. – working together to create equal opportunities”, in May 2017, Linbrooke Services Ltd.’s flexible working policy was substantially revised to make it clear that employees in all areas and levels of the organisation will be considered for flexible working regardless of their role and level of seniority, and that flexible working need not be limited to part-time working. We hope this will attract and retain female talent to the business.


  • Supporting parents: Linbrooke Services Ltd. has developed new guidelines for managers on supporting employees prior to, during and on return from maternity and other parental leave, to be backed up by training for all line managers and senior managers.


None of these initiatives will, of itself, remove the gender pay gap – and it may be several years before some have any impact at all. In the meantime, Linbrooke Services Ltd. is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap and the progress that it is making.

Right now, Linbrooke Services Ltd. has plans to extend its evidence-gathering to include qualitative data. It will do this through a consultation exercise across all areas and levels of the organisation to identify the barriers (and the drivers) for women employees.

In the coming year, Linbrooke Services Ltd. is also committed to:

  • – Reviewing its policy on bonus payments; and
  • – Investigating affordable childcare options.

Any further initiatives launched throughout the year will be reported by means of the company newsletter, Genbuzz.

Worksafe Policy Statement

Linbrooke Services expects that employees stop work and apply this policy where they consider the working environment or working practices to be unsafe. The work-safe policy provides this opportunity.


    • – All employees must play their part in implementing this policy if safety standards are to constantly improve. They must do so to meet their legal duty to inform their employer of shortcomings in any protection arrangements. The refusal to work process is as follows:


    •  – If an employee (individual) believes that a task or condition will endanger either themselves or others, work should cease and the situation be immediately reported to the person in charge on site (Linbrooke Services’representative as appropriate).


    • – The situation will then be reviewed by the person in charge on site and consideration will be given to the safety impact on the individual and others. Wherever possible, immediate and appropriate action must be taken to resolve the situation.


    • – As a result of the review, the system of work will either be confirmed as safe or amended. If the individual is satisfied with this outcome, they will resume work.


    • – If the individual remains dissatisfied, the person in charge will contact Linbrooke Services’Project Manager (or Duty Manager) providing all the relevant details/background to the situation.


    • – If the situation cannot be resolved, a review of the risk assessment and a benchmark review will be undertaken by the Head of HSEQ, the respective Director and competent persons against all legislative requirements, railway group standards and industry best practice to determine the safety impact of the task or condition.


    • – If the benchmark review fails to produce a satisfactory outcome, the disputed system of work will cease and Linbrooke Services’Head of HSEQ or respective Director will inform the standard owner as soon as practically possible.


The Head of HSEQ will liaise with the customer to consider the disputed working arrangements, making any necessary changes and advise the Director accordingly.

Changes to working arrangements will be documented and implemented by the Director. This may include amendments to internal work instructions, processes, risk, aspect and COSHH assessments. Additional levels of training and competence may be required by individuals or further briefings as appropriate.

Full details of the eventual agreed outcome will be forwarded to the complainant and the customer where appropriate. Suitable records will be maintained.

Should the complainant still be dissatisfied with the system of work, Linbrooke Services will provide independent arbitration from an external source. Linbrooke Services will undertake to follow the arbitrator’s advice.

Should the arbitrator uphold Linbrooke Services’safe system of work and the complainant still refuse to work, Linbrooke Services will implement the disciplinary procedure.

Disciplinary action will not be taken against any individual who initiates the work safe process based on concern for workplace safety.

The arrangements in place to implement this policy form part of the company’s day to day operational procedures and as such are reviewed on a continuous basis.  Where opportunities for improvement in safety standards or safety problems are identified they will be tackled promptly, with sufficient resources, to ensure that they are adequately dealt with, implemented and briefed into all employees.

This policy statement will be formally reviewed on an annual basis.


Health & Safety Policy Statement

Linbrooke Services are committed to achieving the highest standards in the field of health & safety.  This aim is not pursued simply to achieve compliance with current legislation, but because it is in our best interests.


Linbrooke Services seek continuous improvement in health & safety performance through attention to the design and maintenance of systems, monitoring places of work and the setting of objectives.


In order to carry out this policy, responsibilities for health & safety have been clearly defined and accepted at all levels.  Linbrooke Services commits to ensuring legal compliance and ensuring all employees play their part in implementing this policy in accordance with current legislation, relevant client standards and industry practices.


When implementing this policy Linbrooke Services will:

    • – So far as is reasonably practicable, control the health & safety risks arising from company activities in relation to employees, contractors, clients, the public and other third parties.


    • – Consult with employees on matters affecting their health & safety.


    • – Provide and maintain safe equipment, safe working practices and adopt industry best practice.


    • – Provide sufficient resources in the form of finance, personnel and time to ensure the health & safety of employees.


    • – Measure and review safety performance, including behavioural safety culture using recognised business maturity assessment methods.


    • – Ensure the safe handling and use of substances hazardous to health.


    • – Ensure that all employees are competent to do their tasks and provide them with adequate information, instruction, supervision and training.


    • – Seek expert help where the necessary skills are not available within the Company.


    • – Aim to prevent injury and causes of work-related ill health.


    • – Make the policy available to employees and other interested parties.


This policy will be reviewed annually.


Environmental Policy Statement

Linbrooke Services recognises the context of its responsibility towards the environment and issues this policy as a statement of commitment to protect and minimise the environmental impact of its business activities. In order to ensure effective management of activities with the potential to affect the environment, Linbrooke Services commits to the protection of the environment by:


  • – Continuously seek opportunities to improve environmental performance against the ISO 14001 standard over the next 5 years.


  • – Being aware of how activities, products and services impact upon the environment, as well as complying with relevant environmental legislation and regulations and other requirements to which the organisation subscribes.


  • – Ensuring compliance and support with, identified, applicable client environmental policies and contract specific requirements.


  • – Ensuring suitable and sufficient resources are available.


  • – Minimising environmental impact, for the life cycle of a plant, equipment and other physical assets under our control.


  • – Ensuring all sites are covered by this policy which is implemented, maintained and communicated to all employees with the overall objective for ensuring compliance against statutory regulations.


  • – Communicating this policy to employees, public and other interested parties or stakeholders with the aim to continually improve our environmental performance and drive improvement year on year.


  • – Ensuring our suppliers share our commitment to environmental management for the goods and services they provide.


  • – Ensure that all employees are competent to do their tasks and provide them with adequate information, instruction, supervision and training.


This policy will be reviewed annually.


Quality Policy Statement

Linbrooke Services commits to a high standard of product and service, recognising it as the keystone to our success, reputation and total satisfaction of our customers.

We will aim to:


  • – Identify objectives across the business, aimed at continuous improvement of the integrated management system and enhancing customer satisfaction.


  • – Work with suppliers and customers to establish and maintain the highest quality standards and legal requirements.


  • – Be open to new ideas and adaptive to change.


  • – Be resourceful and innovative in meeting our customers’ needs and expectations.


  • – Analyse data, customer satisfaction and conformity to service requirements in order to identify opportunities for preventive action, continuous improvement and to measure the effectiveness of the integrated management system.


Linbrooke Services will establish measurable, quality centred, objectives which will be periodically reviewed to track progress and ensure that they remain relevant to the business. We will ensure that this policy is communicated to and understood by all members of staff.


Linbrooke Services are committed to operating in accordance with the requirements of BS EN ISO 9001:2015.

This policy will be reviewed annually as part of the management review process to ensure its continued relevance and adequacy.


Ensure that all employees are competent to do their tasks and provide them with adequate information, instruction, supervision and training.


This policy will be reviewed annually.