Brunei: BFB ID Card Registration

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Please see requirements for BFB ID Card Registration and visit to the SSO office on arrival to arrange for a BFB ID Card to be issued.

For further information please contact: BruneiGar-SpSvcs-HousingClk@mod.gov.uk

Brunei: Do you provide a service from home? Important Information...

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Brunei: Brunei - Empire Hotel - Resident's Empire Retreat - available until 05th January 2025

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For more information, please see The Empire

Tel: +673 241 8888

Email: res@theempirebrunei.com & info@theempirebrunei.com

Defence Medical Rehabilitation Centre (DMRC) resources signposting guide, 2024 ed

From DMRC and the ADVANCE (Armed Services ​​Trauma Rehabilitation Outcome) Study this is a list of charities and services which you, your family and friends may find useful. 

It is divided into sections for your ease of reference. The Contents Page will help you to find the sections relevant to your query/search and provides the relevant page number(s). 

The first section in the booklet lists key charities/organisations that can direct you to the relevant charity/service if you are unsure which charity/service may be the best for your needs/query. The subsequent sections are listed in alphabetical order. The index at the end of this booklet lists charities and services in alphabetical order together with their page number(s).​

Please click the link to read

https://www.advancestudydmrc.org.uk/wp-content/uploads/2024/06/Advance-SignpostingBooklet-June2024_website.pdf

MOD bullying, harassment and discrimination helpline

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You can also access support by visiting the Workplace Wellbeing Platform at MOD | (workplacewellbeing.com)

Brunei: Harassment and Bullying Policy including Grievances

1. Follow the links below. This document sets out the procedure to use when there is a complaint relating to the treatment of an employee. This should be read in conjunction with the Grievance Policy. JSP 763 - The MOD Bullying and Harassment Complaints Procedures should be followed for bullying, harassment and discrimination complaints.

a. Grievances

b. Harassment and Bullying Policy

2. The following are BFB Equality, Diversity and Inclusion Advisors (EDIAs):

a. BFB ED&I Lead - Capt Narbir Galami

b. BFB ED&I Advisor 1 - WO1 (GSM) Joshua Cato

c. BFB ED&I Advisor 2 - Sgt Nabin Shrestha

Brunei: Bullying Policy and Guidelines Policy and Legal Definitions

BULLYING POLICY AND GUIDELINES POLICY AND LEGAL DEFINITIONS 

Policy and Legal Definitions 

1. Bullying, harassment and unlawful discrimination (BHD) is never justifiable or acceptable in the Army. Those found guilty of unacceptable behaviour will be subject to administrative or disciplinary action in accordance with AGAI Vol 2 Ch 67 , the JSP 830 - Manual of Service Law and The Queen’s Regulations for the Army 1975 . Commanding Officers are entitled to initiate such action where there is evidence of wrongdoing, irrespective of whether a formal or informal complaint is made. Bullying covers unacceptable behaviour against an individual or group whether they are protected by the equality act (Race, Religion, belief or non-belief, Sex, Age, Disability, Sexual Orientation, Gender reassignment, Marriage & Civil Partnership, Pregnancy & Maternity), or not. For example, gender identity and gender expression, having red hair, speaking with an accent, having a different cap badge or being injured are not protected characteristics but can still be the basis for bullying for which the Army has zero tolerance. 

a. Bullying. Bullying has no legal definition but can be described in general terms as - “offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient’. The perception of bullying can differ from person to person”. 

b. Harassment. Harassment is defined as being unwanted conduct related to a protected characteristic which has the purpose or effect of violating the recipient’s dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment for the recipient. 

c. Protected Characteristics. All personnel must recognise that a number of personal characteristics are protected by law under the Equality Act 2010. It is noteworthy that all personnel have at least five of the protected characteristics listed below: 

(1) Race. 

(2) Religion or belief (including no belief). 

(3) Sex. 

(4) Age. 

(5) Disability. 

(6) Sexual Orientation. 

(7) Gender Reassignment. 

(8) Marriage & Civil Partnership. 

(9) Pregnancy & Maternity. 

d. Discrimination. In simple terms, unlawful discrimination occurs where, because of a protected characteristic: 

(1) A person is treated less favourably then someone else (direct discrimination). 

(2) A working condition or rule disadvantages one group of people more than another and that working condition or rule cannot be shown to be a proportionate means of achieving a legitimate aim (indirect discrimination). 

