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Club Policies

Club Policies

See below for a full range of Rotherham United club policies...

Inclusion and Anti-Discrimination Statement of Commitment

Rotherham United Football Club (RUFC) Ltd is a diverse organisation that values difference and recognises that people with different backgrounds, skills, attitudes and experiences bring fresh ideas and perceptions. Rotherham United Football Club (RUFC) Ltd take great care to treat each individual as a person in their own right, with equal rights and responsibilities to any other individual, whether they are an adult or a child. We are committed to providing equality of opportunity and anti-discriminatory practice for all players, officials, staff, fans, members of the community, partners and other stakeholders according to their individual needs. Discrimination on the grounds of sex, age, race, religion or belief, marriage or civil partnership, disability, sexual orientation, gender reassignment, pregnancy or maternity, ethnic or national origin or political belief has no place within the Club.

All members of staff at Rotherham United are committed to implementing this policy and to promoting its aims within the wider communities in which we operate. Rotherham United is committed to a programme of action to make this policy fully effective.

Under the leadership of Paul Douglas, (Chief Operating Officer) and Julie Hunt (Club Director) who will hold overall responsibility for the co-ordination and implementation of Equality Policy development and for identifying new priorities through regular assessment reviews. Rotherham United will assess the impact of existing policies, practices and procedures at regular intervals, to evaluate the effectiveness and success of our activities. Through regular consultation with all our partners, monitoring and review process, equality will be mainstreamed into our wider business strategy.

Rotherham United is committed to providing each employee, potential employee, customer and service-users equality of opportunity across all areas of the club’s operation. Rotherham United will ensure that equality practices are integral to every process and create an inclusive and positive environment for all.

Should you encounter any form of discrimination when visiting the AESSEAL New York Stadium, please could you report it to us with as much information as possible. You can report incidents to the club by texting our reporting hotline 07507449121, by using the Kick It Out reporting app or by emailing

With your help, we can help beat discrimination.

Rotherham United are proud to support the work of the following organisations in making football as inclusive as possible.

Kick it Out

Wesbite -
Twitter - @kickitout
Facebook -

Level Playing Field

Website -
Twitter - @lpftweets
Facebook -

Show Racism The Red Card

Website -
Twitter - @SRTRC

England Football vs Homophobia

Website -
Twitter - @FvHtweets
Facebook -

Women’s Sport & Fitness foundation (WSFF)

Website -
Facebook -

Equality & Human Rights Commision (EHRC)

Website -
Twitter - @EHRC
Facebook -

Click the link below to read the Rotherham United Customer Charter 2017-18

Rotherham United Customer Charter 2018-19.pdf


Briefing note from NaCTSO - Stay Safe Film

Following the recent terror attacks we ask supporters and staff to spend a couple of minutes to watch the below clip.



To view our Safeguarding Policy click here.


We are committed to providing equality of opportunity and anti-discriminatory practices for all players, officials, staff, fans, members of the community, partners and other stakeholders according to their individual needs.

Discrimination on the grounds of sex, age, race, religion or belief, marriage or civil partnership, disability, sexual orientation, gender reassignment, pregnancy or maternity, ethnic or national origin or political belief has no place within our Club.


When entering the ground players, officials, staff, fans, members of the community, partners and other stakeholders accept the jurisdiction of the Ground Regulations.

Click here for the club ground regulations in full.

Reporting for Supporters

The club would like to emphasise that we operate a zero tolerance policy on discrimination of any sort. Anyone found to be in breach of this rule could receive a lifetime banning order. Any reported acts of misconduct by players are also highly likely to lead to formal disciplinary action by the FA under rule E20.


Reporting of discrimination or inappropriate behaviours on matchdays can be made in person to a matchday steward, where appropriate action will be taken and, if necessary, the incident will reported to the Stadium Manager and the Police.

You can also report discrimination or inappropriate behaviours within the ground anonymously. Rotherham United has a designated Report Hotline where supporters can text details of an incident to the following number: 07507 449121

You can also use the Kick it Out reporting app which provides users with the ability to attach video, photo and audio evidence to complaints to help support investigations into discriminatory abuse and behaviour. The free Kick It Out app can be downloaded now from Google Play by clicking here and from the App Store by clicking here.


