Exceptional culture,
best practices.
At BUTLER, we are steadfast in our commitment to the highest standards of corporate governance and operational ethics. Our policies bring our values, integrity and pursuit of excellence into every part of our work.
BUTLER® Corporate Policies
THE DIRECTORY
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), is committed to dependable, professional service delivered with care, discretion and respect. This policy sets the standards for our people, our work and our response to clients. The scope, price and service-specific commitments for an engagement are set out in its quotation, booking confirmation or written agreement.
2. Policy standards
Service expectations
We explain the agreed work, relevant exclusions, appointment arrangements and charges before an engagement is confirmed. Clients should tell us about priorities, delicate surfaces, existing damage, access restrictions, allergies or other hazards relevant to the work. Additional work or a material change in scope must be discussed and agreed before it is carried out.
We will communicate material scheduling changes and the available next steps as soon as reasonably practicable. We do not promise a particular outcome where the condition of a property, item or surface makes that outcome uncertain.
Care for clients and property
We treat clients, residents, staff and property with respect. Staff must protect keys and access instructions, use access only for authorised work, follow agreed instructions for securing premises, and report lost keys, suspected damage or other incidents promptly.
Staff must not disclose a client’s identity, address, routines, possessions or private information unnecessarily. Photographs or other recordings of a client’s property require a legitimate service purpose and the appropriate permission. Marketing use requires separate permission.
Safe working standards
We use suitable methods and equipment, assess relevant risks and communicate safe working instructions. Staff must follow product directions, protective-equipment requirements and safe handling practices, and must pause work where there is an immediate safety concern or a task exceeds their training.
We work with clients to resolve unsafe access, unsuitable conditions or requests that cannot be carried out safely or lawfully. Our Right to Decline or Discontinue Business policy explains when we may refuse, suspend or end an engagement.
3. Responsibilities and procedures
People, training and accountability
Prospective employees undergo a careful interview and selection process. Employees must complete relevant induction and task training, understand their responsibilities and work within their competence. Managers are responsible for supervision, feedback and addressing training needs.
Anyone delivering services on BUTLER’s behalf must follow the applicable service, confidentiality, conduct and safety requirements. Where a contractor is involved, our responsibility is determined by the engagement and applicable law; using a contractor does not remove our duty to address a concern about the service we have agreed to provide.
4. Questions, concerns and reporting
We respond to service enquiries and leads within one business day. In this policy, a business day is Monday to Friday, excluding Singapore public holidays. The first response may acknowledge the enquiry and explain when a fuller answer is expected.
If a service falls short of the agreed standard, contact hello@getbutler.com with the booking details, concern and relevant supporting information. Tell us about damage or an urgent safety issue as soon as possible so we can preserve evidence and take appropriate action.
We will assess concerns fairly, explain the proposed next steps and agree an appropriate remedy where warranted. Depending on the circumstances, this may include corrective work, a service adjustment or another remedy available under the agreement or law. This policy does not reduce statutory rights or impose an additional time limit on a valid claim.
5. Review and updates
Management reviews feedback, service issues and recurring incidents to improve training, work methods and communication. Service standards are reviewed periodically and when material changes in our operations require it.
This policy is reviewed when changes in our operations or applicable requirements make a review necessary. Any revised version is published here with an updated date.
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), is committed to fair employment practices and a workplace where people are treated with dignity and respect. This policy applies to recruitment, employment, training, pay, promotion, performance management and decisions about leaving employment.
2. Policy standards
Fair employment decisions
Decisions must be based on relevant skills, qualifications, experience, performance and the genuine requirements of the role. We provide equal opportunities regardless of race, ethnicity, nationality, religion, language, sex, gender identity, sexual orientation, age, marital or family status, pregnancy, caregiving responsibilities, disability, mental health condition or another personal characteristic unrelated to the decision.
Legal requirements, including eligibility to work, and genuine role requirements must be assessed consistently. Any language or physical requirement must be connected to the work and explained where appropriate. Client preferences do not justify unfair employment decisions.
Respect and accessibility
Discrimination, bullying, harassment, sexual harassment and victimisation are unacceptable, whether they involve colleagues, managers, clients or other people encountered at work. Concerns involving clients must be escalated so that staff safety and dignity can be protected.
We consider reasonable requests for workplace adjustments and flexibility in light of the person’s needs, the role, safety and operational requirements. Requests must receive fair consideration; an employee must not be penalised merely for making one. Relevant formal requests are handled under the applicable requirements and procedures.
