Workplace Safety Culture: 5 Tips to Help Create and Maintain It

Achieve safety outcomes by reducing potential risks.

Workers in the maritime and oil & gas sectors have had some of the riskiest jobs for centuries. The mortality rate of workers on offshore platforms is disturbingly high. Although it has declined greatly over recent decades, these jobs continue to remain amongst the most hazardous of occupations.

While out at sea, even slippery, uneven, or cluttered vessel decks can lead to slip-and-fall accidents. Other common accidents include falling from elevated heights, exposure to harmful chemicals, fires and explosions, and more. As a result, workers can suffer devastating injuries, and even death.

This is where workplace safety culture comes in.

Creating a strong safety culture can protect and save many lives. By promoting a positive attitude toward safety, workers are more likely to follow the rules they know will keep them safe. Also, by encouraging employees to report hazards before they become injuries or even fatalities, you can avoid having any accidents occur in the first place.

To build a workplace safety culture, this article will help you understand the components of a strong safety culture, and 5 tips to help create and maintain it.

How do you define a good safety culture?

Personal protective equipment

A safety culture can be defined as an organisation’s shared values and beliefs that influence employee behavior. This includes people’s attitudes, thoughts, and behaviors about safety on a ship or in an oil and gas environment. It’s important because it can help prevent accidents from occurring—or at least mitigate their impact. A workplace with a positive safety culture will have procedures for ensuring adequate safety and preventing accidents and making sure that employees feel comfortable reporting problems or concerns.

Why is it important?

One of the reasons why it's important is because an effective safety culture leads to improved productivity

Here are three key reasons why a company’s safety culture is so important:

1. It prevents injuries and accidents from occurring

A successful safety culture helps create an environment where employees feel comfortable reporting issues on the job, leading to more timely fixes and preventative action. It also allows employees to feel empowered to make decisions about their safety and that of their coworkers.

2. An effective safety culture improves overall productivity

A strong safety culture ensures that a high standard is routinely expected for all safety processes. Therefore, the company is always prepared to deal with safety performance audits, reducing the time taken to prepare for compliance checks.

3. Better employee engagement

When you have established an effective safety culture, employees will require less supervision to adopt safe working habits. In addition, over time, employees feel more committed to preventing safety hazards as they are well aware of their participation and role in the workplace.

What are the 4 key components of a workplace safety culture?

Ensure employees follow safety rules and safety procedures

To create a workplace safety culture, these four key characteristics must be in place:

1. Your leaders are committed and invested in successful safety culture

Strong safety culture starts at the top. Your senior leadership team must set the tone by prioritising safety, factor it into bottom-line goals, and ensure their commitment is visible. The company must be willing to invest resources such as time, money, training, and personnel to achieve safety outcomes.

Senior management should also be actively involved in the safety programme activities alongside frontline employees. Leadership must be led by example, and all workers should have opportunities to be trained and certified. Here’s an example of how Total, a leading company in the oil and gas industry, set up a successful workplace safety culture by involving top management.

2. Your employees feel safe to speak up

All employees must feel comfortable reporting unsafe conditions. In addition, they should feel accountable for their own and their coworkers’ safety. To do so, the environment must be safe enough for them to provide suggestions for improvement without fear. Therefore, an efficient and effective communication system must be in place to support the organisation’s safety culture.

3. There are clear processes to identify & control hazards

A straightforward, proactive process to locate and repair workplace hazards is crucial to a safety culture. Start by performing a comprehensive safety assessment. Employees can also conduct a Job Safety Analysis (JSA) for individual tasks. This will help them perform JSA inspections routinely or whenever there is an equipment modification or procedure that could impact safety.

4. State safety goals, purpose, policies & procedures

Your safety programme should have a purpose and goals suited to your workplace. Once those are in place, you can design policies and procedures that reflect your organisation’s particular needs. They must be plainly expressed, in clear terms, and reviewed as necessary.