Reporting of discrimination or inappropriate behaviours outside of the matchday environment are to be made to the club’s Chief Operating Officer or HR Manager. This can be done in person by visiting the AESSEAL New York Stadium or in writing via email to or addressed to:

Rotherham United FC,
AESSEAL New York Stadium,
New York Way,
S60 1AH.

Reporting for players and staff

For players and staff who want to report an incident of discrimination or inappropriate behaviours on matchday/non-matchday, the procedure is to escalate the matter to the Chief Operating Officer or HR Manager. This can be done in person or in writing via emailing


Rotherham United are committed to communicating, when appropriate, incidents relating to discrimination or inappropriate behaviours to its supporters and the general public in order to reduce the incidence of such occurences.

The club will use every means to ensure that anyone associated with the club is aware of what is considered to be unacceptable behaviour on matchdays and non-matchdays. Communication on matchdays will also be provided in the club matchday programme, through the stadium public address system and via the stadium video screen and concourse TVs.

In the event of a serious breach of the club's safeguarding or anti-discrimination policies, communication to the general public will be made following consultation with the Football League/FA and where deemed necessary legal advice.

Any further communication will be conducted through our official website,, or alternative through statements which will be communicated to the Press and South Yorkshire Police.

Rotherham United Community Sports Trust is a new Community Hate Crime Reporting Centres

Community hate crime reporting centres provide a valuable service to help people report their concerns about hate crime and harassment, particularly where they may not feel confident to approach the Police or Council directly. There are currently sixteen voluntary and community sector organisations in Rotherham who are hate crime reporting centres. Together, they support a wide and diverse range of community members.

What is a hate crime?

The Police and Crown Prosecution Service have agreed a common definition of hate incidents – this is any incident that the victim or anyone else thinks was motivated by hostility or prejudice based on one of the following personal characteristics:

• Disability (including physical disability, sensory impairments, learning disabilities, mental ill-health, long term illness or health conditions)

• Race or ethnicity

• Religion or belief

• Sexual orientation (for example lesbian, gay or bisexual people)

• Transgender identity (for example trans women or men or gender reassignment)

Hate incidents can be verbal abuse, like name-calling or offensive jokes; bullying or intimidation; physical attacks; threats; online abuse for example on social media; displaying or circulating discriminatory literature; damage to your home or possessions; or abuse of friendships – this is sometimes called “mate crime”.

When hate incidents become criminal offences they are known as hate crimes. Hate incidents often escalate to crimes or tension in a community. For this reason the Police are concerned about hate incidents as well as hate crimes. The Police can only prosecute when the law is broken but they can work with the Council and other partners to try and prevent any escalation in seriousness.

If you attend any of our provision and have had an incident or have witnessed an incident, please talk to member of our staff delivering the session.

You can also email us at or call on 01709 827767

Hate Crime online reporting Forms



Click below for the comprehensive guide on how to report any incidents of Anti-Semitism in Football.


Complaints Procedure

The Rotherham United Football Club Charter outlines in detail our principle policies and commitments including our ticketing policies to ensure complete transparency and accountability.

If you do have reason to complain on a match day, please speak to a steward or a uniformed member of staff.  We find that the majority of complaints can be resolved at the time of the initial problem.  If your complaint cannot be resolved on the day or is concerning another matter, please contact us at the main club address, or by email to     

We will acknowledge receipt of all email correspondence and seek to respond to any communication within 10 working days, though this may increase during peak periods of the season. Should you be dissatisfied with the response you have received or feel your complaint has not been resolved, you can escalate your complaint for final resolution to the Club’s Chief Operating Officer.

Should the response you be dissatisfied with the response you receive from the club, you can then contact the Independent Football Ombudsman

Suite 49, 33 Great George Street,

LS1 3AJ.
Telephone; 0800 588 4066


Safeguarding Complaints


Should your complaint be with regards to a safeguarding matter then please email your complaint through to the club on We treat safeguarding concerns with the upmost urgency and will look to remedy the concern as soon as possible. Should we need to involve outside agencies then we will do so as we see necessary. Should you be dissatisfied with the response you have received or feel your complaint has not been resolved, you can escalate your complaint for resolution to the Club’s Chief Operating Officer, Paul Douglas and/or then to the Finance Director, Karen Thomas.