3. Responsibilities and procedures
Recruitment and development
Job advertisements, application questions, interviews and reference checks must focus on job-related information. Hiring managers must use consistent selection criteria and record the reasons for decisions. We do not require personal information unrelated to assessing suitability or fulfilling a lawful recruitment requirement.
Employees must have fair access to relevant training, development and promotion opportunities. Pay and performance assessments must reflect role-related factors and be applied consistently. Managers must address bias and conflicts of interest in decisions.
4. Questions, concerns and reporting
Reporting and handling concerns
Applicants and employees can contact Human Resources at HR@getbutler.com or an uninvolved manager. If the concern involves Human Resources or a manager, contact the Policy Officer at poondq@getbutler.com or an uninvolved director. Our Whistleblowing and Complaints policy explains how concerns are assessed and escalated.
We aim to acknowledge an employment grievance within three business days where contact details are available. Both the person raising the concern and the person responding will be treated fairly. Information is shared only where needed to investigate, address the issue or meet legal obligations. Nobody implicated in a complaint may control its investigation.
Protection against retaliation
BUTLER prohibits retaliation against a person who raises an honest concern, participates in an investigation or seeks assistance from an appropriate authority. An unsubstantiated concern is not, by itself, a false report. Employees may seek relevant support or advice, including from a union representative where applicable or TAFEP.
5. Review and updates
Human Resources oversees this policy, supports managers in applying it and reviews recruitment and employment practices periodically. Appropriate corrective or disciplinary action may follow a breach, subject to a fair assessment and applicable law.
This policy is reviewed when changes in our operations or applicable requirements make a review necessary. Any revised version is published here with an updated date.
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), encourages employees, applicants, clients, suppliers, contractors and other stakeholders to raise concerns. We take reports seriously, assess them fairly and prohibit retaliation against people who report honestly or assist an investigation.
2. Policy standards
Confidentiality and protection
We limit disclosure to people who need the information to assess, investigate or resolve a concern, or where disclosure is legally required. Absolute confidentiality or anonymity cannot be guaranteed where investigation or legal duties require disclosure.
Retaliation, threats or disadvantage against someone for raising an honest concern, refusing improper conduct or participating in an investigation are prohibited. Report suspected retaliation through an uninvolved reporting channel. A report that is mistaken or cannot be substantiated is not, by itself, misconduct. Deliberately fabricated reports may be addressed through a fair process.
3. Responsibilities and procedures
Preparing a report
Describe what happened, when and where it occurred, who was involved and the impact or risk. Include relevant documents, booking or invoice references and other supporting information where available. Distinguish observed facts from suspicions, and share only personal information relevant to the concern.
You do not need proof to raise an honest concern. Anonymous reports will be considered using the information available, although lack of contact details may limit follow-up. Do not obtain evidence by unlawful means, alter records or confront a person where doing so may create a safety risk.
Acknowledgement and assessment
We aim to acknowledge a routine customer complaint within one business day and a whistleblowing report or employment grievance within three business days where a response is possible. Business days are Monday to Friday, excluding Singapore public holidays. An acknowledgement is not a finding or a promise that the matter will be resolved within that period.
The assigned handler will consider urgency, available evidence, possible conflicts and any immediate protective action. We will explain the next steps and an expected update point where practicable. The time needed for an investigation depends on its complexity and any legal or external investigation requirements.
Investigation and outcomes
Investigations must be handled by an appropriate, uninvolved person. Relevant records may be reviewed and people interviewed. Both the reporter and the person responding must be treated fairly and given an appropriate opportunity to provide information.
We will communicate the outcome and available next steps to the extent appropriate and lawful. We may be unable to disclose confidential personnel information, legal advice or details that would compromise an investigation. Where a concern is substantiated, we will consider corrective action, service remedies, disciplinary measures or referral to the relevant authority.
Records
The responsible handler will keep proportionate records of the concern, assessment, action and outcome, with restricted access and retention based on legal and business needs.
4. Questions, concerns and reporting
Reporting channels
Report suspected misconduct, fraud, corruption, serious safety breaches, harassment, discrimination, misuse of personal data or another unethical or unlawful practice to the designated Policy Officer at poondq@getbutler.com.
For an employment grievance, contact Human Resources at HR@getbutler.com or an uninvolved manager. For routine service feedback, booking issues, billing questions or customer complaints, contact hello@getbutler.com. A concern sent to the wrong channel will be directed to an appropriate person with regard to confidentiality and any conflict of interest.
If the concern involves the Policy Officer, contact an uninvolved director or Human Resources and request independent handling. If Human Resources is implicated, use the Policy Officer or an uninvolved director. Anyone implicated in a concern must not control its assessment or investigation.
