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2 July 2022
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About Canford

An introduction to the Canford business, policies and brands.

Canford logo

The Canford Group

Canford is probably best known for its catalogue and website listing over 15,000 items aimed at those who use or install audio video and communications equipment. The sheer breadth of that target market has meant that Canford has had both the pleasure and responsibility of serving hundreds of thousands of clients since its formation in 1976.

From the earliest days those clients have ranged from major national broadcasters to one-man businesses and from remote island based customers to a surprising number of FTSE 100 companies. The expectations of those large organisations have meant that Canford has had to maintain a remarkably high standard of customer service and compliance since the beginning. Despite its growth over those years, Canford has always attempted to maintain a very personal approach to its customers and takes great care to maintain that ethos. Of course it is now possible to buy via the internet but if you want to call and talk, you will not be confronted by automated responses, only fellow humans!

Meet the team

Canford's 40th CelebrationsOur people make the difference, and together form the team who make Canford. Together we strive to design, develop and manufacture distinctive products, deliver great customer service, create industry leading technical publications and provide customers with unrivalled support… meet the team »

Manufacturing and distribution

At its inception Canford was a hybrid mix of manufacturing and distribution and this continues. No one competes in the scale and complexity of the Canford proposition which is why the business is successful in meeting customer needs in more than 90 countries. Even so, the team still regards itself as having all the characteristics of a small business in terms of the personal approach to their customers but having all the confidence of knowing that the brand offers the quality of product and after sales support of a mature and trusted organisation.

Canford – Not just a 'dealer'

From the outset, it was clear that Canford should not be ‘just another dealer’, but would draw on the operational and design background of its staff, to design and manufacture unique, problem solving products. Canford has never adopted a ‘me-too’ attitude to manufacturing, preferring to listen to the technical needs of the professional user and offer innovative, reliable, practical and cost effective solutions.

Mains panel switch

From humble beginnings offering specialist woodwork and studio acoustic tables, the manufacturing operation has grown both organically and by acquisition. Canford’s in-house manufacturing capabilities now encompass electrical and electronic equipment production, mechanical assembly, metal machining, sheet metal fabrication, finishing and powder coating. Over 85 staff on two sites are directly involved in manufacturing over 3000 products, which account 40% of the company’s turnover.

Where specialist or large-scale processes are required, long-term partnerships have been forged with leading European manufacturers to produce equipment and components of the highest quality. Canford original designs are usually completed in-house using state of the art CAD/CAM systems, to maintain a focus on the customers needs and to ensure that reliability and manufacturing efficiency is designed-in.

Manufactured in the UK

Canford Manufacturing – Washington UK
Canford manufacturing

The design and manufacturing division located at the Canford Group HQ in Washington, Tyne and Wear, was established in 1979. The products could be described as ‘widgets and glue’, or all those essential installation elements, cable assemblies, wired jackfields, adapters, interface boxes and format converters, cases, racking and flight cases, stageboxes and mounting plates, etc etc, without which a system would simply be a pile of expensive, inert boxes. Continual development of the range is driven by market needs and has recently been extended to include fibre optic termination capability.

Canford manufactured components bring a system to life.

Canford Manufacturing – Portland UK
Canford manufacturing

Established in 1999, following the acquisition of Swift Precision, the Canford Manufacturing plant on Portland continues to receive significant investment in machinery and staff. The facilities now include CAD design systems, CNC vertical machining centres, comprehensive CNC sheet metal fabrication equipment, a tool-making workshop, finishing machines and a powder coating suite.

The extensive standard range of connector and patch panels and rack hardware is produced here and having design and manufacture in house offers the flexibility to deliver customised products economically and quickly. The majority of the fabricated enclosures and machined panels used in Canford’s other products are also produced at this plant.

Company policies

A little information on some of the company wide policies in place at Canford. If you're looking for website policies, including our Privacy Policy, see the information centre.


ISO9001:2008 and UKAS

Customer satisfaction is paramount, so for Canford, ISO9001:2008 is not just a symbol on the letterhead, it is a framework that embodies the philosophy of quality and continual improvement on which the company is built. Canford has been an ISO9001 quality registered company since 1995 and every aspect of the business is driven by these principles. Teams drawn from all areas of the company undertake a rolling schedule of audits. In addition, a comprehensive external audit is carried out every six months by SGS, an IRCA and UKAS registered verification company.

