Terms & Conditions

Terms and Conditions

  • All previous award programmes are no longer valid.
  • Smile recognition (Send a Smile) and nominations (Retail Stars) can be made all year round and on any day of the week.
  • There is no limit to how many times an individual can be sent a smile or nominated for a Retail Stars award.
  • Retail Stars nominations should be made for professional, performance-related endeavours and should be done fairly and in the spirit of the programme.
  • At the end of each month BPUKs appointed representatives will select a winner from the * Retail Stars nominations that have been made throughout the month. Announcements will be made by the end of the following month, for example January's winner will be announced in February.
  • Points earned throughout the programme can be redeemed at any point up to and including 31st January 2018.
  • Points may be redeemed against the awards specified on the website. No cash alternative is available.
  • To be eligible for the programme, participants must be currently employed by BP Express Shopping Ltd.
  • All new employees should be notified of the programme by their Store Manager and will be automatically sent a registration letter after the next data update. When taking any photo of a person in a BP store (including forecourt area), all BP Express Shopping Ltd employees should:

    • seek the permission of the individual to take their photo and ensure they are given the option to refuse
    • make it clear that the photo is to be posted on Smile, BP’s internal Communication and Engagement website
    • make it clear will be accessible to all BP retail staff
    • make it clear that the photo will be available on Smile for up to 1 year
  • This policy does not create an express or implied contract with any employee.

  • Maternity Leave: if you are absent from work on maternity leave you will be eligible for a bonus payment to cover the whole of your period of Ordinary Maternity Leave (maximum 26 weeks); the period of Additional Maternity Leave also counts for the programme.
  • Absence from Work (excluding Maternity Leave): if you have had a continuous absence from work of 18 weeks or more (including sickness absence) you will not receive a bonus payment for any period of absence in excess of 18 weeks.
  • Any fraudulent activity in relation to the programme will be treated as gross misconduct under the Company’s Disciplinary Procedure and may result in the summary dismissal with no pay in lieu of notice.
  • If a CSA is terminated during the measurement period for any reason other than a reorganisation or job reduction, the CSA is not eligible.
  • No payment will be made to you if you are dismissed for disciplinary or performance reasons. If you leave for any other reason, it is at the Company’s absolute discretion whether you will receive any payment.
  • BP reserves the right to interpret the provisions of this policy and such interpretations shall be final and binding.
  • BP Express Shopping Ltd reserves the right to vary these conditions, withdraw participation and amend or cancel the programme at any time without notice. In the event of a dispute the decision of BP Express Shopping Ltd will be final and binding.
  • Income tax and NI is paid on behalf of winning participants at the basic rate.
  • The programme is administered on behalf of BP Retail by River Marketing Ltd.

Social Media Acceptable Use at BP Express Shopping Limited

“Not controlled when printed, for controlled copy refer to ROSIplus” V1 2016

Outlined below are a summary of my obligations and responsibilities when using social media, whilst in employment with BP Express Shopping Limited:

I should:

  • Comply with company policies and procedures relating to social media • Always remain truthful and respectful in my use of social media Refer factually inaccurate or concerning comments about the company to my line manager
  • Remember that if l identify myself as working for BP (e.g. in my online biography, pictures of myself in uniform etc. ) then this may link any comments that I make to BP, and dependent upon content, could bring the company’s name into disrepute
  • Make clear on any profile which identifies me as a BP employee that I am speaking on my own behalf and any views expressed are my own
  • Request permission before uploading pictures of other employees, customers or suppliers
  • Only use company logos or graphics when I have express written authorisation
  • Ensure that any groups set up such as WhatsApp for the purpose of discussing BP related business must be conducted in line with the BP Social Media Policy and Procedures and the group must be monitored and managed by the most senior staff member of the group
  • Ensure that the content of the group page must be made available to BP upon request and is subject to our ‘Code of Conduct’
  • At the request of the company, immediately remove any comments deemed to be in breach of the Social Media Policy

I shouldn’t:

