Corporate Responsibility & Sustainability

Astral Hygiene Ltd is committed to reducing the environmental impact of supplying cleaning, hygiene and janitorial products. From our base in St Boswells in the Scottish Borders, we consider how purchasing, storage, packaging, energy use and deliveries affect the resources we use and the waste we produce.

Our approach is to make practical improvements while supplying products that meet our customers’ hygiene and performance requirements. We recognise that our activities have an environmental impact and that improvement is an ongoing responsibility.

Energy, Premises and Transport

We aim to avoid unnecessary energy use through measures such as switching off lights in unoccupied rooms, managing heating and maintaining our premises. Improvements to insulation were carried out in 2023 to help reduce heating demand.

We plan delivery routes with efficiency in mind and encourage customers to consolidate orders where practical. Combining suitable items into one order can reduce the need for separate deliveries, although the outcome depends on the products, destination and delivery arrangements. We avoid flights for supplier and customer visits as part of our approach to business travel.

Materials, Water and Waste

• Reuse suitable delivery boxes and packaging where they continue to protect goods properly.
• Separate recyclable materials and use appropriate waste and recycling services.
• Monitor water use and address avoidable waste.
• Consider recycled materials, reusable products and refill options where suitable alternatives are available.
• Take reasonable steps to prevent pollution and manage the storage and handling of cleaning chemicals responsibly.

Reducing waste must remain compatible with hygiene, product safety and the intended use of the item. Recycled content, recyclability and suitability for reuse are different characteristics and should be checked separately.

Responsible Product Choices

Environmental information forms part of our purchasing decisions alongside quality, effectiveness, availability and value. EU Ecolabel certification is an important consideration when sourcing relevant paper and cleaning products. Certification applies to the products covered by the manufacturer’s licence; it should not be assumed to cover an entire brand or every product we supply.

For disinfectants and other specialist chemicals, customers should choose products that meet the required hygiene standards and follow the manufacturer’s instructions. Correct dosing, appropriate equipment and avoiding unnecessary product use can help reduce waste without compromising the cleaning task.

Measurement and Continuous Improvement

We aim to improve how we measure energy use, emissions, water consumption and waste. Any published environmental figure should identify its reporting period and scope so customers can understand what it represents. Historical information is summarised separately in our 2024 sustainability report section.

We will comply with relevant environmental requirements, encourage staff to work responsibly and review opportunities to improve our operations and supply chain. For information about a product’s environmental credentials, please contact our team with the product name or code.

Policy owner: Yewan Armstrong, Managing Director.
Review cycle: Annual review through our Corporate and Environmental Responsibility Committee.
Last recorded committee review: January 2026.
Website wording updated: 20 October 2026.

Responsible sourcing is an important part of how Astral Hygiene selects cleaning and hygiene products. We consider the people involved in making the goods we sell, the materials used, product performance and the environmental information available from suppliers.

Our aim is to build reliable supplier relationships that support safe working conditions, fair treatment and continuous improvement. Price and availability matter, but they are considered alongside quality, ethical conduct and environmental responsibility.

How We Assess Suppliers

Our supplier assessment considers the suitability and quality of their products, reliability of supply, environmental policies, sources of raw materials, packaging and transport arrangements. We also consider the evidence available for certifications and environmental claims.

For relevant paper products, EU Ecolabel certification is an important sourcing consideration. For recycled plastic, paper or textile products, the stated recycled content should relate to the particular item or component. We do not treat one certified or recycled-content product as evidence that every product from the same supplier has identical credentials.

Our Supplier Code of Conduct

We expect suppliers and their representatives to respect the following principles and to promote them within their own supply chains:

• Employment is freely chosen, with no forced labour, slavery, human trafficking or child labour.
• Workers are treated fairly, with respect for freedom of association and collective bargaining.
• Working conditions are safe and hygienic, and working hours and pay meet applicable requirements.
• Discrimination, harassment and inhumane treatment are not tolerated.
• Business is conducted honestly, with no bribery, corruption or fraudulent practices.
• Environmental impacts, use of resources and waste are managed responsibly.
• Product quality and relevant safety information are maintained.

