People & Workplace
Our commitment
Whan Amador Prestige Group commits to a safe, fair and respectful workplace for everyone who works for us, in Spain and in France: permanent, temporary, part-time and seasonal staff, trainees and the directors. We set objectives and dated targets for health and safety, working conditions, careers and training, and equality, and we review them every year.
Version 1.0. Approved by the Administrator. In force from 28 October 2026. Subcontractors and their workers are covered by our Supplier & Subcontractor Standards.
Health, safety and wellbeing
We assess the risks of every role in writing and keep a prevention plan, covering driving, lifting, working alone in empty houses, work near pools and on boats, events and late hours, and vineyard work with machinery and treatments. Practical safety training and protective equipment are provided from the first day, free of charge. Anyone can stop work they believe is unsafe, without penalty. Nobody drives or operates machinery after drinking alcohol, including after a tasting, or while tired. We protect mental as well as physical health: workloads are planned realistically, late and weekend work is limited, and every accident and near miss is recorded and its cause put right.
Working conditions
Everyone has written terms and is declared to social security before starting. Pay is at least the legal minimum and the applicable collective agreement rate, paid on time, with overtime paid in full, and seasonal staff are paid the same as permanent staff doing equivalent work. Working time is recorded daily and kept within legal limits. We respect the right to digital disconnection: nobody is expected to answer calls or messages outside working hours unless an on-call arrangement has been agreed in advance and paid. Requests for flexible or adapted hours are considered seriously and answered in writing.
Careers and training
Every vacancy has a written job description and objective selection criteria. New starters receive a structured induction covering their role, our standards of discretion and service, safety and their rights. Everyone has a performance and development conversation at least once a year, with agreed goals and a training plan. We train in the skills our services depend on, including client care, languages, property know-how, wine knowledge and responsible service, filming and safety, and we fill new roles from within where we can.
Equality, respect and no harassment
We treat people equally in recruitment, pay, training, promotion and dismissal, and do not discriminate on grounds of sex, gender identity, sexual orientation, racial or ethnic origin, nationality, religion or belief, age, disability, family situation or any other protected ground. Sexual harassment, sex-based harassment, bullying and physical, psychological or verbal abuse are not tolerated, by or towards anyone, including clients, guests and suppliers. Complaints are investigated impartially and quickly, and people who raise them are protected. See also Respect, Equality & Safety.
Our targets
Measured from a 2026 baseline.
| By | Target |
|---|---|
| 2027 | Every role covered by a written risk assessment and prevention plan |
| 2027 | 100% of new starters given safety induction and protective equipment before their first task |
| 2027 | 100% of people offered a yearly wellbeing and workload conversation |
| Every year to 2030 | Zero lost-time work accidents |
| Every year to 2030 | 100% of employees paid at or above the legal minimum and collective agreement rate |
| 2027 | 100% of employees with written terms and social security registration before their first day |
| 2027 | 100% of working time recorded daily, and a written digital disconnection policy covering everyone |
| 2027 | 100% of flexible-working requests answered in writing within 15 days |
| 2027 | 100% of vacancies with a written job description and objective selection criteria |
| 2027 | 100% of new starters complete a structured induction within their first month |
| 2027 | 100% of employees have a yearly performance and development review |
| 2028 | At least 20 hours of paid training per employee per year |
| 2027 | A written harassment protocol in force, reviewed every year, with everyone informed of it |
| 2027 | 100% of people trained in equality and harassment prevention within their first month |
| 2027 | A pay register kept and reviewed every year |
| Every year to 2030 | 100% of harassment and discrimination reports acknowledged within 7 days and resolved within 3 months |
Speaking up
Anyone can raise a concern in confidence, and anonymously if they wish, through our Report a Concern channel. Nobody who reports in good faith suffers retaliation.
Review
We review these commitments and our progress every year, and whenever our size or structure changes. The detail is set out in our Safety & Emergency Preparedness page, Harassment Prevention Protocol and Digital Disconnection policy.