  • Use ‘BP’ in my ID/address, unless l have express permission to do so
  • Use corporate e-mail accounts to register for personal social media usage (unless this is a requirement of my role)
  • Share confidential or private information about the company’s business operations, products, services or customers
  • Speak/ communicate on behalf of the company unless I am nominated as a spokesperson and have express written authorisation to do so
  • Post anonymously about BP, including but not limited to, their products, services, operations or contracts of employment
  • Post any reviews of BP products, good or bad, without declaring who you are and your role to BP.
  • Post inappropriate, defamatory or discriminatory images, comments or information about employees, customers, third party contractors, suppliers or BP as a business
  • Upload photos, comments or information that implicates BP in a negative or inappropriate way
  • Distribute or display offensive material, including inappropriate pictures, cartoons and symbols of hatred
  • Post content that brings the company’s name into disrepute, is likely to be unacceptable to other employees or has an adverse bearing on my suitability for employment with BP
  • Post inappropriate comments which offends BP core Values and Beliefs
  • Harass, discriminate against or bully other employees via social media, either generally or on the grounds relating to any protected characteristic as defined in Equality Act 2010, such as age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity.
  • Spread malicious rumours or share offensive, derogatory or discriminatory information through any means about BP, customers, colleagues, suppliers or our partners

For more details, please refer to the BP Social Media Policy and Procedure


“Not controlled when printed, for controlled copy refer to ROSIplus” V1 2016


At BP we are committed to creating a workplace that is characterised by respect for people’s rights, responsibility, excellence and mutual trust. We value diversity of people and thought, and believe that everyone in BP is entitled to fair treatment, courtesy and respect. We are also committed to making the best use of all available technology and innovation to improve the way we work and do business.

This includes using all reasonable and cost-effective means to improve the way we communicate, reach out and interact with our employees, suppliers and third party clients.

What the Policy Includes

This policy is intended to help employees make appropriate decisions about the use of social media and has been put in place to minimise the risks to our business through use of social media.

For the purpose of this policy, Social Media is a type of interactive online media that allows parties to communicate instantly with each other or share data in a public forum. This includes but not limited to online social forum such as Twitter, Facebook, MySpace and LinkedIn. Social media also covers blogs, Wikipedia and video-image–sharing websites such as Tumblr, Flickr, Instagram and YouTube, podcasts, message boards, direct messaging services such as WhatsApp, Messenger, internal application such as SMILE and any other social media platforms.

Employees should be aware that there are many more examples of social media than can be listed here and this is a constantly changing area. Employees should follow these guidelines in relation to any social media that they use.

This policy sets out the process to follow and outlines the standards BP Express Shopping expect employees to observe when using social media, and the action we will take in respect of breaches of this policy. This policy does not form part of any contract of employment and it may be amended at any time.

Who the Policy Applies to

This policy covers all employees that are employed by BP Express Shopping Limited “The Company”.
All employees are expected to comply with this policy at all times to protect the privacy, confidentiality, and interests of the Company and its services, employees, partners, customers, and competitors.

Personal use of social media

The Company recognises that many employees use the internet at home for personal purposes and that many employees use social media websites. The Company respects an employee’s right to a private life. However the Company must also ensure that confidentiality and its reputation are protected. Employees must be aware that they can build or damage the reputation of the Company or a third

Employees are solely responsible for what they post online. Before creating online content, employees must consider the risk and rewards that are involved. What an employee posts online may be seen by other employees, customers or suppliers of BP. Personal posts may have an impact on the workplace or BP as a business Personal use of social media is never permitted during working time (except on authorised rest breaks) or by means of the Company’s computers, networks and other IT resources and communications systems.

Prohibited use

The Company therefore requires employees using social media websites to adhere to the following rules. This is not an exhaustive list and a common sense approach must be taken at all times.

