Corporate Social Responsibility


Pasante Healthcare are committed to ensuring that any business undertakings are conducted as ethically as possible by following the below policy. 

Who we are and what we do 

Pasante Healthcare ltd are part of the Karex group of companies and an established supplier of Heathcare products to the NHS and retailers both domestic and overseas.   

Our current base of operations is Lancing on the Sussex Coast of the United Kingdom, where we have warehousing, production/packing, distribution and office facilities.  We currently have 34 full time equivalent (FTE) employees and a further 3 who are working with us on a temp to perm basis. 

We aim to conduct all of our business activities based on the principles of integrity, fairness and sustainable growth, underpinned by a belief that our staff are our most important asset.  

Our vision is to: “Provide Healthcare Products which inspire people to make better, healthier choices, making a positive difference to their lives” 

We are committed to activities which promote both the wellbeing of all employees and the communities in which we operate.  

Activities range from simple initiatives such as providing subsidies to staff gym/fitness club memberships and access to the Ride To Work Scheme to, at a corporate level, supporting charities and community projects and also individual staff member’s charitable activities.  

We promote equal opportunities; ensuring safe and efficient working practices and ensure we work with suppliers who uphold similar values.  

Forced Labour, Human Trafficking and Child Labour

We do not use any form of forced labour, including prison labour, indentured labour, bonded labour, modern forms of slavery and any forms of human trafficking. Pasante prohibits all forms of exploitation of children.

Child labour, as defined by the International Labour Organisation (ILO) Convention is “work by children under the age of 12; work by children under the age of 15 that prevents school attendance; and work by children under the age of 18 that is hazardous to the physical or mental health of the child”.  Refer to Modern Slavery Policy for more details.

Addressing Human Rights Impacts

We recognise that we must take steps to identify and address any actual or potential adverse impacts with which we may be involved directly or indirectly through our own activities or our business relationships. We manage these risks integrating the responses to our due diligence into our policies and internal systems, acting on the findings, tracking our actions and communicating with our stakeholders about how we address impacts.

We understand that human rights diligence is an ongoing process that requires specific attention at certain stages in our business activities, such as when we form new partnerships or our operating conditions change, as these changes may create new potential or actual impact on human rights.  We understand that there may be high risks of human rights abuse in countries we source from and place additional due diligence to assess these risks and address them effectively.

We acknowledge the importance of communicating with our employees and external stakeholders who are or could be affected by our actions and place high importance on creating open and honest communications and implement effective remedy wherever human rights impacts occur through company-based grievance mechanisms.

We intend to build the awareness and knowledge of human rights, including labour rights throughout our employee base, encouraging them to speak up without retribution, about any concerns they may have through our grievance procedure, Human Resources Department or via mechanisms such as our Whistleblower Policy.  The company supports committees such as RESTART where ideas and grievances can be expressed freely among employees.

Fair Working Conditions

Pasante upholds its core values in human capital by complying with all laws and regulations regarding pay practices and the classification of employment according to job level and status.  The company shall comply to the national laws on working hours and holiday entitlement.

Pasante comply with the national laws and regulations with regard to wages and benefits.  All work-related activities are carried out on the basis of a recognised employment relationship established to national law and practice.  All staff are renumerated in a way that is at least in accordance with the minimum wage and in our commitment to the Real Living Wage.

Pay & Benefits 

Pasante staff are monthly paid on or around the 28th of each month.  In the event the 28th falls on a weekend or Bank Holiday, staff are always paid prior to the 28th. 

Payroll is outsourced to a payroll company using data provided by HR.  In addition to normal salary payments, overtime at the appropriate rate for weekday or weekends is included up to the cut-off date for submission.  Any overtime worked after the submission date within the month is paid retrospectively the following month. 

Pasante provide a number of benefits associated with the employment and continually look at other benefits that we could provide.  Further details on current benefits can be found in our CSR control document.

Employees participate in a range of lifestyle & wellbeing benefits including:

  • Cycle to Work Scheme
  • Medical Plan including access to various initiatives and EAP
  • Free weekly fruit deliveries
  • Subsidised Gym membership
  • Via our in-house HR, access to a diverse range of support literature

Our Commitment to People 

We recognise that our people are our greatest asset and key to continued growth and success and as such, we are committed to providing careers and working environments in which our people can achieve their fullest potential.  

Attracting and Developing Talent  

We recognise the need to remain competitive in attracting and motivating high calibre talent as well as creating a work environment where all employees can succeed based on merit. We embrace an integrated rewards strategy that focuses on providing the right remuneration, benefits, career development and progression opportunities to help our employees to achieve their personal and professional aspirations.   

Our talent development activities are focused on building leadership capabilities and fostering an environment that supports sustainable performance whilst promoting continuous professional and personal development at all levels.  

