Our Responsibility

If you have any questions, please contact: apenhetsloven@britannia.no. See also the Transparency Act on Lovdata and the Consumer Authority’s(Forbrukertilsynet) guidance.

As of July 1, 2022, everyone has the right to request information from companies covered by the Transparency Act about how they manage potential impacts on fundamental human rights and decent working conditions.

How Britannia Hotel Works to Uphold Human Rights and Decent Working Conditions

Objectives
Britannia Hotel aims to promote respect for human rights and decent working conditions. The company is party to a collective bargaining agreement facilitated through the collaboration between NHO and LO/Fellesforbundet. The staff handbook is the guiding document for all employees at Britannia Hotel. You can view an overview of its contents, including how we are organized.

Assessment
Britannia Hotel monitors all internal employees and takes into account the potential risks of rights violations or unintended situations linked to employees’ diverse national backgrounds.

Suppliers and partners must provide assurance that their operations meet the standards required by law. These are categorized based on the level of risk for potential human rights violations or poor working conditions.

Actions
Internally at Britannia Hotel: We conduct regular employee surveys through a digital tool (Winningtemp), where all staff are invited to answer 8–12 questions every two weeks about their working environment. In addition, each employee has at least one annual performance review with their manager. Regular department meetings are also held, and company-wide town hall meetings are conducted two to four times per year as needed.

Britannia Hotel is a member of the procurement organization Nores, which ensures its members’ compliance with the Transparency Act by placing requirements on affiliated suppliers. Most of our suppliers have agreements with us through Nores. You can read more about how Nores ensures compliance here: Nores.no

In addition to this, Britannia Hotel also conducts its own assessments of selected suppliers based on risk analyses, regardless of whether they are contracted through Nores or not.

Follow-up and Analysis
All non-conformities are assessed in accordance with established procedures (see section 8 of our Staff Handbook). Repeated deviations of the same kind may lead to changes in internal practices.
Supplier-related issues are addressed through dialogue, with the goal of resolving them. If not resolved, changing suppliers may be the final consequence. So far, we have not identified any instances of significant negative impact.

Communication
Those affected by any incident or harm (employees, unions, external parties) are kept informed about planned and ongoing corrective actions. This statement is made public once a year, both internally and on our website. Significant changes will be published separately.

Remediation
If any negative impact is identified, compensation, redress, or other remedial measures will be pursued.

If you suspect or experience any objectionable conditions at Britannia Hotel, you can report it through our whistleblowing channel. This allows employees and suppliers to report concerns anonymously, giving us the opportunity to address the issue, make improvements, and contribute to the hotel’s positive development.
You may choose to report anonymously or provide your name. The whistleblowing channel is managed by our external partner, Ernst & Young AS.