These terms and conditions (“terms”) govern participation in the Aspers World loyalty rewards programme (“Aspers World”) and the issue and use of the Aspers World cards. Within these terms, a “Member” means a person who has agreed to the Aspers World terms and to whom an Aspers World card has been issued.
Who we are
How to contact us
The materials that can be linked from linked sites are not maintained by us and we are not responsible for the contents thereof. Any reference to a linked site or any specific third party product or service by name does not imply or constitute its endorsement by us, and you assume all risk with respect to its use. If you follow a link to any of these websites, please note that these websites have their own terms and conditions and privacy policies and we do not accept any responsibility or liability for these policies. Please check these policies before you submit any information or personal data to these websites.
The copyright in the contents and materials of this website is owned by the Group. As content on the website is copyrighted, any unauthorised use of any materials on the website may violate our rights pertaining to such material. If a user downloads the materials on the web site for personal or non-commercial use, the user must retain all copyright and other proprietary notices contained in the original materials on any copies of the material. Materials on the web site may not be modified, reproduced or publicly displayed, performed or distributed or used for any public or commercial purposes.
50% off day-pass entry to both Port Lympne Hotel & Reserve and Howletts Wild Animal Park terms and conditions
For Giraffe and Elephant tier:
30% off accommodation at Port Lympne Hotel & Reserve and 20% off food and beverage at Port Lympne Hotel & Reserve terms and conditions
For Rhino and Lion tier:
This statement is made pursuant to section 54(1) of the Modern Slavery Act 2015 and constitutes our Group’s slavery and human trafficking statement for the financial year ending 30th June 2020.
Our structure, business and supply chains
Aspers UK Holdings Limited (“the Group” or Aspers”) is a leading UK casino operator, The Groups turnover in 2019/20 was in excess of £64m. During the same financial year, the Group had 1000 employees and approximately 1.4m customers visited our casinos..
The Group has four operating casinos:
The Group’s supply chain is comprised primarily of gaming suppliers and food and beverage, sourced principally from the UK and Europe. Further information about the Group can be found on our website at www.aspersgroup.co.uk
The Group is fully supportive of the Modern Slavery Act 2015 and is committed to the prevention of modern slavery and human trafficking in all its forms and will not tolerate or condone the abuse of human rights within any part of its business or supply chains.
Our policies in relation to modern slavery and human trafficking
The Group is committed to business integrity, high ethical and moral standards and professionalism in all its activities. ‘Doing the right thing’ forms a central part of Aspers values. In line with these values. The Group has a zero-tolerance approach to slavery and human trafficking, which extends to all business dealings and transactions in which it is involved, regardless of location or sector. The Group remains committed to strengthening its practices in this area, both within its own business and across its supply chains.
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain.
The Group expects high standards from all of its contractors, suppliers and other business partners, we expect our suppliers to have appropriate anti-slavery and human trafficking policies and processes and communicate to our key suppliers that we have zero tolerance in regard to these matters. The Group expects that its suppliers will hold their own suppliers accountable to the same high standards for example, as part of its ongoing effort to identify and mitigate risk Aspers has updated the standard procurement contract terms used by its UK businesses to seek to ensure suppliers and, in turn, their suppliers, will comply with all laws, regulations and codes relating to slavery and human trafficking.
The Group is committed to:
Due diligence, specific risks and supplier adherence to Aspers' values
In 2016 Aspers established a Modern slavery working group with representatives from its HR, Compliance and Finance departments. The working group undertakes and internal risk assessment exercise on an annual basis with each division and with the central procurement function to evaluate the Group’s risks and identify best practices, around the prevention of slavery and human trafficking with its supply chains or any part of its business.
Information and training about slavery and human trafficking
To ensure an understanding of the risks of modern slavery and human trafficking in our supply chains and our business, we provide training to relevant employees who are involved in procurement and supplier management processes. All members or our senior management team have been briefed on the subject.
The Group have a comprehensive suite of employee policies which are relevant to our attempts to ensure that there is no modern slavery in any part of our workforce. Our relevant policies include:
Board-level sign off of this statement
The Group recognises the importance of the provision of the Modern Slavery Act 2015 and the Directors aim to ensure that slavery and human trafficking have no part in the Group’s operations and supply chain. The Group has always been vigilant about employee welfare and aims to be transparent in its practices. The Board welcomes the opportunity to state its firm commitment to a zero-tolerance approach to modern slavery and human trafficking.
Richard Noble, CEO
19 April 2021
This policy explains the following:
We collect information about you whenever you utilise certain services, such as the Aspers Loyalty program. Information will also be collected as you interact with us, such as requesting to join our mailing lists, taking part in market research or customer satisfaction surveys or dealing with our customer services team.
To ensure that your details are up to date and to help determine any possible affordability checks, we may supplement the information we hold about you with data from companies that collate and update address and household information for a range of sources. We will only work with companies that obtain this data in compliance with data protection legislation. This data will not be used to market to you without your prior consent.
We must also comply with legal obligations to promote responsible gambling, consider our customers' financial ability to gamble and prevent our services from being used for illegal purposes. If we identify activity on your account that could present a risk or we believe you have provided false information, we may look at publicly available information about you such as social media accounts (Facebook, Instagram, Twitter etc.) property ownership details, the electoral roll, Companies House, and insolvency registers to verify the information provided to us.
|Personal data||We may use your information for the following purposes, based on the following legal grounds:|
We use the following cookies:
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Control over cookies
If we are involved in a merger, acquisition, or sale of all or a portion of our assets, you will be notified via email, account message and/or a prominent notice on our website of any change in ownership or uses of this information, as well as any choices you may have regarding this information.