Escalation and external reporting
If you believe a concern has not been handled fairly, explain why and request review by an uninvolved director or another authorised person independent of the original handling. Include relevant new information or the aspect of the process you wish reviewed.
You may contact an appropriate regulator, law enforcement agency, adviser or support body without obtaining BUTLER’s permission. Suspected corruption can be reported through CPIB’s official reporting channel; workplace discrimination or harassment concerns may be raised with TAFEP. For immediate danger, contact the appropriate emergency service.
5. Review and updates
Management reviews recurring issues and the effectiveness of reporting arrangements.
This policy is reviewed when changes in our operations or applicable requirements make a review necessary. Any revised version is published here with an updated date.
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), is committed to conducting business honestly, fairly and transparently. We do not tolerate bribery or corruption, even where refusing an improper request may result in lost business. This policy applies to our directors, employees and anyone acting on our behalf. Suppliers, contractors, agents and business partners are expected to uphold equivalent standards in their dealings with BUTLER.
Everyone covered by this policy must comply with Singapore’s Prevention of Corruption Act 1960 and other applicable anti-corruption laws wherever we operate. Arranging an improper benefit through an agent or another third party is also prohibited.
2. Policy standards
Prohibited conduct
No person may offer, promise, give, request, agree to receive or accept a benefit intended to improperly influence a decision, secure an unfair advantage or reward improper conduct. An improper benefit may take many forms, including money, gifts, hospitality, services, employment, discounts or other advantages. It need not involve cash or be paid directly to the person making the decision.
Prohibited conduct includes kickbacks, secret commissions, payments for confidential information, improper benefits linked to procurement or recruitment, and facilitation payments to speed up routine official actions. Small amounts, local custom or management approval do not make an improper benefit acceptable. Legitimate official fees must be paid through authorised channels and supported by receipts.
Gifts and hospitality
Business gifts and hospitality may be offered or accepted only when they have a legitimate business purpose, are reasonable and proportionate, and do not influence or appear to influence a decision. Written approval from an authorised manager who is independent of the matter is required before offering or accepting them. The approval must record the parties, purpose, estimated value and any relevant pending decision.
Cash, cash equivalents such as vouchers, personal loans and secret payments must not be offered or accepted as business gifts. Gifts or hospitality connected with an active tender, supplier selection, contract award or regulatory decision must be declined. Any proposed benefit involving a public official also requires review by the Policy Officer and must comply with the recipient organisation’s rules and applicable law.
Assess repeated benefits together, taking account of their total value and frequency. Splitting gifts or payments to avoid scrutiny or approval is prohibited. If an unsolicited item arrives before approval can be obtained, declare it promptly and do not use, retain or distribute it until an authorised decision has been recorded.
Voluntary client tips
Employees must not solicit tips or link them to preferential treatment, service quality or access to services. A modest, voluntary client tip offered after completed service may be retained only after it has been declared to an authorised manager and written approval has been recorded. Tips must not disguise a bribe, commission or other improper payment. Where there is doubt about the purpose or amount, decline the tip and seek guidance.
Conflicts of interest
Directors and employees must disclose actual, potential or reasonably perceived conflicts as soon as they become aware of them and before taking part in the relevant decision. Examples include a financial interest in a supplier, a family or close personal relationship with a candidate or contractor, outside work that conflicts with BUTLER duties, or using company information or opportunities for personal benefit.
Payments and business partners
Fees and commissions must reflect genuine, documented services and be paid to the authorised contracting party. Undisclosed referral benefits, fictitious services and unexplained payments to unrelated parties are prohibited. Donations or sponsorships using BUTLER funds require independent written approval and must never be used to obtain an improper business advantage.
Consequences of a breach
Breaches may result in disciplinary action, including dismissal, termination of a business relationship or referral to the relevant authorities, subject to applicable law and a fair assessment of the circumstances.
3. Responsibilities and procedures
Safety under threat
If a demand involves an immediate threat to personal safety, prioritise safety and report the circumstances to the Policy Officer as soon as it is safe to do so. This does not authorise facilitation payments.
Managing conflicts
Make disclosures to the Policy Officer or an uninvolved authorised manager, explaining the interest or relationship and the decision it may affect. The person concerned must step back from the decision until the conflict has been assessed and safeguards documented. Safeguards may include independent review, reassignment or exclusion from the transaction. Nobody may approve their own gift, tip or conflict. A matter must be escalated to an uninvolved director where the usual approver is conflicted.
Checks on business partners
Those appointing suppliers or intermediaries must carry out checks proportionate to the corruption risk, document the legitimate work to be performed, and communicate our anti-corruption expectations. Relevant contracts must include appropriate anti-corruption obligations.
