Third Party Standards of Behaviour Policy
1. INTRODUCTION
This policy sets out the standards of behaviour DAZN expects from Third Parties who interact with DAZN or provide services to or on behalf of DAZN. It is intended to help maintain a safe, respectful and inclusive working environment, explain what conduct is not acceptable, and make clear how concerns can be raised and addressed.
This policy should be read alongside DAZN’s employee-facing policies Global anti-discrimination, bullying, harassment and third-party harassment policy and Code of Conduct.
DAZN is committed to providing working environment in which all individuals are treated with dignity and respect and are free from discrimination, harassment, bullying and victimisation.
DAZN takes all allegations of inappropriate conduct seriously and will take reasonable and proportionate steps to prevent and address sexual harassment and other unacceptable behaviour connected with its business, including conduct by Third Parties.
Everyone who interacts with DAZN is expected to contribute to a culture of respect, professionalism and inclusion.
DAZN operates a zero-tolerance approach to sexual harassment and other serious forms of inappropriate conduct.
2. DEFINITIONS
Supplier means any third party that provides goods, services or resources to or on behalf of DAZN.
Supplier Personnel means the Supplier’s employees, workers, agency staff, consultants, contractors, subcontractors and any other individuals engaged by or on behalf of the Supplier in connection with those goods or services.
Third Party means any person who is not employed by DAZN and who interacts with DAZN’s people or business, including suppliers, contractors, consultants, agency workers, clients, customers and visitors.
3. SCOPE
This policy applies to Third Parties who interact with DAZN’s people or business, including agency workers, contractors, consultants, suppliers, clients, customers and visitors. It applies to conduct on DAZN premises, at work-related events, during business travel, in meetings, on calls, in electronic communications and in any other context connected with DAZN’s business.
The standards set out in this policy apply regardless of seniority, commercial relationship, location or duration of engagement.
4. EXPECTED STANDARDS OF BEHAVIOUR
All Third Parties are expected to behave professionally, respectfully and in a way that supports a safe, inclusive and dignified working environment. This includes treating others with courtesy, maintaining appropriate boundaries, and not engaging in sexual harassment, bullying, intimidation, discriminatory behaviour, offensive jokes or comments, inappropriate physical contact, or any other conduct that could reasonably make another person feel unsafe, humiliated, offended or uncomfortable. Sexual harassment includes unwanted conduct of a sexual nature which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Third Parties must not engage in any conduct that amounts to discrimination, harassment, sexual harassment, bullying, victimisation or retaliation. Conduct may be unacceptable regardless of whether it was intended to cause offence. A person may experience conduct as unwelcome even where no offence was intended.
Examples of unacceptable conduct may include:
- unwanted sexual advances or requests for sexual favours;
- inappropriate comments, jokes, gestures, innuendo or remarks of a sexual nature;
- comments relating to an individual's sex, gender, race, ethnicity, disability, age, religion or belief, sexual orientation, gender reassignment or any other protected characteristic;
- displaying, sharing or circulating offensive, sexually explicit, discriminatory or inappropriate material;
- aggressive, abusive or hostile behaviour.
These expectations apply whether conduct takes place in person, online, through social media or via any other communication channel.
5. HOW TO REPORT CONCERNS
Any Third Party who experiences, witnesses or otherwise becomes aware of sexual harassment or other inappropriate conduct in connection with DAZN’s business is encouraged to report it as soon as possible. This includes agency workers, contractors, consultants, suppliers, clients, customers, visitors and any other Third Parties.
A concern may be raised through the reporting channels notified by DAZN from time to time, including employeerelationsuk@dazn.com, a designated DAZN business contact, a line manager or contract manager where appropriate, or any other reporting route made available for this purpose. Reports may relate to the conduct of DAZN employees, workers, contractors or other Third Parties.
DAZN will take concerns raised under this policy seriously and will handle them appropriately, sensitively and, so far as possible, confidentially. Information will only be shared on a need-to-know basis and in line with any legal, regulatory or process requirements. Where appropriate, DAZN will also consider what support or interim measures may be reasonable in the circumstances.