To ensure the safety culture is sustainable, everyone, from leadership to frontline workers, must remain informed. Ongoing education and training will also improve workplace safety. Even seasoned workers should undergo training, so they know how to make health and safety decisions, especially when new systems are introduced.

What are examples of a good safety culture?

Examples of good safety culture

So, you think your organisation’s safety training culture is insufficient, but you are unsure what makes a good safety culture. While there are many examples you can reference, here are three top signs that you are doing it right:

1. All employees demonstrate a working knowledge of health and safety topics

In great workplace safety cultures, all employees have a working knowledge of health and safety topics. In other words — they’re competent in safety practices. They are not afraid to report safety concerns and seek continuous improvement.

2. No competing priorities – safety comes first every time

Your organisation chooses safety every time when it comes to productivity versus safety. In some organisations, risk assessments are neglected as the company tries to increase production. This leads to unnecessary workplace injuries. If your company chooses safety first, even when it costs money, you have a good safety culture.

3. The organisation is willing to invest in health and safety

Safety slogans are excellent, but developing a winning safety culture requires resources. Safety concerns and potential hazards need to be addressed. Investing in safety so that necessary action is taken creates a positive safety culture.

5 Tips to Create and Maintain Safety Workplace Culture

Tip #1: Use a Control Of Work systemControl of work systems to improve safety culture

Control Of Work is a safety management system ensuring that hazardous job tasks, such as confined space entry or “hot work” like welding and brazing, do not happen unless and until the necessary authorities have reviewed and authorised them.

A system such as SOL-X Control Of Work System helps maintain safe workplace culture as all workflow tasks are streamlined and integrated into one software. All hazardous tasks can be reviewed and monitored seamlessly, which improves efficiency.

For example, our system has a fully integrated end-to-end mobile Permit To Work which is easy to use and encourages the workers to follow the correct procedures, increasing operational safety and compliance.

It also provides greater assurance that Control Of Work processes are observed. This enables Behavior-Based Safety as managers can access peripheral information such as the workers’ location and activity time stamps. Increased situational awareness of the job also motivates the workers to feel more accountable and engaged.

On top of that, SOL-X Control Of Work provides real-time data and continuously analyses high-risk operations through leading indicators and worker safety behavior. This further enhances visibility and promotes a safer workplace culture in dangerous work environments.

Tip #2: Empower workers to participate

Crew protect systems and smartwatch

Engaging every worker in enhancing workplace safety culture is essential because when you have a culture that makes employees feel valued, they are more likely to participate in creating and maintaining a safe environment.

The SOL-X Crew Protect System helps maintain safe workplace culture while encouraging positive behavior change. Through our SmartWatch, workers can proactively manage their health and well-being. For instance, workers are also empowered to take ownership of their broader health and activity levels. Timely notifications are sent to workers, advising them to hydrate and rest when possible. If feeling unwell, the individual is advised further to seek proper medical advice.

With the SmartWatch, when workers need assistance, they can also activate the Crew Assist function which alerts their supervisor and immediately provides the worker location and task details, speeding up response times.

Workers can also track their activities with the daily step goals feature in the wearable. This promotes healthy living, and the data can be used to measure and track the efficacy of Corporate Wellness programmes. The SmartWatch also allows workers to record and track their Work Rest hours conveniently. By managing working hours and workloads more effectively, the SOL-X SmartWatch reduces the risks of worker fatigue.

Tip #3: Enable employees’ access to critical information

Frontline workers face the most increased risk of injury at work. They spend much of their time on job sites outside the offices and rarely have computer access.

Organisations can improve safety by investing resources so that employees have instant access to necessary documentation and safety materials. Supervisors and safety representatives also need a way to send instant safety updates and alerts. To communicate this information, front-line workers should have access to designated offices or be equipped with mobile technologies such as mobile phones and smart devices. That way, information can be easily made available to them.

Tip #4: Appoint and support safety supervisors

Safety supervisors and representatives

Some organisations may benefit from appointing a health and safety representative because employees hesitate to voice their safety concerns with their direct supervisors. Doing so will empower employees to confidently discuss their safety concerns with representatives who can act as a trusted go-between for frontline employees and managers.