Records and accountability
Business transactions, gift and hospitality requests, tips, conflict disclosures and their decisions must be recorded accurately with supporting documents. False invoices, misleading descriptions and concealed or off-book arrangements are prohibited.
The Policy Officer is responsible for maintaining the relevant registers and overseeing this policy. Managers must apply approval controls, address reported concerns and communicate these requirements to their teams. BUTLER will provide appropriate guidance and training and review the operation of these controls.
4. Questions, concerns and reporting
Report suspected bribery, corruption or an undisclosed conflict promptly to the designated Policy Officer at poondq@getbutler.com. Include the events, people involved and relevant documents where available, and preserve evidence. You do not need proof to raise an honest concern. Describe what you know, distinguish facts from suspicions and avoid obtaining evidence unlawfully.
If the concern involves the Policy Officer, contact an uninvolved director or Human Resources at HR@getbutler.com and request independent handling. Anyone may also report suspected corruption directly through CPIB’s official reporting channel, without obtaining BUTLER’s permission.
BUTLER prohibits retaliation against anyone who raises a concern honestly, assists an investigation or refuses to participate in improper conduct. Reports will be assessed fairly and handled on a need-to-know basis, subject to investigation and legal disclosure requirements. A concern that is not substantiated is not, by itself, a false report. Anyone implicated in a report must not control its investigation.
5. Review and updates
The Policy Officer will coordinate a review of this policy at least annually and when material changes in our operations or applicable requirements occur.
This policy is reviewed when changes in our operations or applicable requirements make a review necessary. Any revised version is published here with an updated date.
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), seeks business relationships founded on honesty, respect, integrity and responsible conduct. We may choose to forgo a commercial opportunity to uphold these standards.
2. Policy standards
Business acceptance
We reserve the right to decline a new enquiry, quotation, booking or business relationship where credible information indicates that the conduct or business practices involved are materially inconsistent with these standards, or present an unacceptable risk to people, property or our lawful operations. We may also suspend or end an existing engagement, subject to its agreement and applicable law.
Relevant conduct
Examples include abusive, threatening or harassing behaviour; fraud, bribery or other unlawful conduct; exploitation or unethical business practices supported by credible information; unsafe demands; requests to conceal misconduct or misuse confidential information; and persistent bad-faith dealings, including deliberate evasion of agreed obligations.
Good-faith complaints and legal rights
Raising a genuine complaint, disputing an invoice in good faith, reporting misconduct or exercising a legal right is not, by itself, a reason to refuse service.
3. Responsibilities and procedures
Assessing a concern
Decisions must be based on relevant conduct, credible information and legitimate business considerations, rather than personal prejudice or unsubstantiated allegations. An uninvolved authorised manager should review a material concern and record the reasons for the decision. We will consider appropriate clarification where practicable and treat the parties fairly.
Existing engagements
Suspending or ending an existing engagement must follow the agreement and applicable law, including relevant notice, payment and refund obligations. Immediate protective action may be taken where necessary to address danger, unlawful conduct or a serious security risk, subject to those obligations.
Where lawful and appropriate, we will explain the decision, the next steps and how payments and services not delivered will be accounted for.
4. Questions, concerns and reporting
Questions or requests for review can be sent to hello@getbutler.com; concerns involving misconduct may also be raised through our Whistleblowing and Complaints policy.
5. Review and updates
This policy is reviewed when changes in our operations or applicable requirements make a review necessary. Any revised version is published here with an updated date.
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), provides authorised employment references through Human Resources. The purpose is to give verified prospective employers fair, accurate and relevant information while protecting former employees’ privacy.
2. Policy standards
Authorisation
As a matter of BUTLER policy, we require explicit authorisation before providing a routine employment reference. A disclosure required or otherwise lawfully made for an investigation or another legal purpose is handled separately under applicable law.
Information we may provide
A routine reference may confirm documented employment dates, role and relevant responsibilities. Information about qualifications, job performance or conduct is provided only within the authorised scope and where supported by records or an appropriately identified assessment.
References must be honest, fair and relevant to the purpose. Opinions must be distinguished from verified facts. We do not present unsubstantiated allegations as established findings, or include personal characteristics and private information unrelated to the role. Salary or other additional information is not routinely disclosed without specific authorisation and an appropriate purpose.
3. Responsibilities and procedures
Verification
We verify the requesting representative’s identity and authority using proportionate checks before releasing information. Do not send identity documents or unnecessary sensitive information through a general enquiry; Human Resources will explain any verification information that is genuinely needed.