  • Employees must not make any social media communications that could damage the Company’s business interests, brand or reputation, even indirectly. * Employees must not load pictures or videos of BP stores or offices, or videos or photos taken of colleagues or customers [whilst on site] on to personal social media accounts. Additionally, employees must refrain from posting pictures or videos of any BP funded events organised for BP employees using the brand e.g. employees in uniform etc. * Employees must not deliberately access, store, post or publish any of the following through our digital systems (SMILE), WhatsApp or on our premises:

    • Pornographic, sexually explicit or sexually exploitative images or text
    • Materials promoting violence, hatred, terrorism or intolerance of others based on their age, race, colour, religion, gender, national origin, sexual orientation or disabilities, or other characteristics protected by applicable law or that are otherwise in breach of the Code of Conduct.
  • Employees must not use social media to discredit or disparage the Company, employees or any third party; to harass, bully or unlawfully discriminate against other employees or third parties; to make false or misleading statements; or to impersonate colleagues or third parties.

  • Employees must not express opinions on the Company’s behalf via social media, unless expressly authorised to do so. Employees may be required to undergo training in order to obtain such authorisation.

  • Employees must not post material that is harassing, obscene, abusive or inconsistent with our non-harassment and equal opportunities polices – see ‘Creating a respectful, harassment-free workplace in the Code of Conduct.

  • Employees must not post comments about sensitive business-related topics, such as the Company’s performance, or do anything to jeopardise the Company trading principles, confidential information and intellectual property.

  • Employees must not share sales, initiatives, promotions or policies on social media or any other way.

  • Employees must not distribute or display offensive material, including inappropriate pictures, cartoons and symbol of hatred

  • Employees must not include the Company’s logos or other trademarks in any personal social media posting or on a profile on any social media.

  • Employees must not spread malicious rumours or share offensive, derogatory or discriminatory information through any means about BP, fellow or former employees, customers or suppliers of BP or competitors

  • Employees must not set up personal social media accounts using their corporate email account(s), unless this is a confirmed requirement of their role and they are authorised to do so.

Guidelines for responsible use of social media

Employees should make it clear in social media postings, or in personal profiles, that they are speaking on their own behalf. Employees’ actions could reflect on the Company, so employees should be mindful of the impact postings might make to the public’s perceptions of BP. Employees should be respectful to others when making any statement on social media and be aware that they are personally responsible for all communications which will be published on the internet for anyone to see.

Employees must keep in mind that they are more likely to resolve work-related issues or complaints by speaking directly with their peers or manager than posting complaints onto a Social Media outlet

Employees are reminded that social media should never be used in a way that breaches other policies, including but not limited to: Data Protection Policy, Disciplinary Policy, Code of Conduct, Whistleblowing and Equal Opportunities Policy

Employees should exercise their judgment when using social media like “LinkedIn”. We remind all employees that their LinkedIn profile remains their personal responsibility and every BP employee has a responsibility to ensure that their actions on LinkedIn (and other social media) does not distract from, act counter to, or damage the interests of BP Employees disclosing their affiliation to the Company on their personal profile must state that their views do not represent those of BP.

If employees are uncertain or concerned about the appropriateness of any statement or posting, they should refrain from posting it until they have discussed it with their Line Manager.

If employees see social media content that disparages or reflects poorly on the Company, they should contact their Line Manager.


The Company reserves the right to monitor, intercept and review use of social media using our IT resources and communications systems, and to remove content or require employees to remove content, that the Company reasonably considers is a breach of this or other BP Policies.

Breach of this policy

Breach of this policy may result in disciplinary action up to and including dismissal and will be dealt with under our Disciplinary Policy.
Employees may be required to remove any social media content that the Company considers to constitute a breach of this policy. Failure to comply with such a request may in itself result in disciplinary action.

Employees should direct any enquiries about this Policy to their Line Manager in the first instance.

Related Policies

Grievance Policy Disciplinary and Appeals Policy Data Protection Policy Equal Opportunities Policy Code of Conduct Whistleblowing Policy


Employees are responsible for ensuring they are aware of this Policy and Procedure.

Line Managers are responsible for ensuring they managed breaches when they are made aware by investigating and discussing with Human Resources.

Human Resources are responsible for supporting Line Managers and employees in the fair and consistent application of this policy and assisting with advice when necessary.


The following template brief is available on ROSI+:

  • Social Media Policy – BP Express

  • Social Media Acceptable Use at BP Express Shopping Limited