2. BHD must not be confused with the requirement and authority of the Chain of Command to issue legitimate orders and provide military discipline where appropriate. The difference between the two is something that a leader might need to explain to those under their command. 

Combating Bullying, Harassment and Discrimination 

3. Commanders and line managers at all levels, (Civil Servants Officers, Warrant Officers and all Non-Commissioned Officers) have a responsibility to ensure the protection of their subordinates from BHD. Any abuse of, or disregard to this responsibility amounts to neglect. 

4. All personnel are to be made aware of help that is available if they believe they are being subjected to bullying, harassment or discrimination or any other unacceptable behaviours. The range of help, advice and guidance includes the following: 

a. As a first step, personnel should speak to their immediate line manager or higher commander. If approaching the immediate Chain of Command is difficult or unsuitable, help can be sought in confidence from several other sources: 

b. The unit Diversity and Inclusion Adviser (D&I(A)) or Practitioner (D&I(P)). 

c. The unit Welfare Officer (UWO). 

d. The unit Padre or relevant World Faith Chaplain (Buddhist, Hindu, Jewish, Muslim and Sikh). 

e. Speak Out, the Army’s confidential BHD Helpline, Tel: 0306 770 4656 or 96770 4656, Email: Army-Speakout@mod.gov.uk, Mon-Fri 0830-1700. 

f. The Army Mediation Service, Tel: 0306 770 7691 or 96770 7691, Email: Army-Mediation-0Mailbox@mod.gov.uk . 

5. All personnel are entitled to consult the Service Complaints Ombudsman (SCO) directly if they believe that their complaint has not been handled correctly, or they feel unable to complain through their own unit: 

a. Telephone: 020 7877 3450 

b. Email: contact@scoaf.org.uk 

c. Website: https://www.scoaf.org.uk/ 

d. Twitter: @SCOAF_UK 

6. Where an individual wishes to make either a formal or informal complaint, advice on the complaints procedure is available from those listed above and detailed guidance is contained in JSP 831 - Redress of Individual Grievances: Service Complaints and JSP 763 - The MOD Bullying and Harassment Complaints Procedures. It is important to note that formal complaints must be submitted within 3 months of the last occasion when any alleged unacceptable behaviour took place. 

7. It is recognised that personnel will sometimes be treated differently to others either to account for specific needs of an individual (or group) or due to the needs of the Army. Treating people differently is perfectly acceptable if individuals are treated fairly and dealt with in a manner that is lawful and can be objectively justified. 

8. Fostering an aggressive spirit in soldiers is necessary to train them for operations and war. Soldiers must be self-reliant and robust, mentally and physically, and be capable of resisting pressure if they are to prevail in battle. Controlled aggression, self-sufficiency and strong leadership are very different to the use of intimidation or violence which characterise bullying. The difference between the two is clear: 

a. Positive encouragement in training develops individuals and groups and raises morale. 

b. Bullying is destructive to individual self-esteem and undermines unit morale and confidence in the Chain of Command. The effect of bullying on team cohesion and operational effectiveness is always destructive. 

Description and Examples of Bullying 

9. Bullying can exist between peers, be directed downwards to subordinates and upwards to seniors. Any abuse or misuse of power intended to undermine, humiliate, denigrate or injure the recipient is of concern and most damaging to the Army’s reputation. Initiation ceremonies come under the category of bullying and are not permitted. OFFICIAL OFFICIAL Page 7 of 13 

10. Bullies may attempt to make excuses for unacceptable behaviour and bullying, referring to incidents in terms such as; a personality clash, a strong or robust leadership style, an attitude problem or an autocratic management style. However, bullying can generally be recognised where the treatment of others cannot be objectively justified and by its effect which is always negative. 

11. Bullying may be sustained over time or may be a single act of intimidation. It can never be justified by claims that the result of the bullying behaviour was improved performance by an individual or a unit. Such claims might even be believed by those behaving unacceptably towards others, but the reality is that motivation, mutual trust and respect are diminished and ultimately replaced by fear. 

12. Examples of unacceptable behaviour include: 

a. The use of personal insults or labelling of individuals or groups with nicknames designed to undermine, humiliate or denigrate others. 

b. Unfair work allocation or exclusion from certain types of work. 

c. Unfair pressure about the speed and quality of work, for example, the use of double standards to ensure failure. 

d. Over-supervision and persistent criticism especially in front of subordinates. 

e. Blocking applications for leave or training without good reason. 

f. Use of physical force. 

g. Initiation ceremonies.