Authorised representatives
Only Human Resources or another specifically authorised representative may provide an official BUTLER reference. Staff must refer external requests to Human Resources. A personal reference from a colleague must be clearly identified as personal and must not purport to speak on BUTLER’s behalf or disclose confidential company information.
Timing and confidentiality
Please allow a minimum of two business days after we receive a complete request and sufficient authorisation for processing. We aim to respond promptly, but verification, missing information or record checks may require longer. We will explain any material delay where practicable.
Information is provided through an appropriate channel to the verified recipient for the stated purpose. Requests, authorisations, responses and relevant supporting records are handled with restricted access and retained only for legitimate legal or business needs.
4. Questions, concerns and reporting
Requesting a reference
Send requests to HR@getbutler.com. Include the former employee’s name, the prospective employer and requesting representative, the purpose and information sought, and the former employee’s written authorisation identifying the intended recipient and scope.
Access, corrections and concerns
A former employee may request a copy of a reference we have provided and ask us to correct factual errors. Requests are assessed under our Privacy Policy and applicable law, including exceptions for evaluative material, third-party information and other protected information. A request does not create an unconditional entitlement to all confidential assessments.
Where information is inaccurate, Human Resources will assess the evidence and make appropriate corrections or communicate them to relevant recipients as required. A disagreement with an honestly expressed assessment is considered fairly but does not automatically require an opinion to be changed. Contact HR@getbutler.com with questions or concerns.
5. Review and updates
This policy is reviewed when changes in our operations or applicable requirements make a review necessary. Any revised version is published here with an updated date.
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), uses professional reference checks to assess suitability for a role and support fair, consistent hiring decisions. Checks must be proportionate to the role, relevant to the selection criteria and handled with appropriate confidentiality.
2. Policy standards
Candidates selected for further consideration are asked to provide at least three professional references from people who directly supervised them in previous roles, where reasonably available. Candidates should obtain the referees’ agreement to be contacted and provide accurate professional contact details.
Where three supervisory references are unavailable, including for a first role, career break or an employer that will not provide references, Human Resources may agree suitable alternatives such as relevant project or training supervisors, structured interviews, work samples or skills assessments. An inability to provide three references does not, by itself, result in rejection.
We explain the purpose and scope of checks and obtain the candidate’s authorisation before contacting nominated referees. We do not contact a current employer without the candidate’s specific permission. Additional checks or referees require an appropriate purpose and further notice or authorisation where needed.
3. Responsibilities and procedures
Conducting checks
- Human Resources verifies the referee’s identity and professional relationship to the candidate using proportionate checks.
- A standard reference-check form is used to gather relevant information about employment, responsibilities, skills, performance, reliability and professional conduct.
- Questions are connected to the role and applied consistently. Unrelated personal characteristics, private matters and unnecessary sensitive information are excluded.
- Responses are recorded accurately, distinguishing documented facts, the referee’s opinions and matters that could not be verified.
- The hiring manager and Human Resources assess the results alongside other job-related evidence before making a decision.
Fair assessment
A reference is one source of information and must be considered in context. Conflicting accounts, unavailable references or an isolated adverse comment must not be treated automatically as conclusive evidence. Where material adverse information may affect a decision, we seek appropriate clarification and give the candidate a reasonable opportunity to address factual discrepancies, subject to confidentiality and legal requirements.
Selection decisions must follow our Equal Opportunities policy. Conflicts involving a candidate or referee must be declared and managed. Checks must not be used to obtain confidential information about another organisation or to justify discrimination.
Confidentiality and retention
Reference records are shared only with authorised people who need them for recruitment, relevant employment administration or a lawful investigation. Referees are informed of the purpose of the request; we do not promise absolute confidentiality where law or fair handling requires disclosure.
Reference-check records are normally retained for two years from completion of the recruitment process, then securely deleted or anonymised. A longer period requires a documented legal or business need, such as an ongoing dispute or investigation, and must be reviewed when that need ends. Necessary employment records may have a different retention period under our Privacy Policy.
4. Questions, concerns and reporting
Candidates and referees may raise a concern about accuracy, handling or the process by contacting HR@getbutler.com. Personal-data requests are handled under our Privacy Policy and applicable exceptions, including those for evaluative material. Requests do not create an unconditional right to confidential referee assessments.
5. Review and updates
This policy is reviewed when changes in our operations or applicable requirements make a review necessary. Any revised version is published here with an updated date.