Our expectations are informed by internationally recognised labour principles, including those of the International Labour Organization.

Evidence, Review and Improvement

Supplier information and relationships are reviewed as part of our purchasing process. Where a concern is identified, we may seek further documents, clarification or a review of the supplier’s practices. The level of checking should reflect the nature of the products and the risks involved.

Where standards fall short, we expect the supplier to explain the issue and commit to appropriate corrective action. Progress is reassessed, and a relationship may be suspended where serious concerns remain unresolved or the supplier is unwilling to make meaningful improvements.

Helping Customers Buy Responsibly

Customers comparing cleaning supplies may need information about certification, recycled content, pack size, dispenser compatibility or safe use. Our team can help identify the available manufacturer information for a specific product so that purchasing decisions are based on relevant evidence.

Environmental suitability should be considered alongside the cleaning task. Certified machine-dishwashing detergents and other specialist products are available within recognised certification schemes; the credentials of the exact formulation should be checked rather than making assumptions about an entire product category.

Policy owner: Yewan Armstrong, Managing Director.
Review cycle: Annual review through our Corporate and Environmental Responsibility Committee.
Last recorded committee review: May 2026.
Website wording updated: 20 October 2026.

Astral Hygiene aims to reduce avoidable plastic waste through product selection, packaging reuse and suitable recycling arrangements. As a cleaning and hygiene supplier, we can help customers compare options and understand the practical differences between disposable products, reusable equipment and refill systems.

Plastic reduction must be balanced with hygiene, safe chemical storage and product protection. Our focus is on reducing unnecessary material and improving how suitable products and packaging are used and managed at the end of their working life.

Choosing Products and Packaging

We consider recycled-content options when sourcing items such as refuse sacks, bins, mop buckets and other cleaning equipment. Recycled content varies by product and component, so customers should refer to the information for the specific item rather than assuming that one percentage applies across a range.

We also consider durability, suitability for the cleaning task and opportunities to use refillable systems. A reusable bottle or dispenser needs compatible refills and must be used in accordance with the manufacturer’s instructions.

Our published plastic-reduction policy records the decision to stop selling polystyrene and plastic cutlery. We continue to consider alternatives when reviewing the products and packaging we source.

Reusing Delivery Packaging

We reuse suitable boxes and packaging for web orders where they remain in good condition and can protect the contents. This helps extend the useful life of materials already in circulation.

Recycled content does not automatically mean an item can be recycled through every local collection service. Acceptance depends on the material, its condition and the facilities available.

Container Returns and Recycling Enquiries

Our published recycling initiative offers free recycling support for plastic items supplied by Astral Hygiene, including local collection arrangements and returns from customers further afield. Please contact us before arranging a collection or posting containers so we can confirm the current service, eligible items and how they should be prepared.

Tell us what the container held, its size and material, the approximate quantity and your postcode. Local collection availability and acceptance by the recycling service need to be confirmed for the items concerned. Customers arranging postal returns should also confirm the transport arrangements and any postage costs.

Follow the product label and safety data sheet when handling used chemical containers. Do not send leaking containers or chemical residues without specific guidance and an agreed arrangement.

Refilling and Future Improvements

We have explored returning used five-litre chemical containers to suppliers for refilling and reuse. This remains a separate initiative from recycling: availability must be confirmed for the particular supplier, product and container.

Our aim is to work with suppliers and customers on practical improvements and to describe recycling or refill options accurately. We will avoid presenting an initiative under development as a service available for every product.

Policy owner: Yewan Armstrong, Managing Director.
Last recorded committee review: May 2026.
Website wording updated: 20 October 2026.

Astral Hygiene Ltd is committed to fair treatment, equal opportunity and a working environment in which people are respected. We oppose unlawful discrimination, harassment and victimisation in recruitment, employment and the provision of our goods and services.

Our aim is to make decisions on relevant skills, ability, experience and the requirements of the role, while recognising the needs of individual employees and applicants.

