Commitment to customer service underpins every stage of each project. Each member of the project team is encouraged to take a proactive role and personal responsibility to provide the highest possible standards whilst ensuring contracts are completed on time, to specification, within budget and to the satisfaction of clients.

Togher Group Ltd has a very successful trading record and continues to expand and upgrade its services in response to the changing needs of its clients. In facing up to the challenges, the company is ever conscious of the need to maintain its lead with adoption of the latest design techniques, materials, plant and equipment, construction systems and management skills.

Health & Safety

Togher group will follow guidelines and procedures to ensure that statutory duties are met always and facilitate continual improvement in terms of occupational safety and health.

To meet our responsibilities and comply with relevant legislation and other requirements Togher group will ensure the following:

Management is committed to:

  • Providing a work environment that is safe.
  • Performance to prevent injury and ill-health and the continual improvement in Occupational Health and Safety management.

Employees are encouraged to engage in all health and safety matters in the promotion and development of a safety culture and to set health and safety targets for the company.

Risk assessments are undertaken to identify hazards and appropriate controls put in place to reduce risk to the health and safety of workers, visitors and persons who may be affected by the company’s activities.

Health and safety standards and the operation of safe systems of work are regularly audited to ensure that standards are being achieved, maintained and are relevant and appropriate to the company.

Non-conformities are investigated and positive remedial action implemented. All incidents occurring at work are investigated, recorded and all reasonable action taken to prevent its recurrence and a suitable and safe place of work and welfare facilities are provided and maintained to a reasonable standard.

The Directors and Managers give their full support to this policy in ensuring that Environmental, Safety and Health is an integral part of its operational and management functions.

This policy will be regularly updated to take account of legal and best practice amendments.


The Company will keep itself informed of all legislation, regulations and Codes of Practice on environmental matters that are relevant to its operations; make best endeavours to ensure that its personnel are aware of and adequately instructed in the requirements of this legislation and take all other reasonable actions to ensure compliance.

Whilst construction is in progress, the Company will take all reasonable precautions, that are consistent with its clients’ instructions, against environmental damage, disruption or nuisance on or adjoining its sites. It will always endeavour to keep its sites clean and tidy, and any adjoining areas that may be affected by traffic to and from those sites, and to avoid pollution of the air, ground or water by noise, fumes, dust or the disposal of construction materials.

The Company will, wherever viable and consistent with its clients’ instructions, use materials and products from sustainable sources and that are re-useable or re-cycable.

The Company will make every effort to conserve the use of materials and of energy and, where viable and consistent with its clients’ instructions, collect waste materials for re-cycling.

The Company will appoint a Director/Senior Manager to supervise the implementation and further development of its environmental policy.

The Company will prepare instructions for the implementation of its environmental policy on individual sites, and will for each site nominate a competent person to supervise compliance with these instructions.

Any environmental problems encountered in carrying out the works according to the client’s instructions will be brought to the attention of the client, and of any competent authority, with a view to finding a satisfactory solution.

Equal Opportunities

 Statement of Intent

It is the aim of Togher Group to be an equal opportunity employer. The Group commits itself to promote and develop equal opportunities and will keep under review its policies, procedures and practices to ensure that they accord with the principles of equal opportunities and are constantly applied.

The Responsibility of Employers

It is the responsibility of senior management to provide equal opportunities for all job applicants and current employees.
Senior Management must therefore adopt, implement and monitor our equal opportunities policy to ensure that there is no discrimination and that equal opportunity is genuinely available to all.
Copies of this policy are available to all staff, both within the office and on each site.

Equal Opportunities Policy

The following list of responsibilities for recruitment, training and promotion will be
adopted throughout the group:

  • No job applicant or employee will receive less favourable treatment than another on the grounds of race, colour, creed, religion, ethnic origin, nationality, sex, marital status, disability, sexuality or social status.
  • No applicant or employee will be placed at a disadvantage by requirements or conditions which have a disproportionately adverse effect on his or her racial group and which cannot be shown to be justifiable on other than racial grounds.
  • Where appropriate and where permissible under the Race Relations Act, employees of underrepresented racial groups will be given training and encouragement to achieve equal opportunities within the organisation.

To ensure that our equal opportunities policy is effective the following principles will be actioned by directors

  • Overall responsibility for the policy will be given to a member of senior management.
  • Discussion and, where appropriate, agreement with trade union or employee representatives of the policy’s contents will be implemented.
  • The policy will be known by all employees and if possible by all job applicants.
  • Training and guidance for supervisory staff and other relevant decision makers (such as personnel, line manager, agent and foremen) will be given to ensure that they understand their position in law and under company policy.
  • Examine and regularly review existing procedures and criteria and change them where they find that they are or potentially unlawfully discriminatory.
  • Make an initial analysis of the workforces and regularly monitor the application of the policy with the aid of analyses of the ethnic origins of the workforce and of job applicants in accordance with the guidance in this document.
  • When advertising or sending our literature to potential applicants include a statement that the Togher Group of Companies are “Equal Opportunities Employers”.

Monitoring Equal Opportunities

Directors and senior management should regularly monitor the effects of selection decisions and personnel practices and procedures to assess whether our equal opportunities policy is being achieved.

The following is a guide line for monitoring:

  • Keep records showing the ethnic origins of existing employees and job applicants.
  • Keep all records protected from misuse.
  • Keep records on the reasons for selection or rejection of each job applicant.
  • Analyse the information gathered on a regular basis.
  • Ensure that there is no discrimination at the point of selection for work whether it be at the office or on site.
  • Ensure that job advertisements, use of employment agencies, recruitment and training schemes are designed to reach members of ethnic groups within the area of the location of a sire or temporary office as appropriate.

The Responsibilities of Individual Employees

  • No employee will discriminate against a fellow employee on any grounds whatsoever.
  • No employee will attempt to induce another employee to practice discrimination.
  • No employee will victimise another employee who has made allegations of discrimination.
  • No employee who is a trade union member will discriminate against another member or non-member on racial, sexual or any other grounds.
  • Each employee should cooperate with management to ensure equal opportunities and non-discrimination and notify management of any actions of harassment or intimidation or another employee on racial grounds.


It is unlawful to discriminate in dismissal, or other detriment to an employee.

Performance Appraisal

It is unlawful to discriminate in appraisals of employee performance.

Terms of Employment

It is unlawful to discriminate in affording terms of employment and providing benefits, facilities and service for employees.

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