Two-year guarantee

Two-year guarantee

The commitment to quality and reliability is demonstrated by the two-year guarantee on all Canford manufactured products. Reliability comes from attention to detail during the design and manufacturing processes and comprehensive testing of the finished product. Pride is taken in the virtually zero returns rate and it is a measure of the success of the manufacturing and distribution operation that Canford manufactured products are to be found in over 50 countries of the world (at the last count).



Canford is committed to ensuring that its products meet, or exceed, the requirements of all applicable European directives. These include electrical safety, electromagnetic compatibility standards (EMC) and environmental directives (RoHS and WEEE). The company operates a continuous programme of assessment and testing and where appropriate, products are CE and WEEE marked, as required by law.

Health and safety

The aim of the Company is to provide an environment which will ensure, so far as is reasonably practicable, the health and safety of Contractors, Customers, Visitors and the Public and to comply with all statutory provisions current from time to time for the health and safety of its employees while at work. In pursuing these aims the Company will take all reasonably practicable steps to provide and maintain safe premises, plant equipment and methods of work, and ensure that individuals use such premises, plant and equipment in a safe manner.

The Company will ensure that management will be actively involved in furthering the Company's aims regarding health and safety. This, together with fire and security, will be considered as priority items in their normal management functions.

The Company will provide adequate information, instruction and training to develop safe methods of work and will ensure that, in the planning, design and modification of premises, plant and equipment the health and safety aspects are fully considered and communicated. They will provide protective clothing and equipment where necessary and employees are required to use them. The Company will review and develop as required the procedures and controls needed to achieve the statutory standards for health, safety and welfare. It will also review as necessary, existing arrangements for encouraging the co-operation of its employees in all aspects of Health and Safety.

Application of the policy

Chief Executive Mr John Slider, is responsible for the implementation of the policy through the members of his Executive Team, and any other members of staff reporting directly to him. The primary responsibility for establishing and maintaining a safe place and safe methods of working rests with those members of the executive team in charge of Departments: similarly Departmental Managers and Supervisors within their sphere of influence are also required to:-

  1. Review the policy objectives outlined above to determine necessary action and act upon it.
  2. Ensure that personnel for whom they are responsible are adequately informed and instructed on safe working requirements and practices, including the appropriate use and transport of articles, materials and substances.
  3. Establish to the best of their abilities that other persons working on or visiting any of the Company establishments act in accordance with local safety requirements.
  4. Maintain the high standards of housekeeping essential to accident prevention.

The 1974 Health and Safety at Work Etc. Act sets out that 'it is the duty of each employee to take reasonable care for the health and safety of himself and other persons who may be affected by his acts or omissions at work' . The 1999 Management of Health and Safety at Work Regulations requires employees to inform their employer when there is a serious hazard or when the systems to deal with a serious hazard are defective. The Managing Director is concerned to obtain the co-operation and involvement of each employee to achieve the prevention of accidents and the avoidance of injury and risks to health.

Equal opportunities

In accordance with the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1996, it is the Company's policy not to discriminate on the grounds of sex, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status or disability.

All employees of Canford Group are responsible for ensuring that where decisions are made concerning individuals (e.g. employment, promotion, training, treatment, remuneration, hours etc.) there is no indication of:

  • Personal prejudices influencing decisions.
  • Indirect discrimination i.e. policies or practices having an adverse impact on women, ethnic minorities, people with disabilities or older workers.

The Human Resource Manager has the ultimate responsibility for ensuring that all employees follow the guidelines set out in the Policy.

The recruitment process

Advertisements will not contain any criteria, which can be seen to be discriminatory, or which exceeds the actual requirements of the job. All job descriptions and specifications should be clear, accurate and unbiased. Regardless of the methods of recruitment used (e.g. employment agencies, advertisements etc) the process must be fair to all potential applicants. In accordance with the Rehabilitation of Offenders Act 1974, candidates with spent convictions will be considered on their merits, as with any other applicant.


Members of staff conducting selection interviews have been briefed on interviewing techniques and are fully aware of the relevant areas of law. Care must be taken by the interviewer to avoid questions, which may be construed, as discriminatory and a clear record of the interview must be made.