However, it is still the employer’s responsibility to support safety supervisors, allowing them to stay closely connected with employees. Such an appointment can ensure frontline workers feel that they can reach out to someone to report safety hazards.

Tip #5: Keep investing in safety training sessions

Not only does training hold workers accountable for their own safety, but it also gets employees together as a team to learn and practise new skills. Educational programmes are wonderful opportunities to foster a safety culture, whether conducted online or remotely. In addition, it gets participants out of a daily routine, and you can easily include lunch, guest speakers, or other exciting components that are related to your safety and wellness programme.

And because training is conducted regularly, safety remains at the forefront of everyone’s mind. Moreover, your employees will look forward to gatherings where they can engage with coworkers around safety topics.

Boost Your Workplace Safety Culture with SOL-X

SOL-X Workplace Safety Culture Solutions

To improve your company’s workplace safety culture, harness advanced IIoT technology from SOL-X. Our Control Of Work and Crew Protect systems can help you reduce safety incidents and promote safety in your workforce.

Contact us to learn how you kickstart a safety culture in your workplace today.

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Last Updated: 29 June 2022


Magellan X Pte. Ltd., its subsidiaries and affiliates (“Magellan X”, “we”, “our” and/or “us”), are committed to safeguarding the Personal Information of our customers, vendors and users (“User” and/or “you”) who visit our website (“Website”). This privacy policy (“Privacy Policy”) sets out the ways in we collect your Personal Information, the purposes for which we use it and the instances where we share it with other individuals and organisations. “Personal Information” means any information relating to an identified or identifiable individual.

If you are an existing customer or vendor of ours, or a representative of an existing customer or vendor of ours, further details about how we use your Personal Information are set out in your/your employer’s customer/vendor contract with us. We may provide further notices to you at the point we collect your Personal Information, which will highlight any further information relating to our use of that Personal Information and, where applicable, provide you with the ability to opt in or out of selected uses.

This Privacy Policy is intended to explain our privacy practices and covers the following areas:

  1. What Personal Information about you we may collect;
  2. How we may use your Personal Information;
  3. How we protect your Personal Information;
  4. Contacting us and your rights to access and update your Personal Information; and
  5. How changes to this Privacy Policy and the Cookie Policy will be made.

This Privacy Policy applies to the activities for which Magellan X is a “data controller” which means that Magellan X decides why and how Personal Information is processed. Magellan X may also process User’s Personal Information as a “data processor” in the context of the services we provide to our customers. When we process Personal Information on behalf of our customers, customers determine “why” and “how” the Personal Information is processed. To learn more about the processing of your Personal Information in this context, please refer to their respective privacy policies.

If you are based in the European Economic Area (“EEA”) or the United Kingdom (“UK”) during your interactions with us (other than solely for travel purposes), the laws in those countries require us to provide you with additional information about our processing activities. We have included this information in the European Appendix.

1. Personal Information we may collect about you

We will collect and process all or some of the following Personal Information about you:

1.1 Personal Information you provide to us ► Personal Information that you provide to us, such as when using the contact form on our Website, including your name, email address, other contact details;

1.2 Personal Information you provide when applying for a role at Magellan X► if you apply for a role at Magellan X through the Website, we may collect, where permitted by law and appropriate, your CV or résumé and contact details. We may also undertake criminal records or financial probity checks or other independent searches to assess your suitability for the position where permitted by, and in accordance with, applicable laws;

1.3 Our correspondence ► if you contact us, we will typically keep a record of that correspondence;

1.4  Your feedback ► we may ask you for feedback from time to time, that we use to help us to improve our service; and

1.5 Website and communication usage ► details of your visits to our Website and Personal Information collected through cookies and other tracking technologies including, but not limited to, your IP address and domain name, your browser version and operating system, information about your device, traffic data, location data, web logs and other communication data, and the resources that you access.