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), operates getbutler.com. These Terms and Conditions govern use of the website and describe general principles for dealings with us. Website use and a paid service engagement are different activities; the accepted quotation, booking confirmation or service agreement identifies the contracting entity and the terms of a particular engagement.
By using the website, you agree to the website terms that apply to that use. Terms for a paid service must be provided and accepted through the relevant booking or contracting process. This page does not, by itself, confirm a booking or replace agreed service terms.
2. Policy standards
Enquiries and service scope
Submitting an enquiry or requesting a quotation does not guarantee availability or create a confirmed booking. An engagement is confirmed through the acceptance process stated in the relevant quotation or service terms. Check the scope, exclusions, schedule, charges and contracting entity before accepting.
Service-specific terms govern their subject matter if they differ from these general website terms, subject to applicable law. Additional work, a material scope change or a price change for a confirmed engagement requires agreement or another lawful basis; it must not be imposed merely by updating this page.
Prices and agreed charges
Prices and quotations must include unavoidable charges and applicable taxes in the total price where they can reasonably be calculated in advance. Otherwise, the existence and basis of those charges must be disclosed clearly and prominently alongside the price. Optional work or add-ons require the client’s agreement.
Payment arrangements, deposits, renewal terms, cancellation or rescheduling charges, and refund conditions must be disclosed before the relevant engagement is accepted. This page does not create a cancellation fee, non-refundable deposit or automatic renewal that was not otherwise agreed.
Business acceptance
BUTLER may decline new business or suspend or end an existing engagement in accordance with our Right to Decline or Discontinue Business policy on this page. Decisions must be fair, based on relevant conduct and credible information, and consistent with the agreement and applicable law, including any notice, payment and refund obligations.
Lawful and respectful use
Use the website and our services lawfully and respectfully. Do not impersonate another person, submit false or misleading information, attempt unauthorised access, introduce malicious software, misuse personal data or interfere with the website or another person’s rights.
Clients must have authority to request the work and provide agreed access, instructions and relevant safety information. Staff must not be asked to perform work that is unlawful, unsafe, outside the agreed scope or beyond their competence.
Intellectual property and external services
BUTLER and its licensors own or license the website’s original content, branding and functionality. You may view it and use it for legitimate enquiries and engagement with BUTLER. Reproduction or commercial exploitation requires permission unless allowed by law or an applicable licence.
Links and embedded services may be operated by third parties. Review their terms and privacy notices before using them. We do not control independent third-party services; this does not remove any responsibility we have for our own representations, contractual obligations or handling of personal data. Our Privacy Policy explains our data practices.
Liability and governing law
Any exclusion or limitation of responsibility applies only to the extent permitted by law. Nothing in these terms excludes or limits a liability, duty or right that cannot lawfully be excluded or limited.
These terms are governed by Singapore law, subject to mandatory legal protections that apply to the relevant relationship.
If a provision is unenforceable, the remaining provisions continue to the extent permitted by law. Failure to enforce a provision on one occasion does not waive the right to enforce it later.
3. Responsibilities and procedures
Accounts and security
If an account is available, provide accurate information and keep it up to date. Protect your credentials and notify us promptly of suspected unauthorised access. We may take proportionate protective action when an account or the website is at risk.
Responsibility for unauthorised activity is assessed under the facts, applicable agreement and law. These terms do not make you automatically liable for every action taken by another person merely because your account credentials were used.
Website availability and suspension
We use reasonable efforts to maintain the website and keep information accurate. Availability can be affected by maintenance, technical faults or events beyond our reasonable control. The website is provided on an as-available basis; this statement does not reduce the standard or remedies applying to a separately agreed paid service.
We may restrict website access or suspend an account to address a material breach, abuse, unlawful use or a security risk. Where appropriate, we will explain the reason and the steps available to resolve it. Any action affecting an existing service remains subject to its agreement and applicable law.
4. Questions, concerns and reporting
Service concerns and remedies
For cancellation, failed access, delay, service issues or a refund request, contact hello@getbutler.com. We assess the request under the applicable agreement and law. Agreed charges or claims must be supported by the relevant terms and circumstances. Nothing in these terms removes a statutory remedy or permits an unfair trading practice.
Disputes and questions
Contact hello@getbutler.com to seek resolution of a concern. You remain free to use an available complaint, regulatory or legal process.
Questions can be sent to hello@getbutler.com or through our contact page.
5. Review and updates
We may update these website terms and publish the revised version and date here. For material changes, we will endeavour to give at least 30 days’ notice before they take effect. Updating website terms does not retrospectively change an existing service agreement or replace any required notice or acceptance.