Who the Policy Covers

This policy applies to our approach to employees, job applicants, customers and others who work with or interact with our business. Employees should be treated fairly regardless of whether they work full time, part time or on a temporary basis.

We will not unlawfully discriminate because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. We also oppose discrimination and harassment based on a perceived characteristic or a person’s association with someone who has a protected characteristic.

Fair Employment and Development

• Use relevant and consistent criteria when recruiting, selecting, promoting or offering training.
• Give employees appropriate opportunities to develop their skills and contribute to the business.
• Review working practices and employment decisions to identify avoidable barriers.
• Consider reasonable adjustments for disabled applicants and employees.
• Maintain a workplace in which bullying, intimidation and harassment are not tolerated.

Reasonable adjustments may relate to recruitment arrangements, equipment, working practices or other aspects of a role. Individual requirements should be discussed so that appropriate support can be considered.

Responsibilities and Raising Concerns

The Managing Director is responsible for overseeing this policy. Managers must help staff understand the standards expected, address concerns fairly and keep appropriate records. Every member of staff is responsible for treating others respectfully and avoiding discriminatory behaviour.

Employees who experience or become aware of discrimination, harassment or victimisation should raise the concern with their manager or the Managing Director. Complaints will be considered through the relevant grievance or disciplinary procedures. Concerns involving customers, suppliers or other third parties will also be taken seriously.

We will handle concerns sensitively and will not tolerate victimisation of someone for raising a concern or supporting a complaint. Breaches of this policy may result in disciplinary action.

Monitoring and Review

We review our employment practices to assess whether this policy is working effectively and whether improvements are needed. Any equality-monitoring information must be relevant to its purpose, handled confidentially and managed in accordance with applicable data-protection requirements.

Our policy and associated arrangements are intended to operate in accordance with the Equality Act 2010 and other applicable requirements. Guidance from relevant statutory bodies will be considered when reviewing our practices.

Policy owner: Yewan Armstrong, Managing Director.
Review cycle: Annual review through our Corporate and Environmental Responsibility Committee.
Last recorded committee review: January 2026.
Website wording updated: 20 October 2026.

Astral Hygiene Ltd is committed to protecting the health, safety and wellbeing of employees and others who may be affected by our work. This includes customers, delivery personnel, contractors and visitors to our premises.

As a distributor of cleaning chemicals, hygiene supplies and equipment, we recognise the importance of safe storage, careful handling, suitable training and well-organised warehouse and delivery activities.

Responsibilities

The Managing Director has overall responsibility for health and safety within the business. Managers and those supervising work are responsible for putting the relevant arrangements into practice, explaining safe working procedures and addressing concerns.

Employees must take reasonable care of themselves and others, follow the training and instructions provided, use equipment appropriately and report hazards, accidents and near misses. Everyone has a part to play in maintaining a safe working environment.

Warehouse and Workplace Safety

We aim to identify and control risks associated with our activities through appropriate assessments, safe working procedures and regular review. Our priorities include:

• Safe storage and stacking of stock, with suitable access to goods.
• Good housekeeping to reduce slips, trips and risks from falling objects.
• Appropriate arrangements for lifting, carrying and moving products.
• Safe use and maintenance of work equipment.
• Clear information about chemical hazards and appropriate storage and handling.
• Suitable arrangements for emergencies, spills and other foreseeable incidents.

Staff should only undertake tasks for which they have the appropriate information, instruction and training. Additional supervision or support should be provided where the work requires it.

Vehicles and Deliveries

Our approach to delivery safety includes vehicle maintenance, driver training and consideration of the risks associated with loading, unloading and customer sites. Delivery concerns and incidents are reviewed so that practical improvements can be made.

Customers can help by telling us about access restrictions or unusual unloading requirements before delivery. Please see our Delivery Information page or contact our team to discuss a particular location.

Product Information and Safe Use

Cleaning chemicals and equipment must be used for their intended purpose and in accordance with the manufacturer’s instructions. Where available, safety data sheets and supporting documents are provided through the relevant product page.