2. How We Use Your Personal Information

In this section, we set out the purposes for which we collect, process, store and use Personal Information described above:

2.1 To communicate effectively with you and conduct our business ► to conduct our business, including to respond to your queries, to otherwise communicate with you, or to carry out our obligations arising from any agreements entered into between you and us;

2.2 To assess your application for a role at Magellan X ► to assess your application prior to entering into an employment contract with us and pursuant to laws to which Magellan X is subject (e.g. in relation to equal opportunities). This processing is a necessary pre-condition of entering into any future contract with you and for Magellan X to fulfil its employment duties with respect to other employees and you (should you be employed by Magellan X). If you are unable to provide us with the Personal Information we request for this purpose, we may be unable to assess your appropriateness for the job applied for or to communicate with you.

2.3 To provide you with marketing materials ► to provide you with updates and offers, where you have chosen to receive these. We may also use your Personal Information for marketing our own products and services to you by post, email, and phone and, where required by law, we will ask for your consent at the time we collect your data to conduct any of these types of marketing.  We will provide an option to unsubscribe or opt-out of further communication on any electronic marketing communication sent to you or you may opt out by contacting us as set out in the “Contacting Us” Section 4.2 below.

2.4 For research and development purposes ► to analyse your Personal Information in order to better understand your and our clients’ business and marketing requirements, to better understand our business and develop our products and services;

2.5 To monitor certain activities ► to monitor queries and transactions to ensure service quality, compliance with procedures and to combat fraud;

2.6 To inform you of changes ► to notify you about changes to our services and products;

2.7 To ensure website content is relevant ► to ensure that content from our websites is presented in the most effective manner for you and for your device, which may include passing your data to business partners, suppliers and/or service providers;

2.8 To re-organise or make changes to our business ► in the event that we: (i) are subject to negotiations for the sale of our business or part thereof to a third party; (ii) are sold to a third party; or (iii) undergo a re-organisation, we may need to transfer some or all of your Personal Information to the relevant third party (or its advisors) as part of any due diligence process for the purpose of analysing any proposed sale or re-organisation. We may also need to transfer your Personal Information to that re-organised entity or third party after the sale or reorganisation for them to use for the same purposes as set out in this Privacy Policy.

2.9 In connection with legal or regulatory obligations ► We may process your Personal Information to comply with our regulatory requirements or dialogue with regulators as applicable which may include disclosing your Personal Information to third parties, the court service and/or regulators or law enforcement agencies in  connection  with  enquiries, proceedings or investigations by such parties anywhere in the world or where compelled to do so.  Where permitted, we will generally direct any such request to you or notify you before responding unless to do so would prejudice the prevention or detection of a crime.

3. Transmission, storage and security of your Personal Information

3.1 Security over the Internet

No data transmission over the Internet or website can be guaranteed to be secure from intrusion. However, we maintain commercially reasonable physical, electronic and procedural safeguards to protect your Personal Information in accordance with applicable privacy and data protection laws.

All Personal Information you provide to us is stored on our or our subcontractors’ secure servers and accessed and used subject to applicable security policies and standards.

3.2 Sharing Your Personal Information

We may disclose Personal Information for the purposes we explain in this notice to service providers, contractors, agents, advisors (e.g. legal, financial, business or other advisors) that perform activities on our behalf and to other third parties in connection with our legal and regulatory obligations (as described above).

Our Website may contain links to other third-party websites. If you follow a link to any of those third-party websites, please note that they have their own privacy policies and that we do not accept any responsibility or liability for their policies or processing of your Personal Information.  Please check these policies before you submit any Personal Information to such third-party websites.

3.3 Export to other countries

Your Personal Information may be accessed by staff or suppliers in, transferred to, and/or stored at, a destination outside the country in which you are located, whose data protection laws may be of a lower standard than those in your country. We will, in all circumstances, safeguard Personal Information as set out in this Privacy Policy.

