Property Saviour is committed to equality, diversity and inclusion. No unlawful discrimination. Period.
We want our workforce to represent all sections of society. Every employee should feel respected. Able to give their best.
When we provide services, same rules apply. No discrimination against customers or the public.
Here’s what this policy does:
Provides equality, fairness and respect for everyone we employ. Temporary, part-time, full-time. Doesn’t matter.
We don’t discriminate based on the Equality Act 2010 protected characteristics:
We oppose all forms of unlawful discrimination in:
There is no easier way to sell a house today.
We encourage equality, diversity and inclusion because it’s right. Also makes business sense.
We create a workplace free of bullying, harassment, victimisation and unlawful discrimination. Dignity and respect for everyone. Individual differences valued.
This means training. Managers and employees learn their rights and responsibilities. Everyone conducts themselves to provide equal opportunities and prevent discrimination.
All staff need to understand something crucial: you can be held personally liable for bullying, harassment, victimisation and unlawful discrimination. Not just the company. You. Against fellow employees, customers, suppliers, the public. Anyone.
We take complaints seriously. Bullying. Harassment. Victimisation. Unlawful discrimination. From employees, customers, suppliers, visitors, public. Anyone we work with.
These acts? Misconduct. Dealt with through our grievance and disciplinary procedures. Appropriate action taken. Serious complaints could be gross misconduct. Dismissal without notice.
Sexual harassment can be both employment matter and criminal matter. Sexual assault allegations are serious. Harassment under the Protection from Harassment Act 1997 is a criminal offence. Not limited to protected characteristics.
Training, development and progress opportunities? Available to all staff. We help and encourage everyone to develop full potential. Talents and resources fully utilised.
Decisions about staff are based on merit. Apart from necessary and limited exemptions the Equality Act allows.
We review employment practices and procedures regularly. Ensure fairness. Update them and this policy when laws change.
We monitor workforce makeup. Age, sex, ethnic background, sexual orientation, religion, belief, disability. This encourages equality, diversity and inclusion.
Monitoring includes assessing how this policy works in practice. Annual reviews. Address any issues.
Senior management fully supports this policy. Trade unions and employee representatives have agreed to it.
| Method of sale | Value achieved | Fees | Timeframe | Is sale guaranteed? |
|---|---|---|---|---|
| Estate agents | 90–95% | 1–5% | 3–6 months | No – one in three sales collapse |
| Auctioneers | 70–80% | 2% plus | 2–3 months | No – half of properties don’t sell |
| Property Saviour | 70–80% | £0 | 10–28 days | Yes – 99% success rate |
Details of our grievance and disciplinary policies are on our employee portal.
This includes who you raise a grievance with. Usually your line manager.
Using our grievance or disciplinary procedures doesn’t affect your right to make an employment tribunal claim. You’ve got three months from alleged discrimination.
Whether you’re facing a tricky sale, navigating probate, or simply looking to sell fast without hassle, you’re in the right place. Our blog is packed with practical advice, expert insights, and real-life tips to help homeowners, landlords, and executors across England, Scotland and Wales make informed decisions — whatever the condition of their property.