Customers who need a document should contact us with the exact product name and code. Product information supports safe use but does not replace the customer’s own workplace risk assessment, training or operating procedures.

Reporting and Continuous Improvement

We are committed to investigating accidents, incidents and near misses, taking appropriate corrective action and making any reports required by applicable rules. We will provide relevant information and training, consider staff concerns and review our arrangements as activities or risks change.

Policy owner: Yewan Armstrong, Managing Director.
Review cycle: Annual review through our Corporate and Environmental Responsibility Committee.
Last recorded committee review: January 2026.
Website wording updated: 20 October 2026.

This section summarises the sustainability report published as our 2024 report. It is historical information, not a statement of measured performance for 2026. The report was last recorded as reviewed by our Corporate and Environmental Responsibility Committee in January 2025.

Our purpose in retaining this summary is to explain the work and priorities previously reported, while distinguishing completed actions, reported figures and initiatives that were still being explored.

What the Report Recorded

The report described measures intended to reduce avoidable resource use at our premises and within our distribution activities. These included switching off unused lighting, managing heating, monitoring water consumption, reusing delivery boxes, separating waste for recycling and planning deliveries efficiently.

It also described a move to a green energy tariff. An electricity tariff should be considered separately from the wider emissions associated with buildings, vehicles, purchased goods and distribution. The tariff change alone is not presented here as proof that the business or all of its premises are carbon neutral.

The Historical Carbon Figure

The published report recorded a carbon-footprint figure of 10.41 tonnes of CO₂e. The original website text did not specify the full measurement boundary, calculation method or reporting period for that figure.

It is therefore retained as a historical reported figure and should not be interpreted as a verified current total, a complete supply-chain footprint or evidence of performance against other businesses. Any comparison with a later assessment needs to use a consistent scope and method.

Supply Chain and Product Selection

The report described an emphasis on supplier environmental policies, EU Ecolabel-certified paper products, recycled materials and responsible labour practices. These remain relevant considerations when assessing products and suppliers.

Product certifications and recycled-content information must be checked against the individual product or range covered by the supplier’s evidence. They do not establish that every item, package or activity has the same environmental characteristics.

Initiatives Under Consideration

At the time of the report, areas being explored included returning suitable five-litre chemical containers to suppliers for refilling, improving measurements of water and waste, and assessing whether electric vehicles could meet delivery requirements.

These were development priorities. Their inclusion in the historical report should not be taken as confirmation that a particular refill service or vehicle change has since been implemented.

Our Ongoing Direction

Our environmental and sourcing policies explain the principles guiding continued improvement. Future progress reporting should distinguish goals from results and identify the period, scope and supporting evidence for any quantified claim.

If you need current environmental information for a tender, procurement review or specific product, please contact Astral Hygiene so we can identify the relevant information available.

Historical report: 2024.
Last recorded committee review: January 2026.
Historical summary and clarifications updated: 20 October 2026.

Astral Hygiene Ltd is committed to opposing modern slavery, human trafficking, forced labour and child labour. We expect people working within our business and supply chain to be treated with dignity and respect.

As a supplier of cleaning, hygiene and janitorial products, we recognise that responsible purchasing includes considering the conditions in which goods are produced. Our approach is guided by our ethical sourcing policy, supplier expectations and commitment to the principles of the Modern Slavery Act 2015.

Our Business and Supplier Expectations

Our responsible sourcing principles cover freely chosen employment, safe and hygienic working conditions, fair treatment, pay, working hours and the prevention of child labour. We expect suppliers to uphold these principles and to consider the practices of the businesses supplying them.

We do not knowingly enter into business with organisations involved in slavery, servitude, forced labour or human trafficking. Where concerns arise, we will seek appropriate information and consider the action needed in relation to the supplier relationship.

Recruitment and Employment

Our recruitment and employment processes are intended to confirm that people are legally entitled to work in the UK and to protect them from abuse or coercion. We support fair employment and living wages, and oppose discrimination, harassment and victimisation.

Employees should be able to raise concerns about wrongdoing without fear of retaliation. Concerns should be raised with a manager or the Managing Director and will be taken seriously.

