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Carden Park Hotel Ltd
Privacy Notice and Cookies Policy
g. Name, Address and contact information for anyone entering our premises in line with government ‘Track and Trace’ regulations.
i.‘Track and Trace’ information will be passed to UK Government if requested as per regulations.
For our website to function properly we use cookies. To obtain your valid consent for the use and storage of cookies in the browser you use to access our website and to properly document this we use a consent management platform: CookieFirst. This technology is provided by Digital Data Solutions BV, Plantage Middenlaan 42a, 1018 DH, Amsterdam, The Netherlands. Website: https://cookiefirst.com referred to as CookieFirst.
When you access our website, a connection is established with CookieFirst’s server to give us the possibility to obtain valid consent from you to the use of certain cookies. CookieFirst then stores a cookie in your browser in order to be able to activate only those cookies to which you have consented and to properly document this. The data processed is stored until the predefined storage period expires or you request to delete the data. Certain mandatory legal storage periods may apply notwithstanding the aforementioned.
CookieFirst is used to obtain the legally required consent for the use of cookies. The legal basis for this is article 6(1)(c) of the General Data Protection Regulation (GDPR).
We have concluded a data processing agreement with CookieFirst. This is a contract required by data protection law, which ensures that data of our website visitors is only processed in accordance with our instructions and in compliance with the GDPR.
Our website and CookieFirst automatically collect and store information in so-called server log files, which your browser automatically transmits to us. The following data is collected:
Carden Park Hotel is publishing this statement in compliance with Section 54 of the Modern Slavery Act 2015.
Modern Slavery is a term used to encapsulate two offences in the Modern Slavery Act 2015:
We have a responsibility to ensure that workers are not being exploited, that they are safe and that relevant employment, health and safety, human rights laws and international standards are adhered to, including freedom of movement and communications. We are committed to improving our practices to combat slavery and human trafficking.
The Company is a subsidiary undertaking of Bridgemere UK plc. We actively carry out business in the UK. The company employees approximately 240 permanent employees. We provide full hotel services that include Bedrooms, Spa, Golf and Food and Beverage.
The expected turnover for this year is £24million.
The Company acknowledges its responsibility to ensure compliance with the Modern Slavery Act 2015 and will ensure transparency within the organisation and with suppliers of good and services to the organisation. The Company recognises that slavery and human trafficking remains a hidden blight on our global society. The Company’s aim to identify our responsibility by alterting staff to the risks in our business and in our wider supply chain.
We are committed to ensuring that there is no modern slavery or human trafficking in our supply chains or in any part of our business. We are committed to acting ethically and with integrity in all our business relationships and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking is not taking place in our supply chains. The company has a dedicated procurement department who makes sure that our suppliers comply with the Act. The vast majority of suppliers are UK based.
A review of the risk of potential slavery and human trafficking has been undertaken and the business will ensure a high level of understanding of the risks of modern slavery and human trafficking within our operations and the supply chain, by providing training to the relevant members of staff as well as briefing all Directors on the subject.
As part of our initiative to identify and mitigate risk we carry out the following:
Our Financial year runs from April to March, with the end of this Financial Year being 31st March 2026. This statement was reviewed end of March 2024 and will be reviewed annually Next review scheduled March 2026.
This statement has been approved by the Board of Directors of the Company.
Signed by:
Hamish Ferguson Director
Date: 1st April 2024
I confirm the data reported is accurate
Paul Roe – Financial Controller
https://gender-pay-gap.service.gov.uk/EmployerReport/ucnnOQa9/2023
1.1 Carden Park GC (‘The Club’) shares the belief of England Golf and Cheshire Union that golf belongs to everyone. All who play and all who aspire to play must have an equal opportunity to do so.
1.2 The Club is committed to the principles of equality and diversity throughout its membership, its paid and volunteer workforce and any others with whom the Club engages.
1.3 The Club considers that everyone should play their part in making golf inclusive and aims to ensure that all people, irrespective of background or Protected Characteristics, have a genuine opportunity to engage with golf. We will not disadvantage any individual by imposing conditions or requirements which cannot be justified.
2.1 This Policy shall apply to, and be binding upon the Club, its committee, staff, volunteers, coaches, contractors, squad players, agents, and representatives working, holding office or acting for or on behalf of the Club.
This policy works with other documents adopted by the Club, in particular:
If you are concerned about the behaviour or conduct of someone at a Club event, someone representing the Club, or any other breach of this policy:
5.1 please report the matter to David Llewellyn or Emma Young 01829 731635 giving as much detail as possible.
5.2 If the matter is reported verbally, and you are able, please follow the verbal report in writing as soon as possible.
5.3 The Club will consider the appropriate way to deal with the matter, which may include referring the matter to and/or seeking guidance from England Golf.