Canford Group is committed to providing equal access to training and development for all employees, regardless of gender, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status, or disability. The provision of training shall not be subject to any unnecessary age restrictions. All employees who can benefit from a particular training course should be encouraged wherever practicable.


Appraisals, performance reviews and assessments of an employee potential shall be conducted totally without bias. All employees, but specifically those in a minority, should be encouraged (wherever practicable) to apply for suitable promotions.

Victimisation and harassment

Any complaints of victimisation or harassment will be dealt with seriously and will be viewed as serious offences under the Company disciplinary procedure.


Application forms will request details of sex, age, disability and ethnic origin. This data will be used solely for the purposes of monitoring equal opportunities.


Regular examination of the data and the effectiveness of the Policy shall be carried out. From time to time the Policy will be amended to account for changes in the law.

Environmental policy

  1. To ensure that the Company fulfils all its statutory responsibilities, and complies with the regulatory codes of practice using the best available techniques not entailing excessive cost to protect the environment from damage.
  2. To have a managed programme to achieve standards appropriate to each type of environment impairment and by periodically revising standards to produce an on-going improvement.
Programme will include
  1. The assessment of pollution risk associated with purchased materials and their methods of disposal.
  2. The monitoring of outputs to the environment.
  3. The selection and monitoring of processes with regard to the pollution risk of end products and by products.
  4. The re-cycling of waste products, both within the Company and via outside agencies.
  5. The incorporation of energy conservation as a management strategy to reduce costs and protect the environment.
  6. Co-operation with environmental agencies such as water and river authorities.
  7. The maintenance and improvement of the sites on which the Company operates.
  8. The communication of the policy to all employees to encourage their active participation.
  9. The means to monitor the application and effectiveness of the policy.
Panamic logo


Regarded as the leading microphone boompoles by both the film and TV industries, they have been used by such luminaries as Steven Spielberg and the late Stanley Kubrick in their productions.

Panamic was founded in 1972 by award winning sound recordist Colin Charles. The Panamic range was acquired by Canford in 2007 and continues to be hand crafted in the UK, using the highest quality carbon fibre, the same skilled personnel now at Canford's plant in Portland, Dorset. Panamic Boom Poles are distributed worldwide by a network of dealers to the centres of film and TV production, from Bollywood to Hollywood.

For more information on the Panamic product range please visit

Panamic boom pole
Tecpro logo


Canford acquired the established Technical Projects intercom range in 1986 and continue to manufacture the communication system, now known as Tecpro, at the factory in Washington, UK. The rugged two wire system is the industry standard in the UK theatre and live events markets.

In addition to being reliable, easy to use and cost effective, Tecpro is also well known for being very…. square and black! Tecpro has evolved and the introduction of the Series II builds on the trusted original design, incorporates many new features, has a new ergonomic feel and is backwards compatible with installed Tecpro systems.

More information on the Tecpro product range.

Tecpro Master Station
EMO Systems logo


Founded in 1973, the EMO reputation for reliability and audio fidelity was earned in professional studios and in touring and conference rigs worldwide. Rugged mains panels and sequential switching units, microphone splitters and direct injection boxes that withstand years of abuse on the road are in daily use by leading engineers and artists. Manufactured in the UK by Canford since 2000, simplicity of design and the highest quality components remains the philosophy behind the EMO range. Less is definitely more when reliability and longevity really matters.

More information on the EMO Systems product range.

EMO E325 Mic Splitter
NEAL logo


The leading provider of high integrity, custom-designed interview recording equipment.

NEAL recorders are in use with many law enforcement organisations in the UK in addition to law enforcement organisations in countries world-wide. Our products, whether used for investigation, disciplinary or interviews, provide a complete and evidential account of what has been said.


Originally NEAL manufactured cassette recorders for professional applications. This technology was developed into an unmatched range of secure audio recording and transcription systems for legal applications, particularly criminal evidence interviews. The NEAL reputation for quality, ease of operation and reliability makes it the preferred choice of many government agencies and large corporations worldwide.

Part of the Canford Group since 1996, the NEAL range still includes cassette based systems for those who value its simplicity but includes digital recorders and software systems for the recording of interviews, meetings, disciplinary hearings and for the subsequent transcription.

For more information on the NEAL product range please visit
or contact the NEAL Sales team on +44 (0)191 418 1199 and

NEAL CD interview recorder