Description and Examples of Harassment 

13. Harassment may affect an individual's ability to perform their duties and, consequently, affect the performance, efficiency and safety of others. Harassment may take the form of persistent unwanted attention which continues after the recipient makes clear that he/she wants it to stop. However, a single incident can also constitute harassment, if sufficiently serious. 

14. Examples of unacceptable conduct amounting to harassment include: 

a. Unwelcome sexual or other attention in the form of physical or verbal conduct. 

b. Subjecting an individual to insults or ridicule because of a Protected Characteristic or other characteristic. 

c. Suggestions that sexual favours may further an individual's career or that refusal may hinder it. 

d. Unfair work allocation or exclusion from certain types of work based on stereotypes related to a Protected Characteristic. 

e. Other behaviour of a consistent and offensive nature involving physical conduct such as touching, patting, pinching or brushing against another's body. 

f. Circulating or displaying sexually explicit material where it is intended, or has the effect of causing offence to others, is likely to constitute sexual harassment. 

g. Direct or indirect exposure to language or action of a suggestive or sexual nature. 

h. The inclusion of stories or jokes and illustrative material in formal presentations or lectures that may cause offence in relation to a Protected Characteristic. 

i. Comments such as ‘there is no place for women/gays in the Army’ are classed as harassment. 

j. Excluding an individual from conversation or social occasions because of a Protected Characteristic. 

k. The use of unacceptable language, e.g. the casual use of racist, sexist, or derogatory homophobic, biphobic or transphobic terms, even if not directed at an individual, examples of this include use of words like “tranny”, “freak”, “bender”, etc. 

15. It should be noted that a claim that offence was not intended, is not a defence to a claim of harassment. The fact that other officers or soldiers have not objected to behaviour that the complainant finds offensive or objectionable is also not a defence. In addition, a person need not have one of the Protected Characteristics themselves in order to be offended or raise a claim of harassment. 

16. Victimisation. Victimisation generally means treating a person worse than others because they have made a complaint or allegation about something or somebody. Victimisation is unlawful and considered to be a very serious matter. Those found guilty of victimisation are likely to receive significant sanction either through administrative action or formal disciplinary action. 

17. False Allegations. False or malicious allegations of BHD or unacceptable behaviour is serious personal misconduct and offenders may be subject to administrative action or formal disciplinary action.

Tackling Sexual Offending in Defence - Strategy & Policy

Sexual Abuse and Sexual Exploitation is unacceptable. Defence considers this to be grounds for termination of employment (if you are a Civil Servant or a Contractor) and/ or the discharge from the Armed Forces. From 19 Nov 22 there is a presumption that anyone in the Armed Forces found to have behaved in a sexually unacceptable way will be discharged.

In July 22 JSP 769 Sexual Exploitation and Abuse was published and is relevant to anyone who is employed by Defence.

Defence and the Services are taking decisive steps to keep our people and the public safe, by introducing new policies and measures to tackle unacceptable sexual behaviour. The vast majority of personnel act professionally and uphold Defence’s high standards and strong values. Some fall short.

Everyone in Defence must know and understand the key information in the policy summaries to understand what unacceptable sexual behaviours are, and how you can challenge and report them.

Everyone should also understand that supporting victims and survivors is a Defence priority. Every allegation will receive prompt and efficient investigation, which may result in administrative, disciplinary, criminal action, or termination of employment and/or the discharge from the Armed Forces.

How to call it out

We must all call out behaviours that fall short of our high standards and strong values. Defence’s ‘Sexual Harassment: What You Need to Know’ booklet provides relevant guidance on how to do this.