Learning and Development, Appraisals 

Pasante commits to the development of its employees and has an established learning and development procedure (P-WI-HR-10) and review/appraisal system for all employees (P-FHR51 & P-FHR52) 

On joining the Company, new employees have an agreed training plan, including probation period objectives and assessment (P-FHR-64) with appropriate reviews set at 1,3 and 6 months.  

Performance and objectives are reviewed with a decision to confirm permanent employment or extend probation if required (for example if external factors have affected the employee’s ability to meet the original plan). 

Safe, Healthy Working Conditions in the Workplace 

We need to ensure all employees work in a safe and healthy environment as well as reasonable conditions and that they are treated with dignity and respect. We work to take effective steps to preventive potential accidents and injuries to employees by minimizing as far as is reasonably practicable and with the cooperation of all employees, the causes of hazards inherent in the workplace.  All employees will receive safety and job specific health and safety instructions during the course of their employment.  Employees shall have access to clean sanitary facilities and drinking water.

Equal Opportunities

PHL is committed to a policy of equal opportunities and diversity in employment and recognises that this is essential to ensuring the success and growth of the organisation. To this end, we make every effort to select, recruit, train and promote the best candidates based on suitability for the job; to treat all employees and applicants fairly, regardless of race, sex, marital status, age, nationality, ethnic origin, religious belief, sexual orientation or disability; and to ensure that no employees suffers harassment or intimidation.

Disabled Employees

It is our policy to provide employment and to make reasonable adjustment to accommodate disabled persons wherever business requirements will allow and if applications are received from suitable individuals. Should an existing employee become disabled, every reasonable effort will be made to ensure that their employment can continue on a worthwhile basis and that career opportunities are available to them.

In summary, we strive to:

  • Provide clear and fair terms of employment for our employees
  • Provide clean, healthy and safe working conditions
  • Have a fair remuneration policy
  • Ensure equal opportunities for all present and future employees
  • Encourage employees to develop skills and progress in their careers
  • Carry out proactive appraisals and performance reviews
  • Ensure that staff are aware of the Company’s policies on insider trading, bribery and inappropriate gifts, money laundering and whistle blowing
  • Encourage a harmonious working environment with zero tolerance to bullying or to any form of harassment relating to an individual’s sex or other personal characteristics

Our Commitment to Sustainability & Protecting the Environment

Our vision is to accelerate growth in our business whilst remaining mindful to safeguard our long-term future and conduct ourselves in a sustainable way. We continually strive to improve our environmental performance by assessing our current situation and undertaking cost-effective improvements. For further information on group and local initiatives.

Our Commitment to Customers and Communities

Through our contracts with governments, NGOs and tender organisations, we have improved access to affordable and reliable condoms as well as helped to encourage the use of condoms around the world. Our passion extends beyond achieving our business objectives, we aim to build meaningful relationships with our customers and communities, positively impacting those in need through fundraising, volunteering, donations and by building awareness. A number of initiatives take place worldwide under the corporate umbrella of the Karex Group, whilst local initiatives to Pasante Healthcare Ltd. remain part of a key focus for the business. including supporting local charities through social events and fundraising activities.

Our Commitment to Industry Participation

Pasante Healthcare Ltd are committed to Industry Participation including:

  • Undergo regular Regulatory and Technical audits to ensure the ongoing compliance of our products with all relevant international standards.
  • Undertake regular supplier and sub-contractor audits.
  • Undergo regular customer social audits.
  • Maintain a Code of Conduct For Ethical Trading.

Our Commitment to Our Supply Chain

In building a sustainable business we recognise that it is imperative that we grow with our suppliers. At an umbrella corporate level, Karex have worked with local suppliers in Malaysia and Thailand to improve standards of quality, delivery timing and cost competitiveness

throughout our supply chains. In doing so, not only have we created jobs and developed expertise for related industries in Malaysia and Thailand, we have also expanded their exposure to the standards set by the international business community.

At a local level we continue to seek to be honest and fair in our relationships with suppliers and subcontractors including:

  • Pay suppliers and subcontractors in accordance with agreed terms.
  • Have a policy not to offer, pay or accept bribes or substantial favours.
  • Encourages suppliers and subcontractors to abide by the same standards and principles.
  • Commit to the improvement of labour standards within the supply chain by undertaking social audits on its suppliers, carried out by customer approved 3rd party auditors.

Measurement / Metrics

A number of metrics are in place to measure our adherence and performance to this policy and ultimately effectiveness, including but not limited to the following:

  • Adherence to labour standards, by regular audits
  • Compliance with our Quality Management System
  • Measurement of Diversity
  • Employee retention, development
  • Health and Safety in the workplace
  • Customer satisfaction and retention
  • Supplier Performance and compliance