3.4 Retention of Personal Information

Our retention periods for Personal Information are based on business needs and legal requirements. We retain Personal Information for as long as is necessary for the processing purpose(s) for which the Personal information was collected, and any other permissible, related purpose. For example, we may retain certain transaction details and correspondence until the time limit for claims arising from the transaction has expired, or to comply with regulatory requirements regarding the retention of such data. When Personal Information is no longer needed, we either irreversibly anonymise the data (and we may further retain and use the anonymised information) or securely destroy the data.

4. Your Rights and Contacting Us 

4.1 Updating Personal information

We will use reasonable endeavours to ensure that your Personal Information is accurate. In order to assist us with this, you may notify us of any changes to the Personal Information that you have provided to us by contacting us as set out in the “Contacting Us” Section 4.2 below.

4.2 Contacting Us

If you have any questions in relation to this Privacy Policy, please contact our data protection officer at or write to us at: 83 Clemenceau Avenue, #17-05/08, UE Square Singapore 239920.

4.3 Changes to our Privacy Policy

We may change the content of our Website and how we use your Personal Information from time to time. If we change this Privacy Policy, we will update the date it was last changed below.  If these changes are material, we will indicate this clearly on our Website.

European Appendix

The European Appendix to this Privacy Policy applies if you are based in the EEA or the UK during your interactions with us (other than solely for travel purposes) and Magellan X processes your Personal Information as a data controller.

It sets out the additional information that we are required to provide you under European data protection law (“EU DP Law”), including information about rights that you have in relation to your Personal Information that we handle.

Why we collect your data, and who we disclose it to

Under EU DP Law, we are required to inform you of the “lawful bases” on which we rely to process your Personal Information. Below we set out the purposes for which we collect and use Personal Information and the “lawful bases” that we use for each of the purposes mentioned in Section 2 of this Privacy Policy. You can find an explanation of each of the grounds relied on below:

EU Use Bases Table

Processing activity

Reference to Privacy Policy

Lawful bases

Purpose for which we collect and use personal information

To communicate effectively with you and conduct our business


–  contract performance

–  legitimate interests

(to enable us to perform our obligations and provide our services to you)

To assess your application for a role at Magellan X


–  contract performance

–  legal obligations

–  legitimate interests

(to enable us to fulfil our employment duties with respect to other employees and you (should you be employed by Magellan X))

To provide you with marketing materials about Magellan X’s products and services


–  consent

–  legitimate interest

(to keep you updated with news in relation to our products and services)

For research and development purposes


–  legitimate interests

(to allow us to improve our products and services)

To monitor certain activities


–  legal obligations

–  legal claims

–  legitimate interests

(to ensure that the quality and legality of our services)

To inform you of changes


–  legitimate interests

(to notify you about changes to our products and services)

To ensure website content is relevant


–  legitimate interests

(to allow us to provide you with the content and services on the websites)

To re-organise or make changes to our business


–  legitimate interests

(in order to allow us to change our business)

For compliance, including enforcing our rights, or as may be required by applicable laws and regulations or requested by any judicial process or governmental agency


–  legal obligations

–  legal claims

–  legitimate interests

(to defend, prosecute or make a claim against you, to cooperate with law enforcement and regulatory authorities)


Use Bases

These are the principal legal grounds that justify our use of your Personal Information:

Consent: where you have consented to our use of your Personal Information (you will have been presented with consent language in relation to any such use), You have the right to withdraw any consent you previously provided to us regarding the processing of your Personal Information, at any time and free of charge.  We will apply your preferences going forward and this will not affect the lawfulness of the processing before your consent withdrawal. You may withdraw your consent by contacting us as set out in Section 4.2 (Contacting Us) of this Privacy Policy.

Contract performance: where your Personal Information is necessary to enter into or perform our contract with you.

Legal obligation: where we need to use your Personal Information to comply with our legal obligations.

Legitimate interests: where we or a third party have a legitimate interest in using your Personal Information. We only rely on our or a third party’s legitimate interests to process your Personal Information when these interests are not overridden by your rights and interests.

Legal claims: where your information is necessary for us to defend, prosecute or make a claim against you, us or a third party.