6.1 When we receive a report or a concern that relates to this policy we will ask the management committee to consider the matter initially. They will consider the appropriate next steps, which may include the following:
6.2 The Club will usually inform the person reporting the matter of the next steps and/or the outcome of the matter. However, there may be circumstances in which we are not able to disclose full details to the reporting individual. This may be because the law prevents us from doing so, because some information is confidential or to protect the safety or wellbeing of those involved.
Every individual and organisation to whom this Policy applies must not act in a way which is directly or indirectly discriminatory on the basis of a Protected Characteristic.
The Equality Act 2010 makes it unlawful to discriminate directly or indirectly against individuals or groups with certain “Protected Characteristics”. The “Protected Characteristics” are listed in section 4 of the Act:
Direct Discrimination is defined at section 13(1) of the Equality Act 2010: “A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favourably than A treats or would treat others.”
For example, if an action or decision is taken by a club which treats females less favourably than males, this would be considered direct discrimination on the grounds of sex, which is a protected characteristic.
Indirect Discrimination is defined at section 19(1) of the Equality Act 2010: “A person (A) discriminates against another (B) if A applies to B a provision, criterion or practice which is discriminatory in relation to a relevant protected characteristic of B’s.”
Indirect discrimination occurs where less favourable treatment is not the main effect or objective of an action or decision.
The nature of indirect discrimination is that the discriminatory effect can be an unexpected or unforeseen effect of a good faith decision. Complaints of indirect discrimination should be considered carefully and objectively, and not dismissed out of hand purely because the effect was not an expected or intentional one.
If, for example, a club has a rule or practice that certain competitions are only played on Saturdays, this would prevent members with certain religious beliefs from taking part in the competition. Although it may not have been the intention of the golf club, the effect is the less favourable treatment of members on the grounds of religion or belief, which is a protected characteristic. This is indirect discrimination.
An action or decision can still be considered discriminatory even if the less favourable treatment is unintentional. It may not always be obvious to the perpetrator that their actions are discriminatory. Indirect discrimination is often unintentional, but it is not a defence to an allegation of discrimination to say that the perpetrator did not mean to discriminate against a person or group.
Discrimination can arise out of actions and decisions but can also arise out of omissions and failure to take actions or decisions.
Everybody to whom this Policy applies is under a duty to make reasonable adjustments to avoid discriminating against any individual or group with the Protected Characteristic of Disability.
The duty is to make reasonable adjustments. It is not unreasonable for adjustments to cost time, money, or other resources. However, an adjustment may not be reasonable if the cost is disproportionately high or making the adjustment would be unfeasible. The resources required to make an adjustment are an important factor to be considered in deciding whether an adjustment is reasonable.
It can be lawful to make decisions that discriminate on the basis of a Protected Characteristic in very limited and exceptional circumstances, if the discrimination is a ‘Positive Action’ taken in order to address an underrepresented group or Protected Characteristic. Positive Actions must be reasonable, justifiable, and clearly linked to a legitimate aim. Where a club decides to take Positive Action in respect of an underrepresented group, it should carefully record its decision making and the evidence it has considered, and review the practice regularly to ensure that the Positive Action does not continue for longer than reasonably necessary.
In a golfing context, some examples of discrimination might include:
Harassment is defined in section 26(1) of the Equality Act 2010. Harassment occurs where a person engages in unwanted conduct related to a Protected Characteristic (outlined in the Equality Act 2010), which has the purpose of either:
In determining whether conduct amounts to harassment, regard is had to:
Sexual harassment occurs where a person engages in unwanted conduct of a sexual nature, and the conduct has the purpose or effects outlined above.
A single, isolated, or one-off incident can still amount to harassment. The key consideration is the purpose or effect of the conduct.
Harassment can still occur even if it not based on a Protected Characteristic. The Protection from Harassment Act 1997 made it a civil, and sometimes a criminal, offence to carry out a course of conduct that amounts to harassment.
In a golfing context, some examples of unlawful harassment might include:
Victimisation is defined in section 27(1) of the Equality Act 2010.
Victimisation occurs where a person suffers a detriment because they do a protected act or are believed to have done a protected act.
A protected act includes making a complaint (whether in writing or not, formally or informally) or bringing legal proceedings under the Equality Act 2010 in relation to discrimination, harassment, bullying, or any other issue related to equality, diversity or Protected Characteristics.
A detriment can be any less favourable treatment, including direct acts such as suspensions, fines, sanctions, and verbal and physical aggression.
It is not necessary to show that somebody is being treated less favourably than somebody else who did not do a protected act, only that they have been subject to a detriment because of a protected act.