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If the information is being used for direct marketing
Withdrawal of consent
Data Protection Officer
Aspers Casino Westfield Stratford City
312 The Loft
Montfichet Road Olympic Park
Alternatively, enquires can be made in person at any of our Aspers Casinos. Please note that in all circumstances ID verification will be required before any Personal Information is released.
The materials that can be linked from linked sites are not maintained by us and we are not responsible for the contents thereof. Any reference to a linked site or any specific third party product or service by name does not imply or constitute its endorsement by us, and you assume all risk with respect to its use. If you follow a link to any of these websites, please note that these websites have their own privacy policies and that we do not accept any responsibility or liability for these policies. Please check these policies before you submit any personal data to these websites.
The copyright in the contents and materials of this website is owned by Aspers Group Limited. As content on the website is copyrighted, any unauthorised use of any materials on the web site may violate our rights pertaining to such material. If a user downloads the materials on the web site for personal or non-commercial use, the user must retain all copyright and other proprietary notices contained in the original materials on any copies of the material. Materials on the web site may not be modified, reproduced or publicly displayed, performed or distributed or used for any public or commercial purposes.
The materials contained in this web site are for general information only and do not constitute advice on any matter. We accept no responsibility for any loss caused by reliance on any statement contained in this web site. Links to other sites from these pages are for information only and we accept no responsibility for any material contained within those sites.
Due to the nature of the electronic communication process, we cannot, nor do we, guarantee or warrant, that access to our website (or any part of it) will be uninterrupted, or without delay and we accept no liability in this respect. Furthermore, whilst we make all reasonable attempts to exclude viruses from this website, we cannot ensure that it will be free of viruses and we cannot and do not accept any liability in this respect. You are therefore recommended to take all appropriate safeguards before downloading or accessing information from this website.
This disclaimer and any claim based on use of information from this website shall be governed by the laws of England and the parties submit to the exclusive jurisdiction of the Courts of England and Wales.
Use of site: Users must be over 18 years old and comply with English law.
This site contains information, content, features, products and services which are suitable only for persons over 18. Therefore this website, and any part of it, is only available to those who are over 18 years of age. This site operates in accordance with and complies with all elements of English law, including data protection. By continuing to the next page or visiting, using, viewing the whole or any part of it or having any involvement whatsoever with this website you are confirming that you are over 18 and will not misuse the website in any way and continue to use this site in accordance with and compliance with all elements of English law. If you are under 18 years of age or do not agree to be bound or abide by this notice then you are not authorised to or visit, use, view the whole or any part of it or have any involvement whatsoever with this website and must leave the website immediately. We reserve the right to take action against those who do not.
Aspers (Stratford City) Limited (Aspers Stratford) is part of Aspers UK Holding Limited (AUKH) and operates a Casino at Westfield Stratford City.
Aspers Stratford employs just under 500 people and is reporting on the gender pay gap as AUKH’s only site that falls under the reporting requirements of the Gender Pay Gap Information Regulations.
As part of AUKH, we are proud to be a socially responsible employer and are committed to equality of opportunity for all our employees, providing a safe and comfortable working environment.
This report provides information on the gender pay gaps at Aspers Stratford, looking at the causes for gaps and strategies that are used to narrow gaps.
Our basic data:
(Note: Tronc payments are excluded if they are outside company’s control.)
As an employer, we are looking at the gender pay gap and various aspects of the gap in keeping with the reporting requirements. We analyse the differences in the average pay between males and females, and the gender breakdown in the different roles employed by Aspers Stratford. The figures set out within the report have been calculated using the methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
In line with legal requirements, please see the following Gender Pay Gap analysis for Aspers Stratford:
The difference between the MEAN hourly rate of pay of male full-pay employees and that of female full-pay employees.
|Head Count||Sum of hourly rate||Standard Hourly Rate||Mean Gender Pay Gap|
The difference between the MEDIAN hourly rate of pay of male full-pay employees and that of female full-pay employees.
|FTE||Median Row Number||Median Hourly Rate||Median Gender Pay Gap|
The difference between the MEAN bonus pay paid to male employees and that paid to female employees.
|Bonus Total||FTE||Mean Bonus Payment||Mean Gender Bonus Pay Gap|
The difference between the MEDIAN bonus pay paid to male employees and that paid to female employees.
|FTE||Median Row Number||Median Hourly Rate||Median Gender Bonus Pay Gap|
The proportions of male and female employees who were paid bonus pay.
|FTE||FTE with Bonus payments||Percentage|
The proportions of male and female full-pay employees in the lower, lower middle, upper middle and upper quartile pay bands.
|Lower Middle Quartile||54%||46%|
|Upper Middle Quartile||69%||31%|
We actively look into the reasons for disparities in pay, and how we can close the gap. It’s important to remember that the data combines jobs where experience and seniority may be factors in pay levels.
We employ individuals in various roles; we have licensed gaming employees with a Personal Functional Licence, hospitality and valet employees, security employees, support roles, and management. We do identify a significant number of female employees in the low-skilled, lesser paid roles versus the specialised gaming roles that have the higher salary bands. Whilst this is reflective of the qualified applicants applying for the specialised gaming roles, we are committed to providing blended learning and development opportunities.
We continue to be mindful of the gender pay gap and actively look at ways to address it through:
I confirm that the information and the data provided in this report is accurate as of 5 April 2020, which is the ‘snapshot’ date.
Date of publication: 4 October 2021
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INTELLECTUAL PROPERTY & CONSENTS
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Aspers and The Casino MK cannot and will not be liable or responsible for your use of the SlotGuru App and any results. The SlotGuru app provides statistical machine volatility information but not does in any way predict your individual results. Please see terms and conditions of use at www.slotguru.net for further details. This does not affect your statutory rights. Please gamble responsibly.