Quick Links to documents that we MUST ALL now read (they are each a single page):
20220719_1-page summary_Sexual Exploitation and Abuse.pdf
​​​​​​​20220719_1-page summary_Zero Tolerance to Unacceptable Sexual Behaviour - A Victim-Survivor Focused Approach.pdf
20220719_1-page summary_Tackling Sexual Offending in Defence Strategy.pdf

​​​​​​​Additionally, all UK Armed Forces personnel, Regular and Reserve are required to read and understand: 2022DIN01-073-Zero Tolerance to Unacceptable Sexual Behaviour A Victim Survivor Focused Approach

Brunei: Sexual Offending and Unacceptable Sexual Behaviour

SEXUAL OFFENDING AND UNACCEPTABLE SEXUAL BEHAVIOUR 

1. Unacceptable Sexual Behaviour: With effect from 19 November 2022, the Army adopted a Zero Tolerance approach to Unacceptable Sexual Behaviour (USB) which means every allegation/complaint will be investigated promptly, thoroughly and efficiently. There is a presumption of discharge for anyone found to have behaved in a sexually unacceptable manner. The chain of command (CoC) are not permitted to investigate allegations about unacceptable sexual behaviour, unless the victim wishes to have their complaint dealt with through informal resolution; this is a specific process in AGAI 67 which results in minor rather than major admin action. Service Personnel wishing to raise an allegation/complaint of Unacceptable Sexual Behaviour have the following options:

a. Informal resolution: The CoC (min rank of Maj/OF3) must conduct a formal interview and where proven, award a Minor Admin Sanction of Formal Interview.

b. Report it to the CoC: The CoC will forward the allegation direct to the 2* Division, who will arrange for the incident to be investigated by an Independent Officer from another unit.

c. Report it through an independent body: SP who do not wish to raise an allegation through their CoC can email their complaint/allegation using the proforma at Annex F to AGAI 62 to the Unacceptable Behaviours Team (UB Team) multiuser account ArmySpeakOut@mod.gov.uk. The UB Team will forward the proforma to the respective 2* for independent investigation. The UB Team will not comment or advise on the allegation.

d. Service Complaint: If the victim believes seeks specific redress then they may use the existing Service Complaints procedure.

2. Sexual Offences: The Army has adopted a Zero Tolerance approach Sexual Offending, therefore Service Personnel who are convicted of a Sexual Offence in Civil or Military Court will be discharged from the Service.

Galop's support for LGBT+ people who have experienced abuse and violence

Galop support LGBT+ people who have experienced abuse and violence. Their website has a domestic abuse survivors' forum and a page devoted to domestic abuse in the context of the LGBT+ community, as well as several factsheets: Domestic abuse - Galop the LGBT+ anti-abuse charity - Galop.

Contact details:

• ​Website: https://galop.org.uk
• National Helpline for LGBT+ Victims and Survivors of Abuse and Violence: 0800 999 5428
• Email help@galop.org.uk

Career Pursuit CIC Launches 'Your Future' Magazine: Career Support for Young People in Military Families

Visit www.careerpursuit.co.uk/your-future-magazine to learn more about Your Future.

Career Pursuit CIC (Community Interest Company) Launches Your Future Magazine: Career Support for Young People in Military Families. To read please Click Here

Domestic Abuse - Help is at hand

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You're not alone - it's Euro 24...the charity Women's Aid has advised that domestic abuse can rise by as much as 38% after big games. Please help to spread the information in this poster because it may be really valuable to someone you know. 

Brunei: Spousal National Insurance Credits for Civilian Staff Working Overseas

Please note civilians are not covered under the Armed Forces Covenant, and are therefore not eligible for spousal NI credits, the same applies to all Civilian staff working for UK Governments overseas. It is purely for Armed Forces Personnel see: DWP and the Armed Forces Covenant.

Travelling To EU - Apply For A Free UK Global Health Insurance Card (GHIC)

The UK Global Health Insurance Card (GHIC) lets you get state healthcare in Europe at a reduced cost or sometimes for free.

If you have a UK European Health Insurance Card (EHIC) it will be valid until the expiry date on the card. Once it expires, you’ll need to apply for a GHIC to replace it.

To find out more and to apply. click HERE

GHIC and EHIC does not replace travel insurance.You will still need to obtain travel insurance prior travelling.

Defence Children Services, Education Advisory Team (UK) - School Place Offers & Appeal Advice

There are some key dates coming up for families who have children due to start primary or secondary school in September 2024.

Defence Children Services Education Advisory Team (UK) have prepared an Information Sheet, which offers advice to families about responding to the school places they have been offered for their children should it be needed. This guidance is relevant UK-wide.​

For further information please go to: https://www.gov.uk/government/groups/defence-children-services-dcs

Brunei: Leaving Brunei soon? Remember to hand back your BFBS TV Box

The BFBS Office is open from 0900-1700 Monday to Friday.