Supplier Review and Corrective Action

Modern slavery risks form part of our wider approach to responsible sourcing. Relevant factors may include the nature of the goods, sources of raw materials, production arrangements and the information available from suppliers.

Where an issue is identified, we expect the supplier to cooperate with enquiries and address shortcomings. Depending on the seriousness of the concern and the response, this may involve a corrective action plan, further review or suspension of the relationship. Supplier assurances do not remove the need to consider concerns when new information becomes available.

Awareness and Continuing Commitments

We are committed to improving awareness among staff involved in purchasing and recruitment, considering modern slavery within policy reviews and reflecting our expectations in relevant procurement arrangements. Our aim is to make responsible sourcing part of everyday decisions rather than a one-off exercise.

Customers or suppliers wishing to discuss a concern can contact Astral Hygiene and ask for it to be brought to the Managing Director’s attention.

Responsibility and Reporting

The Managing Director oversees this policy and its relationship with our ethical sourcing and employment policies. This disclosure describes our policy and continuing commitments; it does not present unverified audit outcomes or claim that all supply-chain risk has been eliminated.

Policy owner: Yewan Armstrong, Managing Director.
Review cycle: Annual review through our Corporate and Environmental Responsibility Committee.
Last recorded committee review: January 2026.
Website wording updated: 20 October 2026.

Astral Hygiene Ltd recognises that its people are central to providing a reliable service to customers. Our recruitment and retention approach aims to attract suitable candidates, make fair appointment decisions and support employees in developing the skills needed for their work.

This policy should be read alongside our Equality and Diversity Policy. Recruitment decisions must be based on relevant requirements and evidence, with applicants treated professionally and respectfully throughout the process.

Planning a Vacancy

Before recruitment begins, the need for the role, its responsibilities and the available budget should be reviewed and authorised. A job description and person specification should explain the work involved and the essential and desirable skills or experience.

Requirements should relate to the job and avoid unnecessary barriers. New or changed roles should be reviewed consistently, with consideration of fair treatment and equal pay for work of equal value.

Advertising and Applications

Our approach is based on open competition and selecting the most suitable person for the role. Vacancies will normally be advertised internally as a minimum, with suitable external recruitment methods considered where needed.

Advertisements and application arrangements should give candidates a clear understanding of the role. Reasonable adjustments will be considered for disabled applicants at relevant stages of recruitment.

Anyone involved in recruitment who has a close personal or family relationship with an applicant must declare it and avoid taking part in the selection decision for that applicant.

Shortlisting and Interviews

Candidates should be assessed against the published selection criteria. Internal and external applicants should be considered objectively, without assumptions based on familiarity or personal background.

Our recruitment procedure provides for at least two people to carry out shortlisting. Interviews should normally involve at least two people, including the recruiting manager, with consistent core questions linked to the role.

Interview notes should record relevant evidence to support the decision. Candidates should be told the outcome courteously, and feedback requests should be handled by the recruiting manager or another appropriate member of the selection team.

Offers, Records and Induction

Appointment decisions should be properly authorised and the terms of an offer made clear. Relevant checks, including the right to work in the UK, form part of the appointment process. Our stated approach is to use indefinite employment contracts unless there is a necessary and objective reason for a fixed-term arrangement.

Recruitment records must be kept securely, accessed only for appropriate purposes and managed in accordance with applicable data-protection requirements. Records should support fair decisions without collecting unnecessary personal information.

Once an appointment is accepted, the manager is responsible for arranging a suitable induction. This should introduce the employee to their role, colleagues, relevant policies, safe working practices and the training needed to carry out their duties.

Supporting and Retaining Staff

We aim to retain staff through fair treatment, clear expectations, appropriate training and opportunities to develop. Employees should be able to discuss support needs and raise concerns with their manager.

We support living wages and a respectful working environment. Recruitment and employment practices will be reviewed so that improvements can be made as the needs of the business and its people change.

Policy owner: Yewan Armstrong, Managing Director.
Last recorded policy review: May 2026.
Website wording updated: 20 October 2026.