Paul Douglas

01709 827760


Karen Thomas

01709 827760


If you are still dissatisfied with the response then you can escalate your complaint to the FA on the details below:


The FA’s Safeguarding Team

0844 9808200 (ext. 6401 or 6876)



For the avoidance of doubt, this policy is non contractual and is separate to your employment contract.  It may be changed from time to time as legal developments take place and in line with current best business practice.  You will be informed of any such changes.

This policy applies to all colleagues, workers, managers and directors within this organisation, collectively described as “colleagues” in this policy.  Other individuals, such as agency workers, parents, guardians, volunteers, external parties, members of the public and suppliers are also encouraged to read it and act accordingly where they identify wrongdoing within the organisation.

This business Organisation strives for a culture of openness and transparency involving all members of colleagues and all workers from senior management down.  We recognise the utmost importance of enabling to safely raise concerns of malpractice, negligence, criminal activity, fraud, misconduct or wrongdoing by anyone in the workplace.

Where any such concerns are raised within the guidelines set out in this policy they will be dealt with properly and promptly.  Where any individual has a concern about the conduct of others within the Organisation that has an adverse impact on other colleagues and workers, they should feel confident and safe to raise such concerns immediately without fear of repercussions.

The purpose of this Policy is to set out how concerns may be safely raised, who they can be raised with and how they may be dealt with.


The Organisation’s Procedure has been implemented for the following reasons:-

  • to encourage Colleagues  to feel confident in raising genuine concerns about malpractice whilst maintaining their integrity
  • to ensure whistle-blowers know their concerns will be taken seriously and not ignored
  • to aid the smooth running of the business with minimal risk of malpractice, negligence and other wrongdoing
  • to reassure Colleagues  that should “blow the whistle” in good faith  they will be protected from detrimental treatment
  • to foster an open and transparent workplace where colleagues  can promptly identify wrongdoing and report it confidentially and effectively


The Public Interest Disclosure Act 1998 (PIDA) provides protection for colleagues who raise legitimate concerns about specified matters.  These are called ‘qualifying disclosures’ and is a disclosure made in good faith by a Colleagues who has a reasonable belief that:-

  • a criminal offence
  • a miscarriage of justice
  • an act creating risk to health and safety
  • an act causing damage to the environment
  • a breach of any safeguarding policies relating to sexual, physical or any other abuse
  • a breach of any other legal obligation; or
  • concealment of any of the above

is being, has been, or is likely to be, committed.

The qualifying disclosure is a ‘protected disclosure’ if the worker:

  • makes the disclosure in good faith and is not motivated by malice or personal gain
  • reasonably believes the information to be substantially true; and
  • reasonably believes that the matter falls within the description of matters for which the person or body has been prescribed.  For example, breaches of health and safety regulations can be brought to the attention of the Health and Safety Executive (HSE).

Where a colleague or worker makes a qualifying protected disclosure, he or she is protected against dismissal or detrimental treatment as a result of making a protected disclosure.  This means neither the organisation nor any of its Colleagues , manager, directors or other workers may subject the individual to detrimental treatment or dismiss him or her as a result of making a disclosure.

The whistle-blower does not have to supply proof of wrongdoing – a reasonable belief will suffice.  When a qualifying disclosure is made, the Organisation involved is responsible for carrying out appropriate enquiries and investigations.

A disclosure of the kind set out above may include concerns relating to:

  • environmental issues
  • health and safety issues
  • criminal behaviour
  • negligent behaviour or omissions
  • financial wrongdoing such as fraud
  • bribery or corruption
  • misuse of personal data
  • misuse of the Organisations’ property
  • price fixing
  • other breaches of statutory duties

These types of concern are to be distinguished from a grievance in the workplace.  Grievances do not generally involve issues of public interest and usually involve a problem directly related to a person’s work and conditions of employment; or the general conduct of workers which can be resolved internally.