For any queries, please email: brunei@bfbs.com

Pathfinder - Jobs Newsletter for Service Leavers and Veterans

Pathfinder International magazine has been distributed by the Ministry of Defence to personnel leaving the Armed Forces each and every month since 1991 and is a vital source of information for resettling servicemen and women.

At Pathfinder International we work with a variety of employers to help ex servicemen and veterans find work.

Click here to search jobs online. 

Career Opportunities for the service leavers and veterans Click Here

‘Take Control Of Your Future’

Building Skills, Reaching Heights: Your Path to Scaffolding Success!

Scaffolding Training Available in Swansea at our Scaffolding Academy.

From Beginner to Advanced Level. Apprenticeships Available throughout the year.

Get on the path to become a fully qualified Scaffolder.

Visit our website: www.cwicscaffolding.academy

Phone: 01792 482022

Email: scaffolding.academy@uwtsd.ac.uk

Discount Code: PATHWAY10 for 10% Discount on our courses.

Pathfinder International Magazine - June 2024

The June 2024 Edition of Pathfinder International magazine is available now. To read please CLICK HERE.

The May 2024 Edition of Pathfinder International magazine is available now. To read please CLICK HERE.

The February & March 2024 Edition of Pathfinder International magazine is available now. To read please CLICK HERE.

The December 2023 & January 2024 Edition of Pathfinder International magazine is available now. To read please CLICK HERE.

Brunei: NAAFI Information - NAAFI Wagon

The NAAFI Wagon is currently in need of repairs, and we are working to get it back up and running as soon as possible. 

We will keep you all updated on when it is back on the road.

Army Welfare Service: Relationship Conflict Stress Awareness

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Guides for those bereaved by suicide in the Armed Forces community

Suicide Bereavement UK have developed a series of At Your Side guides for those bereaved by suicide in the Armed Forces community.

Three guides have been written by the bereaved for the bereaved:

• At Your Side guide for Veterans
• At Your Side guide for families
• At Your Side guide for Serving Personnel

Both the veteran and family guide were launched on the 17th April 2024. The Serving Personnel guide will be launched at the Suicide Bereavement UK Conference on 26 Sep 2024.

To view or download the guides, please visit: https://suicidebereavementuk.com/armedforces/​​

Togetherall: LGBTQIA+ Pride Month 2024

Happy Pride Month!

Togetherall offers inclusive mental health support regardless of sexual orientation or gender identity. Join their free, anonymous online community for peer support at togetherall.com

Army Library and Information Service (ALIS)

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ALIS. The role of the Army Library And Information Service (ALIS) is to provide information and resources in support of operations, education, training, life-long learning and welfare. To help support the professional development of military personnel in BFB, ALIS Online can still be accessed via Defence Gateway. ALIS Online is accessible by all serving British Army personnel both regular and reserve. It contains a searchable catalogue as well as electronic books, journal articles, audiobooks and links to podcasts. Electronic content can be accessed directly and hard copy books from the catalogue can be requested using BFPO to support professional development.

ALIS Online. Via Defence Gateway Application ALIS – ALIS Online

ALIS SharePoint. ALIS Locations Worldwide

Prince Consort's Library is a specialist military library, providing operational and intelligence support, information services, reference materials, information for Battlefield Studies, Staff Rides and general library support.

Services Central Library provides educational support for the Army and can provide resources for your personal and professional development, including languages, reading list materials and more.

ALIS Catalogue: the complete catalogue of all books, articles and other resources available in Army Library and Information Centres worldwide.

Free Request Service: search the online catalogue​ and click request. Items are sent directly to you wherever you are. Long loans available, no reservation fees or overdue charges.

Course Support: from GCSE to PhD; FS to ALDP ME; covering a wide range of subjects - logistics, management, driving resources, NEBOSH and more. Please contact SCL for more information.

News Updates: weekly news updates covering 37 countries. Sign up for weekly emails containing opinions, information and insight on current affairs. Please contact PCL for more information.

Country Information: information, resources and twice daily RSS feeds are available on current issues and topics for each region or country. Information packs can be compiled from open sources. These are available to units on demand for operational needs and are tailored to meet specific requirements. Please contact PCL for more information.

eResources: access to online resources such as Janes, Ebsco, Stratfor, news resources and access to subscription only websites. Please note: eResources are not available if you access ALIS Online via MODnet. Please use Defence Gateway. This service is only available to Army personnel, ​

Battlefield Studies and Staff Rides: PCL has a wealth of information relevant to Battlefield Studies and Staff Rides including Regimental Histories, Campaign Histories and Post-Exercise Reports (PXRs). Please contact PCL for more information.