Last updated: 4 October 2026
1. Purpose and scope
BUTLERINSUITS PTE LTD, trading as BUTLER® (“BUTLER”, “we”, “us” or “our”), is the operator identified in this policy. This notice explains how we handle personal data when you visit getbutler.com, contact us, engage our services, or use a BUTLER application that links to this policy.
Personal data means information that identifies you, either on its own or together with other information we hold or can access. We handle personal data in accordance with Singapore’s Personal Data Protection Act 2012 (PDPA) and other laws that apply to the relevant activity.
A particular BUTLER group company, service or application may provide an additional privacy notice identifying the responsible entity and its specific practices. Read that notice alongside this policy.
This notice is reproduced from BUTLER’s standalone Privacy Policy, which is the primary location for the current privacy notice and contact information.
2. Policy standards
Personal data collected
The information we collect depends on your relationship with us and the service you request. It may include:
- Contact and identity details: your name, email address, telephone number, organisation and correspondence or service address.
- Service and property information: booking details, property information, service preferences, authorised contacts and access instructions needed to fulfil your request.
- Communications: enquiries, correspondence, feedback, complaints and documents or photographs you choose to provide.
- Billing and transaction records: invoice details, payment status and transaction references. Payment providers also process information under their own notices.
- Recruitment information: your CV, qualifications, employment history and references if you apply for a role. Additional recruitment notices may apply.
- Technical and usage information: IP address, browser and device details, pages visited, referral information, timestamps, cookie identifiers and interactions with our website or app.
Please provide only information relevant to your request. Do not send full payment card details, identity documents, health information or home access credentials through a general enquiry unless we have explained why they are needed and how to provide them securely.
Purposes of use
We use personal data for purposes relevant to our relationship with you, including to:
- Respond to enquiries, prepare quotations and communicate about your requests.
- Arrange, deliver and administer services, bookings and any account you hold with us.
- Coordinate authorised staff, contractors and other parties involved in providing your service.
- Process billing, payments and refunds, and maintain transaction records.
- Manage feedback, complaints, service quality and disputes.
- Assess job applications and conduct relevant checks for recruitment.
- Maintain and improve our digital services, measure usage and campaign performance, and protect against fraud, abuse and security incidents.
- Send relevant marketing communications where consent or another lawful basis permits this.
- Meet legal and regulatory duties and establish, exercise or defend legal rights.
If we intend to use your information for a new purpose, we will explain that purpose and obtain further consent where required.
Consent and marketing choices
We request your consent where required by law. In some situations, the PDPA permits deemed consent or collection, use or disclosure without consent, subject to its conditions. This policy is a privacy notice; it does not, by itself, provide consent to every use described here.
You may withdraw consent with reasonable notice by contacting us. We will explain the likely consequences and stop the relevant collection, use or disclosure unless the law permits or requires it to continue. If information is necessary to provide a service, withdrawal may affect our ability to provide that service.
To stop marketing emails, use the unsubscribe link where provided or contact us. For marketing calls or messages, tell us through the same channel or contact our team. We apply the Singapore Do Not Call rules where relevant and will stop marketing to your Singapore telephone number within 21 days of receiving an opt-out request. Necessary service, billing and legal notices may still be sent.
Sharing personal data
We may disclose relevant information to the following recipients for the purposes explained in this policy, with consent where required or as otherwise permitted by law:
- Service teams and providers: authorised staff, contractors and suppliers involved in delivering your requested service.
- Technology and operational providers: hosting, cloud storage, communications, customer support, payment, analytics and advertising providers. Online tracking is explained below.
- Relevant BUTLER group entities: where needed to handle your request or coordinate a service you engage.
- Professional advisers and authorities: legal, accounting and insurance advisers, regulators, law enforcement or other parties where required or permitted by law.
- Business transaction parties: where necessary for a proposed or completed restructuring, merger or transfer of business, subject to applicable law and appropriate confidentiality safeguards.
Disclosure is limited to information relevant to the purpose. Providers processing personal data on our behalf are required to protect it and use it for the agreed purposes. Providers acting independently, such as payment or social media platforms, explain their own practices in their privacy notices.
Overseas transfers
Some service providers or systems may process or store personal data outside Singapore. Where we transfer personal data overseas, we take steps required by the PDPA to ensure a standard of protection comparable to that under the PDPA, including appropriate contractual safeguards or another permitted transfer arrangement.
You may contact us for information about the overseas processing relevant to your relationship with us.
Children and external services
Our general website and enquiry channels are intended for adults. Where a service involves a child, information should be provided by a parent, guardian or another appropriately authorised person, with any required consent and a relevant service-specific notice. Please share only the information needed for that service.
