LAMMAS FARE LTD

Company Registration Number:
13917398 (England and Wales)

Unaudited micro entity accounts for the year ended 28 February 2024

Period of accounts

Start date: 01 March 2023

End date: 28 February 2024

LAMMAS FARE LTD

Contents of the Financial Statements

for the Period Ended 28 February 2024

Company Information - 3
Report of the Directors - 4
Profit and Loss Account - 5
Balance sheet - 6
Footnotes to the Balance Sheet - 8

LAMMAS FARE LTD

Company Information

for the Period Ended 28 February 2024




Director: Maisie Collins
Michelle Reedy
Registered office: Hearth, Unit 30
86b Wallis Road
London
England
E9 5LN
Company Registration Number: 13917398 (England and Wales)

LAMMAS FARE LTD

Directors' Report Period Ended 28 February 2024

The directors present their report with the financial statements of the company for the period ended 28 February 2024

Principal Activities

A local bakery and cafe

Political and charitable donations

None

Company policy on the employment of disabled persons

We do not employ more than 150 people but here is our equality & diversity policy: Lammas Fare Ltd is committed to encouraging equality, diversity and inclusion and eliminating unlawful discrimination within our workforce, volunteers and community. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. The organisation, in providing goods and/or services and/or facilities, is also committed against unlawful discrimination of customers or the public. Our policy's purpose This policy's purpose is to: 1. Provide equality, fairness and respect for all in our employment and care, whether temporary, part-time or full-time 2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of: age disability gender reassignment marriage and civil partnership pregnancy and maternity race (including colour, nationality, and ethnic or national origin) religion or belief sex sexual orientation 3. Oppose and avoid all forms of unlawful discrimination. This includes in: pay and benefits terms and conditions of employment dealing with grievances and discipline dismissal redundancy leave for parents requests for flexible working selection for employment, promotion, training or other development opportunities Our commitments The organisation commits to: 1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense. 2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public. 3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation's work activities. Such acts will be dealt with as misconduct under the organisation's grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997, which is not limited to circumstances where harassment relates to a protected characteristic, is a criminal offence. 4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation. 5. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law. 7. Monitor the make up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. Agreement to follow this policy The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives [insert details as appropriate]. Our disciplinary and grievance procedures Details of the organisation's grievance and disciplinary policies and procedures can be found in our Staff Policy Handbook. This includes with whom an employee should raise a grievance, usually their line manager. Use of the organisation's grievance or disciplinary procedures does not affect an employee's right to make a claim to an employment tribunal within 3 months of the alleged discrimination. We as an organisation are committed to a safer and equitable world for all.

Additional information

None

Directors

The directors shown below have held office during the whole of the period from 01 March 2023 to 28 February 2024
Maisie Collins
Michelle Reedy

This report was approved by the board of directors on 25 November 2024
And Signed On Behalf Of The Board By:

Name: Maisie Collins
Status: Director

LAMMAS FARE LTD

Profit and Loss Account

for the Period Ended 28 February 2024


2024
£

2023
£
Turnover 134,504 81,217
Income from coronavirus (COVID-19) business support grants 0 0
Other Income 0 0
Cost of Materials ( 62,173 ) ( 41,081 )
Staff Costs ( 42,387 ) ( 50,391 )
Depreciation and Writeoffs ( 0 ) ( 0 )
Other charges ( 33,310 ) ( 45,876 )
Tax on Profit ( 0 ) ( 0 )
Profit or (Loss) for Period ( 3,366 ) ( 56,131 )

LAMMAS FARE LTD

Balance sheet

As at 28 February 2024


2024
£

2023
£
Called up share capital not paid: 0 0
Fixed Assets: 16,927 12,536
Current assets: 8,829 7,531
Prepayments and accrued income: 0 0
Creditors: amounts falling due within one year: ( 7,531 ) ( 519 )
Net current assets (liabilities): 1,298 7,012
Total assets less current liabilities: 18,225 19,548
Creditors: amounts falling due after more than one year: ( 63,282 ) ( 76,798 )
Provision for liabilities: ( 0 ) ( 0 )
Accruals and deferred income: ( 0 ) ( 0 )
Total net assets (liabilities): ( 45,057 ) ( 57,250 )
Capital and reserves: ( 45,057 ) ( 57,250 )

LAMMAS FARE LTD

Balance sheet continued

For the year ending 28 February 2024 the company was entitled to exemption under section 477 of the Companies Act 2006 relating to small companies.

The members have not required the company to obtain an audit in accordance with section 476 of the Companies Act 2006.

The directors acknowledge their responsibilities for complying with the requirements of the Act with respect to accounting records and the preparation of accounts.

These accounts have been prepared and delivered in accordance with the provisions of the small companies regime applicable to micro-entities.

This report was approved by the board of directors on 25 November 2024
And Signed On Behalf Of The Board By:

Name: Maisie Collins
Status: Director

The notes form part of these financial statements

LAMMAS FARE LTD

Footnotes to the Financial Statements

for the Period Ended 28 February 2024

  • 1. Employee Information

    Average number of employees: 3

LAMMAS FARE LTD

Footnotes to the Financial Statements

for the Period Ended 28 February 2024

  • 2. Off balance sheet disclosure

    No