Overriding Principles

This organisation is committed to preventing malpractice in the workplace.  Colleagues are urged to be alert to wrongdoing and raise concerns accordingly.

To facilitate this:

  • an colleague who raises legitimate concerns will be treated confidentially as far as practically possible
  • any matter raised in accordance with this policy will be dealt with promptly and appropriate investigations and enquiries will be commenced
  • misconduct that is identified as a result of the enquiries will be treated under the Organisation’s disciplinary procedures
  • the Colleague will be kept updated with developments and any action taken, subject to legal constraints
  • spurious or malicious claims will be dealt with and may involve disciplinary action and/or summary dismissal
  • the colleague will not be victimised or suffer reprisals for raising legitimate concerns in accordance with this policy, either by the Organisation or any of its other workers, manager or directors
  • victimisation of an colleague after he or she has raised a qualified disclosure will be treated as a disciplinary offence
  • Colleagues  will have the option of making external disclosures where he or she does not reasonably believe the internal procedure will suffice in a given situation
  • anyone ordering an colleague not to speak up and raise a relevant disclosure, or ordering an employer to cover up wrongdoing will attract disciplinary action

Procedure for Whistle-blowers

Where a Colleague wishes to raise a qualified disclosure as set out above, the following Procedure should be adhered to unless it is unreasonable to do so:

  • such disclosures should be raised with the colleague’s  line manager
  • if that is not an option, for example, because there is cause to believe the manager is involved in wrongdoing or simply because they feel they are unable to, the matter should be raised with Human Resources Officers who are the Organisation’s Whistleblowing Officers. for safeguarding matters or for all other matters
  • the whistle-blowers identity will not be disclosed without consent
  • the manager or whistleblowing officer will instigate an investigation of the matter either personally or through a senior person.  Investigations may require the colleague and/or other individuals to provide statements
  • the manager responsible for the investigation and enquiries will report to the Board of Directors who will then arrange to take the necessary action, for example, to remedy the wrongdoing, start disciplinary action, or call in the police
  • a regulatory body may be notified if it is considered necessary
  • the whistle-blower will be informed of the outcome of the investigations and any action taken
  • if the whistle-blower is not happy with either the way the matter was dealt with; or the outcome of the investigations, he or she will have the opportunity to raise the matter with another Manager, the name of which will be notified at the time who may decide, in his or her reasonable judgement, to instigate further investigations

Anonymous Reporting

This Organisation actively discourages anonymous whistleblowing.  Anonymous reporting makes it particularly difficult to investigate effectively.  Initial anonymity of a Colleague raising concerns may later be lost in any event – it is more effective to raise the concern and be assured of confidentiality.

What a Whistle-blower should not do

If you have raised a relevant matter of concern or are considering it, you should not do the following:

  • contact the suspected perpetrator of wrongdoing on a fact finding mission
  • discuss the matter with anyone outside of the Organisation including the media
  • start your own investigations or enquiries without permission.  This could seriously undermine the Organisation’s own enquiries and your integrity

Wider Disclosures

In limited circumstances, a colleague is permitted by law to make wider disclosures and still be protected by PIDA.  Where the colleague has reasonable belief he or she would be victimized if the matter was raised internally, there is no relevant regulator with which the matter can be raised, there is reasonable belief that the evidence was likely to be concealed or destroyed if the disclosure was made internally and if the matter was exceptionally serious, and it was reasonable to disclose it to another party, then the colleague may be protected if the matter is raised with the police or other interested parties.

Other relevant Policies and Procedures

Colleagues are encouraged to be familiar with the Organisations’ other codes of conduct and procedures including the Grievance Policy and Procedure, Disciplinary Procedures and Health and Safety Policy.  Reference to the legislation Sexual Offences Act 2003 is also noted.

Confidential Helpline

Any Colleague needing advice about a matter of serious concern may choose to contact Public Concern at Work.  It is an independent national charity providing advice on how and with whom to raise concerns.  Their helpline is available 9.00am to 6.00pm, Monday to Friday on 020 7404 6609 or you can contact them by email: