Sales & Acquisitions
Our Legal Disclaimer

This disclaimer governs visitor’s use of our website; by using our website, one accepts this disclaimer in full. If one disagrees with any part of this disclaimer, then must not use our website.

Intellectual property rights

Air Platinum owns the intellectual property rights in the website and material on the website. Subject to the licence below, all these intellectual property rights are reserved.

Licence to use website

Visitor may view, download for caching purposes only, and print pages or other content from the website for own personal use, subject to the restrictions below.

Visitor must not:

(a) republish material from this website (including republication on another website);

(b) sell, rent or otherwise sub-license material from the website;

(c) show any material from the website in public;

(d) reproduce, duplicate, copy or otherwise exploit material on our website for a commercial purpose;

(e) edit or otherwise modify any material on the website or

(f) redistribute material from this website except for content specifically and expressly made available for redistribution (such as our newsletter).

Law and jurisdiction

This disclaimer will be governed by and construed in accordance with English law, and any disputes relating to this disclaimer will be subject to the non-exclusive jurisdiction of the courts of England and Wales.

Limitation and exclusion of warranties and liability

Whilst we endeavour to ensure that the information on this website is correct, we do not warrant its completeness or accuracy; nor do we commit to ensuring that the website remains available or that the material on the website is kept up to date.

To the maximum extent permitted by applicable law, we exclude all representations, warranties and conditions relating to this website and the use of this website (including, without limitation, any warranties implied by law in respect of satisfactory quality, fitness for purpose and/or the use of reasonable care and skill).

Nothing in this disclaimer will: (a) limit or exclude our or visitor’s liability for death or personal injury resulting from negligence; (b) limit or exclude our or visitor’s liability for fraud or fraudulent misrepresentation; (c) limit any of our or visitor’s liabilities in any way that is not permitted under applicable law; or (d) exclude any of our or visitor’s liabilities that may not be excluded under applicable law.

The limitations and exclusions of liability set out in this Section and elsewhere in this disclaimer: (a) are subject to the preceding paragraph; and (b) govern all liabilities arising under the disclaimer or in relation to the subject matter of this disclaimer, including liabilities arising in contract, in tort (including negligence) and for breach of statutory duty.

To the extent that the website and the information and services on the website are provided free of charge, we will not be liable for any loss or damage of any nature.

We will not be liable to visitor in respect of any losses arising out of any event or events beyond our reasonable control.

We will not be liable to visitor in respect of any business losses, including (without limitation) loss of or damage to profits, income, revenue, use, production, anticipated savings, business, contracts, commercial opportunities or goodwill.

We will not be liable to visitor  in respect of any loss or corruption of any data, database or software.

We will not be liable to visitor  in respect of any special, indirect or consequential loss or damage.


We may revise this disclaimer from time to time. The revised disclaimer will apply to the use of our website from the date of the publication of the revised disclaimer on our website.

Entire agreement

Subject to the third paragraph of Section “Limitation and exclusion of warranties and liability”, this disclaimer, together with our privacy policy,] constitutes the entire agreement between visitor and us in relation to visitor’s use of our website and supersedes all previous agreements in respect of visitor’s use of our website.

Registrations and Authorisations

We are registered with Companies House. Visitor can find the online version of the register at

Our professional title is [title] and it has been granted in the United Kingdom. We are subject to the rules and regulations, which can be found at

We operate under the following standards of business conduct:



1.1 AIRPLATINUM expects its staff (including temporary, agency, interim, contractor or consultant staff) to be scrupulously impartial and honest in all affairs relating to the Company and their job within it. All staff also bear a responsibility as employees to act as ambassadors for the Company in terms of their general conduct both within and outside the organisation. This policy outlines the responsibilities of staff working for the Company.

1.2 The duties of an employee are embodied in Common Law and built on by Statute e.g. the Equality Act 2010, The Health and Safety at work Act, The Prevention of Corruption Acts 1906 and 1916 etc.

1.3 Under Common Law the duties of an employee are as follows:

·       to be ready and willing to work;

·       to offer their services personally: for example must not subcontract the work for which they are employed;

·       to take reasonable care in the exercise of that service, including the duty to be competent at work and to take care of the Company’s property;

·       to not wilfully disrupt the Company’s business;

·       to obey reasonable orders as to the time, place, nature and method of service;

·       to work only for the Company in the Company’s time;

·       to disclose information to the Company relevant to the Company’s business: for example that they might know or discover;

·       to respect the Company’s trade secrets;

·       in general, to be of good faith and do nothing to destroy the trust and confidence necessary for employment;

·       to account for all benefits – monetary or in kind -  received in the course of employment;

·       to not give or receive bribes or otherwise act corruptly

·       to indemnify the employer for loss caused by the employee.

1.4 United Kingdom Statute places further responsibilities on individual employees in regards to their own behaviour and their behaviour towards other employees.