Where applicable, we indicate whether and why you must provide us with your Personal Information, as well as the consequences of failing to do so. If you do not provide Personal Information when requested, you may not be able to benefit from our service if that information is necessary to provide you with it or if we are legally required to collect it.

Export outside the EEA

Your Personal Information may be accessed by staff or suppliers in, transferred to, and/or stored at, a destination outside the country in which you are located, including Singapore, whose data protection laws may be of a lower standard than those in your country. We will, in all circumstances, safeguard Personal Information as set out in this Privacy Policy.

Where we transfer Personal Information from inside the EEA to outside the EEA, we may be required to take specific additional measures to safeguard the relevant Personal Information. Certain countries outside the EEA have been approved by the European Commission as providing essentially equivalent protections to EEA data protection laws and therefore no additional safeguards are required to export Personal Information to these jurisdictions (please see the full list here: In countries which have not had these approvals, we will establish legal grounds justifying such transfer, such as EU Commission-approved model contractual clauses, or other legal grounds permitted by applicable legal requirements.

Please contact us as set out in Section 4.2 (Contacting Us) of this Privacy Policy if you would like to see a copy of the specific safeguards applied to the export of your Personal Information.

Your Additional Rights

If you have any questions in relation to our use of your Personal Information, you should first contact us as Section 4.2 (Contacting Us) of this Privacy Policy. Under EU DP Law, you may have the following additional rights in relation to your personal information to those set out in this Privacy Policy. Under certain conditions, you may have the right to require us to:

  • provide you with further details on the use we make of your information;
  • provide you with a copy of information that you have provided to us;
  • update any inaccuracies in the Personal Information we hold (please see Section 4.2 of this Privacy Policy);
  • delete any Personal Information the we no longer have a lawful ground to use;
  • where processing is based on consent, to withdraw your consent so that we stop that particular processing (please see Section 2.3 of this Privacy Policy in relation to marketing);
  • to ask us to transmit the Personal Information you have provided to us and we still hold about you to a third party electronically;
  • object to any processing based on the legitimate interests ground unless our reasons for undertaking that processing outweigh any prejudice to your data protection rights; and
  • restrict how we use your Personal Information whilst a complaint is being investigated.

Your exercise of these rights is subject to certain exemptions to safeguard the public interest (e.g. the prevention or detection of crime) and our interests (e.g. the maintenance of legal privilege).  If you exercise any of these rights, we will check your entitlement and respond in most cases within a month.

If you are not satisfied with our use of your Personal Information or our response to any exercise of these rights you have the right to lodge a complaint with a data protection regulator in your country of residence, place of work or where an incident took place.

Contacting Us

If you have queries about any part of this European Appendix, please contact us as set out in Section 4.2 (Contacting Us) of this Privacy Policy.

If after contacting us you do not feel that we have adequately addressed your concerns, you may contact the data protection regulator in your country (the EEA data protection regulators are listed here:

Last Updated: 29 June 2022


 1. Use of Cookies

By browsing or using the Magellan X Website (“Website”), you consent to our use of cookies to collect information on your Website usage data and improve your online experience when browsing or transacting using the Website.

A cookies is a small file placed on your computer’s hard drive that helps to analyse web traffic or let you know when you visit a particular site, and can include information about the way you use a website, your choice of internet browser, the type of device you are accessing from, and where you are in the world.  In particular:

  • Cookies allow web applications to tailor its operations to your needs, likes and dislikes by gathering and remembering information about your preferences, but a cookie does not give us access to your computer or any information about you, other than the data you choose to share with us.
  • Traffic log cookies enable us to identify which pages are being used and help us to analyse data about webpage traffic to tailor services to your needs.  The information is used for statistical analysis, and the data is removed from the system thereafter.

You can choose to accept or decline cookies in the course of browsing the Website.  Most web browsers automatically accept cookies, but you can usually modify your browser settings to decline cookies if you prefer.  However, this may prevent you from taking full advantage of the Website.

2. Contact

If you have any questions or comments about the Magellan X’s cookie policy, you can contact: