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Policy for Ex Offenders
Legal & Policies
Company Details
The following Terms and Conditions apply to all services provided by CROWNUL LTD (trading as Crownul):
Registered Address: Jhumat House, Regus Office 135, 160 London Road, Barking, Essex, IG11 8BB, United Kingdom
Company Registration Number: 16341589
Operator Licence Number: Application in progress (will be published once granted)
All services are subject to the following policies: Terms and Conditions, Privacy Policy, Cookie Policy, Delivery Policy, Cancellation Policy, and Safety Policy, as outlined on this page.
By booking with Crownul — via our website, app, phone, live chat, or email — you agree to these Terms and Conditions. Please read them carefully before using our services.
Note Regarding Website Domains and Policy Coverage
These legal policies — including our Terms and Conditions, Privacy Policy, Cookie Policy, Delivery Policy, Cancellation Policy, and Safety Policy — apply to all services provided by Crownul Ltd through the following domains:
www.crownul.com (primary website)
crownul.co.uk
crownul.london
All domains may redirect to our main website (www.crownul.com). Any user accessing our services through any of these domains is subject to the same terms, conditions, and protections outlined in these policies.
Contact Information
For inquiries or assistance, you may contact us:
📞 +44 (0)20 8080 3730
💬 Or via live chat on our website (bottom right corner).
Policy for Ex Offenders
1. Purpose
This policy outlines CROWNUL LTD (t/a Crownul)’s approach to employing ex-offenders in roles subject to Transport for London (TfL) licensing requirements. It ensures compliance with all applicable regulations, including those for obtaining a private hire operator licence, while promoting fair and equitable employment practices.
2. Scope
This policy applies to all employees, contractors, and applicants for roles in CROWNUL LTD (t/a Crownul), including drivers and administrative staff. It specifically addresses roles requiring a Disclosure and Barring Service (DBS) check as mandated by TfL.
3. Policy Statement
CROWNUL LTD (t/a Crownul) is committed to:
Maintaining the highest standards of passenger safety, trust, and professionalism.
Supporting the rehabilitation of ex-offenders where their criminal history does not pose a risk to public safety or conflict with TfL regulations.
Treating all applicants fairly and ensuring decisions are based on the role’s requirements and relevant TfL guidance.
4. Legal and Regulatory Compliance
This policy adheres to:
The Rehabilitation of Offenders Act 1974, which sets out when convictions are considered “spent.”
TfL Private Hire Operator Licence Requirements, including the need for enhanced DBS checks and suitability criteria.
Transport for London’s Licensing Guidance, particularly regarding the employment of individuals with criminal records.
Equality Act 2010, to ensure non-discrimination in recruitment and employment.
5. Roles Requiring DBS Checks
Certain positions within CROWNUL LTD (t/a Crownul) require enhanced DBS checks due to the nature of their duties. These include:
Chauffeur drivers and private hire vehicle drivers.
Dispatchers and customer service staff handling sensitive customer information.
6. Assessing Suitability of Ex-Offenders
When assessing the suitability of applicants or employees with criminal records, CROWNUL LTD (t/a Crownul) will consider the following factors in line with TfL’s guidance:
Nature of the Offense: Whether the offense relates to dishonesty, violence, sexual misconduct, or driving-related infractions.
Recency of the Offense: Recent convictions may indicate ongoing risk, while older offenses
with evidence of rehabilitation will be considered less relevant.
Role Relevance: The relationship between the offense and the responsibilities of the role (e.g., driving offenses are particularly relevant for chauffeur roles).
Rehabilitation Evidence: Efforts by the individual to rehabilitate, such as a clean record since the conviction, positive references, or engagement with rehabilitation programs.
Risk Assessment: An individualized risk assessment will be conducted for any applicant with a criminal history to determine suitability in line with TfL’s public safety requirements.
7. Additional Requirements for 2024 Compliance
Self-Reporting: All employees must report any arrests, charges, cautions, or convictions to the company within 48 hours, as required by TfL.
Overseas Criminal Record Checks: Applicants or renewing employees who have lived outside the UK for more than three months in the past decade must provide a Certificate of Good Conduct.
Annual DBS Checks: Operators are required to undergo annual DBS checks and maintain a register of booking and dispatch staff, with records retained for at least 12 months.
8. Decision-Making Process
Decisions regarding the employment of ex-offenders will be made by senior management, in consultation with legal and compliance teams if necessary. Each case will be reviewed individually, considering all relevant factors and TfL’s suitability criteria.
9. Confidentiality
Criminal record information will be handled in strict confidence and in accordance with the General Data Protection Regulation (GDPR). Information will only be shared with those directly involved in the recruitment or compliance process.
10. Equal Opportunities and Fair Treatment
CROWNUL LTD (t/a Crownul) is committed to providing equal opportunities and ensuring ex-offenders are not unfairly discriminated against. Employment decisions will be based solely on suitability for the role and compliance with TfL regulations.
11. Appeals Process
Applicants or employees who believe they have been unfairly treated due to their criminal record may appeal the decision by submitting a written request to CROWNUL LTD (t/a Crownul)within 14 days. Appeals will be reviewed by senior management.
12. Support for Rehabilitation
Where appropriate, efforts will be made to support the integration of ex-offenders into the workforce by:
Providing additional training to help individuals adapt to their roles.
Offering mentoring or support programs to foster professional development.
13. Policy Monitoring and Review
This policy will be reviewed annually to ensure ongoing compliance with TfL regulations and relevant legislation. Updates will be made as required to reflect changes in the law or TfL guidance.
Approved by Mehmet Sezer, Director/Operations Manager
Date: 21.06.2025