Bribery and Other Corrupt Behaviour

2.0 The Company has a strict anti-bribery and corruption policy in line with the Bribery Act (2010). A bribe is defined as: giving someone a financial or other advantage to encourage that person to perform their functions or activities improperly or to reward that person for having already done so.  

If an employee bribes (or attempts to bribe) another person, intending either to obtain or retain business for the company, or to obtain or retain an advantage in the conduct of the company's business this will be considered gross misconduct. Similarly accepting or allowing another person to accept a bribe will be considered gross misconduct. In these circumstances the employee will be subject to formal investigation under the Company’s disciplinary procedures, and disciplinary action up to and including dismissal may be applied.

Gifts and Hospitality

2.1 In addition to the duties placed on employees by Civil and Statute Law. The Company requires its employees to ensure that gifts and hospitality offered by suppliers and potential suppliers of goods and services to the Company are declined. This applies, whether the gifts or hospitality are offered within, or outside normal working hours. The only exceptions to this are trivial gifts with a nominal value of less than £10 such as a calendar, diary, chocolates or mugs can be accepted. All other gifts must be politely refused or, if received through the post, returned to the donor with a suitably worded letter signed by the Department Manager.

Transaction of Private Business

2.2 Employees having official dealings with contractors and other suppliers of goods or services must avoid transacting any kind of private business with them by any means other than the Company’s normal commercial channels. No favour or preferences as regards price, or otherwise, which is not generally available, should be sought or accepted.

Visits to Conferences, Demonstrations etc

2.3 The Company intends that when it is necessary for employees to visit conferences, demonstrations and similar occasions, it should bear the travelling and subsistence expenses itself. Exceptions to this general rule will only be permitted with the approval of the Managing Director.

Attendance at Luncheons, Receptions etc

2.4 Where it is evident that the work of the Company will be facilitated, invitations to attend receptions, luncheons may be accepted under the following rules:

·       no employee may accept an invitation without first obtaining the approval of the Department Manager;

·       in exceptional circumstances, where it is not possible to seek prior approval, the facts should be reported immediately afterwards;

·       if addressed personally, such an invitation may not be transferred to another employee, except with the consent and approval of a senior manager as above and with the concurrence of the party issuing the invitation;

·       invitations involving attendance outside normal working hours may be accepted only on the authority of the Departmental Manager;

·       as a general rule, any officer who has any doubts about the wisdom of accepting any hospitality should decline the offer.

The important difference between, for example, attendance in an official capacity at a function organised by the Company or one of its subsidiaries and the acceptance of hospitality from a private individual or firm should be recognised.

2.5 Nothing more than a small, low value item such as a calendar, diary, blotter, chocolates or flowers can be accepted. All other gifts must be politely refused or, if received through the post, returned to the donor with a suitably worded letter signed by the Department Manager.


2.6 At all times confidentiality must be maintained. No information can be released to unauthorised persons or organisations. The Managing Director or other Senior Managers of the Company will inform employees of those authorised to receive information.

2.7 If doubt exists as to the validity of an organisation or individuals to receive information, this must be checked with a Senior Manager.

Personal Relationships

2.8 If a personal relationship between two employees develops within the working environment, the onus is on the senior employee concerned to bring this to the attention of his or her manager to confirm that there is no conflict of interest, nor will a conflict of interest arise. The Company reserves the right to move one of the employees concerned if it deems it necessary to do so.

Outside Interests and Employment

2.9 Outside interests include directorships, ownership, part ownership or material shareholdings in companies, business or consultancies likely to seek to do business with AirPlatinum. These should be declared to the individual’s line manager as should the interests of a spouse / partner or close relative.

Political and civic activities

2.10 It is not the intention of AirPlatinum, or this policy, to dissuade employees from participating actively in public duties. It is important, however, that by doing so there is no suggestion to a third party that the employee is acting on behalf of, or with the support of AirPlatinum .To avoid any misunderstanding, no Company employee should permit his or her company affiliation to be noted in any outside organisation's materials or activities without the express written approval of a member of senior management.

General Conduct

2.11 Employees should at all times conduct themselves in such a way as to enhance the reputation of the Company.

AirPlatinum will support employees who become aware of and are willing to report breaches of this policy or who genuinely believe that a breach is occurring, has occurred or is likely to occur within the business. Employees should raise the issue internally with their manager or supervisor or in accordance with the Company’s Policy on Disclosing Information.

These standards of conduct are intended to underpin and clarify standards required by the Company of its employees and form a fundamental part of the employment contract. Staff who fails to comply with the guidance detailed in this Policy could be subject, following full investigation, to disciplinary action up to and including dismissal. If through their actions or omissions staff are found to be in contravention of either this Policy or, indeed, their legal responsibilities then the Company reserves the right to take legal action if it deems it to be necessary to do so.

Our Details

The full name of our company is AIRPLATINUM LIMITED

We are registered in England and Wales

Our registered address is:

c/o Prospects Lombard House

2 Purley Way




Company No. 07659377

Visitor can contact us by email to

(+44) 020 3874 9569