Military Studies Library Service (MSLS): MSLS is a current awareness bulletin on military and international affairs. The complete MSLS database is available online through the ALIS Catalogue.

British Army Military Book of the Year (BAMBY):​ an annual competition to determine the best military book of the year, judged by a panel of Army personnel.

If you can't find what you are looking for, click the Ask a Librarian link and the library service staff will be happy to help. Alternatively, contact Services Central Library (SCL) for educational enquiries, Prince Consort's Library (PCL) for military enquiries or your local Army Library and Information Centre.

ALIS Membership. Access to our service is free to army personnel. Please read the Terms and Conditions of Membership. All other ALIS services (except ALIS Online) are​ also available to the wider Defence Community including:

- All military personnel and their families

- Employees of MOD agencies and their families

- UK based civilians and their families

- MOD civilians

Celebrating Fifty Years of The Gurkha Museum

This June, we celebrate fifty years of Gurkha heritage being protected and preserved under one roof, The Gurkha Museum has come a long way since its humble beginnings in a converted barrack block back in 1974 at Church Crookham. Now located in Winchester, the Museum is a popular destination for Gurkha heritage enthusiasts and attracts visitors from across the globe.

We are also proud to announce that this month, The Gurkha Museum has been granted Full Accreditation by Arts Council England for another five-year term. This achievement reaffirms our commitment to maintaining high standards in collections care and management. This accreditation opens up opportunities for grant applications to funding bodies, allowing us to proceed with Project Kaida fundraising without any collection-related concerns.

The Gurkha Museum’s early years (1972 – 1990)

Before the establishment of The Gurkha Museum, the responsibility of collecting artefacts and documenting the heritage of Gurkha units rested with each individual unit. During the peak of the Second World War, the Gurkha Brigade of the British Indian Army consisted of 130,000 soldiers. Even in the 1950s and 60s, the Brigade remained a formidable force with tens of thousands of soldiers. However, as British involvement in conflicts like the Malayan Emergency and the Borneo Confrontation came to an end, the Brigade of Gurkhas gradually reduced in size, raising concerns about preserving its rich history.

In 1969, serious discussions began regarding the creation of a museum dedicated to Gurkha heritage. After "much discussion and many frustrations", Brigadier Kent was finally granted the authority to establish the museum in 1972. Although the initial plan was to have the museum in its current location at Winchester's Peninsula Barracks, circumstances at the time made it impossible. Instead, a vacant block at Queen Elizabeth's Barracks in Church Crookham was designated as the temporary space.

Due to limited funding from the Ministry of Defence, a significant portion of the museum's finances came from the fundraising efforts of Gurkha battalions stationed in Hong Kong. Planning for the museum commenced immediately, and on 1 July 1972, Lady Tuite generously donated the museum's first artefact - Colonel Dundas' review order jacket from the 3rd Gurkha Rifles. Finally, on 21 June 1974, the museum was officially inaugurated by Field Marshal Harding.

Despite its small size and inconvenient location behind the wire of an active army barracks, the museum managed to attract some important visitors in its early days. Field Marshal Claude Auchinleck, former Commander-in-Chief of the British Indian Army during World War II, paid a visit in August 1974. Another notable visitor was Bhanbhagta Gurung, recipient of the Victoria Cross for his actions in Burma in 1945, who visited the museum in 1986.

By the late 1980s the museum had outgrown its space at Church Crookham barracks and, eventually, was able to move to its current location at Peninsula Barracks as originally planned.

Initial collection displayed in The Gurkha Museum

Explore the Museum’s inaugural guidebook showing the artefacts displayed in the first Gurkha Museum in Church Crookham, Hampshire. Today many of these historically and/or culturally significant artefacts remain on exhibit in the public galleries at the Museum in Winchester.

We would love to hear about your favourite item among the two floors of display cabinets. Additionally, we are eagerly seeking suggestions for items that deserve a prominent place in the redeveloped exhibits post Project Kaida. Share your thoughts with us.

Have a look at the guidebook HERE.

Check out all upcoming events HERE.

To visit The Gurkha Museum website, please click HERE.