Where appropriate, DAZN may review, investigate or otherwise look into the concerns raised and take such action as it considers reasonable and proportionate in the circumstances. This may include action in relation to employees, workers, contractors, suppliers or visitors where justified.
DAZN will not tolerate retaliation against any person who raises a concern in good faith or participates in an investigation. Any retaliatory behaviour may itself be treated as a serious matter and may result in appropriate action.
6. SUPPLIER RESPONSIBILITIES
Suppliers must ensure that their personnel who provide services to or on behalf of DAZN are made aware of this policy and of any related DAZN conduct standards that apply to the services.
Suppliers are expected, where appropriate to the nature of the services and the level of risk, to take proportionate steps to reinforce compliance, including:
- communication, briefing or training of relevant personnel;
- prompt escalation of any complaint, concern or incident involving inappropriate conduct connected with the services;
- appropriate remedial action; and
- cooperation with any reasonable enquiries, investigations or follow-up action.
Suppliers are expected to maintain appropriate policies, procedures and standards relating to discrimination, harassment, bullying and workplace conduct that are broadly consistent with applicable legal requirements and the standards set out in this policy.
Suppliers must promptly notify DAZN of any allegation, complaint, investigation or regulatory action relating to inappropriate conduct by Supplier Personnel where it may affect DAZN, DAZN personnel or services provided to DAZN.
Suppliers must cooperate fully with any reasonable requests from DAZN relating to the investigation, management or resolution of concerns arising under this policy.
7. CONSEQUENCES OF BREACH
Where DAZN reasonably believes that a third party has acted in breach of this policy, or that their continued involvement presents a risk to any person’s safety, dignity, wellbeing or working environment, DAZN may take such reasonable and proportionate action as it considers appropriate in the circumstances.
This may include:
- requiring the individual to leave the premises;
- removing them from the services;
- restricting access to DAZN systems, premises or events;
- requiring a Supplier to remove and replace Supplier Personnel;
- reporting the matter to the individual’s employer, contracting organisation, professional body or relevant authority; and
- taking contractual action, including termination where justified.
Failure by a Supplier to take appropriate action in response to concerns raised under this policy may be taken into account by DAZN when assessing the ongoing commercial relationship and may constitute a breach of contractual obligations where applicable.
8. DATA PROTECTION & PRIVACY
DAZN is committed to handling personal data fairly, lawfully and transparently in accordance with applicable data protection and privacy laws, including the UK General Data Protection Regulation and the Data Protection Act 2018 where they apply.
Personal data collected, created or reviewed under this Policy may include witness accounts, complaint details, investigation records, correspondence, meeting notes, outcome documents and, where relevant, special category data or criminal offence data.
DAZN will process such information only where there is an appropriate lawful basis to do so, will limit access to those who need the information for legitimate business, legal, safeguarding or People purposes, and will share it only where necessary and proportionate, including with legal advisers, regulators, law enforcement, courts or other third parties where required or permitted by law.
Information will be retained only for as long as necessary in line with DAZN’s retention requirements and applicable law, and will be protected by appropriate technical and organisational security measures. Individuals may have rights in relation to their personal data, including rights of access, correction, restriction or objection, subject to applicable legal limits and exemptions.
Further information about how DAZN processes workforce personal data should be read alongside DAZN’s employee privacy notice and any local privacy information. Questions about privacy, data handling or the exercise of data protection rights should be raised with the People Team or the appropriate privacy or legal contact.
9. POLICY REVIEW ARRANGEMENTS
This Policy is subject to periodic review and may be updated or modified at DAZN’s discretion to ensure its effectiveness and compliance with legal and regulatory requirements. In carrying out that review, DAZN may take account of incidents, complaint themes, identified risks, workplace changes, training needs and relevant legal developments.
This Policy should be read where applicable alongside DAZN’s Global anti-discrimination, bullying, harassment and third-party harassment policy and Code of Conduct.
Document owner: Employee Relations UK
Document Reference Number: DAZNUK/ER/PN20/26
Version Number: 1.0
Author: Head of Employee Relations
Date Published: July 2026
Review Date: July 2028