If you believe a child has provided information without appropriate authorisation, contact us so we can assess the situation and take appropriate steps.
Links, embedded content and third-party platforms may lead to services operated independently of BUTLER. Review their privacy notices before sharing information with them. This policy does not replace those notices or remove our responsibility for data we handle.
3. Responsibilities and procedures
Collection channels
We collect information directly from you through our website, forms, applications, email, telephone, messaging channels and service interactions. Technical information may also be collected through server logs, cookies and similar technologies.
Where relevant, we may receive information from an authorised representative, property owner or manager, business partner, recruitment referee or service provider, where they are permitted to share it with us.
If you provide another person’s information, please ensure you are authorised to do so and make them aware of this policy. We collect and use information only to the extent reasonably needed for the relevant purpose.
Cookies and online technologies
Our website uses cookies, pixels, tags and similar technologies. These can process information such as your IP address, browser or device identifiers and interactions with pages. Some support website functions, language preferences and security; others support audience measurement, advertising and campaign attribution.
Google tags and Meta/Facebook tracking tools are used on our website. These providers may receive information about your visit and combine it with information they hold under their own policies. See Google’s Privacy Policy and Meta’s Privacy Policy.
Your controls: use your browser’s settings to delete or block cookies and restrict third-party tracking, and review the privacy and advertising controls offered by the relevant provider. Blocking cookies can affect some website features. Cookie controls do not necessarily prevent every type of pixel, tag or server-side processing, and settings may need to be applied separately on each browser and device.
Contact us if you need help understanding tracking or withdrawing consent. Where consent is legally required for a particular tracking activity, that requirement applies separately from this notice.
Applications and permissions
If a BUTLER application links to this policy, it may also provide a feature-specific notice. Where a feature requests a device permission, such as location, camera or notifications, review the explanation shown in the application before choosing whether to allow it.
You can manage permissions and notifications in your device settings. Disabling a permission may affect the feature that needs it. An app store, social sign-in service or payment platform may separately process information under its own privacy policy.
Retention
We retain personal data only for as long as it is needed for the purpose for which it was collected or for a legal or business purpose. The relevant period depends on the record, our relationship with you, applicable accounting or regulatory requirements, and any ongoing dispute or investigation.
When there is no longer a legal or business need to retain identifiable data, we delete, securely dispose of or anonymise it. Backup copies may remain until the relevant backup cycle expires. Closing an account or withdrawing consent does not automatically remove records we are legally required or otherwise permitted to retain.
Security and data breaches
We use reasonable organisational, technical and physical safeguards appropriate to the personal data and risks involved. These include restricting access to authorised persons and requiring appropriate protection from providers that process data on our behalf.
No system or transmission method is completely secure. Please protect your account credentials and contact us promptly if you suspect unauthorised access or another issue involving your information.
If a personal data breach occurs, we assess it, take appropriate response measures and notify the Personal Data Protection Commission and affected individuals where the PDPA requires notification.
4. Questions, concerns and reporting
You can contact us to:
- Request access to personal data in our possession or control, and information about how it has been used or disclosed during the preceding 12 months, subject to PDPA exceptions.
- Request correction of an error or omission in your personal data.
- Withdraw consent for a particular collection, use or disclosure, or opt out of marketing.
- Request account closure or a deletion review. We will consider what can be removed, taking account of applicable retention requirements.
- Raise a concern or complaint about how we handle your information.
Write to hello@getbutler.com, for the attention of the Data Protection Officer. Describe your request and provide a way for us to contact you. We may need proportionate information to verify your identity or an authorised representative’s authority; please do not send identity documents unless we request them through an appropriate channel.
We respond to access requests as soon as reasonably possible and correction requests as soon as practicable. If we cannot complete an access or correction request within 30 days of receiving it, we will inform you in writing within that period when we expect to respond. A reasonable access fee may apply; we will explain it in advance. Where an exception prevents us from fulfilling a request, we will explain the outcome as permitted by law.
Please raise concerns with us first so we can investigate. You may also contact Singapore’s Personal Data Protection Commission. If another applicable law gives you additional rights, you may ask us about exercising them.
For the attention of the Data Protection Officer
BUTLERINSUITS PTE LTD (BUTLER®)
Email: hello@getbutler.com
Telephone: +65 3129 2133
Office: 808 French Road, #07-167 & #07-177, Singapore 200808
5. Review and updates
We may update this policy as our services, practices or legal requirements change. The revised version and its date will be published here. Where a change requires additional notice or consent, we will provide it as required; updating this page does not replace that obligation.
Last updated and effective: 4 October 2026.