In a golfing context, some examples of unlawful victimisation include:
You can find further information from the following sources:
@cardenpark
Have yourself a merry little break away🎄 Swipe to discover our Christmas experiences to get you in the festive mood 👉🎅 Christmas shopping break // Cheshire Oaks Designer Outlet // Festive afternoon tea // Festive twilight spa at Carden Park // Christmas lights // Christmas decorations // Winter break away // Family Christmas getaway
𝐒𝐄𝐍𝐃 this to someone who owes you a romantic and indulgent break away ❤️🔥🍴🛏️🍷 Wine and dine // Carden Park Hotel // Romantic break away // Date ideas // Night away // Food // Where to eat in Chester // Cheshire restaurants
FOUND: the best spa in the UK. Don`t believe us? Why not visit and judge for yourself 😏🩵 The Spa at Carden Park // Hot tub // Sauna // Steam room // Cheshire spa // Spa hotel in Chester // Spa garden // Indoor pool // Heated outdoor pool
Where happily ever afters are made 💞Join us on 𝗦𝘂𝗻𝗱𝗮𝘆 𝟵𝘁𝗵 𝗡𝗼𝘃𝗲𝗺𝗯𝗲𝗿 𝗳𝗼𝗿 𝗼𝘂𝗿 𝗔𝘀𝗶𝗮𝗻 𝗪𝗲𝗱𝗱𝗶𝗻𝗴 𝗢𝗽𝗲𝗻 𝗗𝗮𝘆. From 12pm to 5pm, you`ll have the chance to view our venues dressed for a wedding to help inspire you for your big day. Our wedding team will be on hand throughout the day to help you plan your dream celebration. Register at the link in our bio💍 Wedding open day // Hotel wedding // Multicultural weddings // Wedding inspiration // Bride and Groom // Wedding planning // Wedding decorations
Don`t let the colder weather keep you away from the course this winter 🏌️We have 2 exciting incentives to get you back on our Championship Cheshire course⛳️ Winter Golf and Buggy - enjoy 18 holes with your golf partner with our 2 ball and buggy offer⛳️ Warm Warmer - warm yourself up before or after a round with a bacon roll in The ClubhouseLearn more at the link in our bio🍂 𝘞𝘪𝘯𝘵𝘦𝘳 𝘎𝘰𝘭𝘧 𝘢𝘯𝘥 𝘉𝘶𝘨𝘨𝘺 𝘢𝘯𝘥 𝘞𝘪𝘯𝘵𝘦𝘳 𝘞𝘢𝘳𝘮𝘦𝘳 𝘱𝘢𝘤𝘬𝘢𝘨𝘦𝘴 𝘢𝘳𝘦 𝘢𝘷𝘢𝘪𝘭𝘢𝘣𝘭𝘦 𝘧𝘳𝘰𝘮 𝘵𝘩𝘦 1𝘴𝘵 𝘕𝘰𝘷𝘦𝘮𝘣𝘦𝘳 2025 𝘶𝘯𝘵𝘪𝘭 𝘵𝘩𝘦 31𝘴𝘵 𝘔𝘢𝘳𝘤𝘩 2026🏌️@the_lady_golfer Golf course // Golf hotel // Golf course near Chester // Golf in the North West
Tag your besties, it`s time to plan your girls spa day 💃✨ Women`s only spa day // Hijab friendly spa // Halal friendly spa hotel // The Spa at Carden Park Hotel // Girls day out // Cheshire day out // Spa near Chester
𝐂𝐡𝐢𝐥𝐝𝐫𝐞𝐧 𝐬𝐭𝐚𝐲 𝐟𝐨𝐫 𝐅𝐑𝐄𝐄 🎊 This October half term, the whole family can enjoy the VIP experience where children stay at no extra cost. From exciting activities here at Carden Park to adventures at our local attractions, there`s something for everyone to enjoy 🍂🤸 Family holidays // Autumn break // October half term // Outdoor activities // Cheshire // Chester // Things to do // Where to stay
If you`re wondering whether you really need to book another spa day, the answer is always 🙂↕️🙂↕️🙂↕️Due to popular demand, we have extended our Autumn Glow Spa Day to include the afternoon as well as the morning experience:🫧 A morning or afternoon in the spa garden and thermal suite🫧 50 minute Cleansing Back and Leg Ritual Treatment🫧 Healthy brunch or lunch overlooking the spa garden🫧 Choice of an autumnal basket cocktail or a pumpkin spiced latteWhen a day just isn`t enough, extend your stay with the Autumn Glow Spa Retreat. Not only will you enjoy a perfectly relaxing day in the spa, you can indulge with an evening meal in either Redmond`s Brasserie or The Vines plus luxury accommodation and breakfast the following morning.🍁 Autumn spa days // October half term // Self-care spa day // Cosy season // Girls day // Romantic date ideas // The Spa at Carden Park Hotel // Cheshire spas // Spa hotel // Spas near Chester
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