How long will it take to dispatch my item?

It normally takes us 1-2 weeks to process and prepare your order, and up to 4 weeks for custom items. If you need your item quicker, please contact us and we’ll see what we can do.


When will my order be delivered?

Small orders (shorter than 45cm) are shipped by Royal Mail First Class and will be with you 1-3 working days from the dispatch date.

Larger orders (longer than 45cm) are handled by TNT and will be delivered 1-3 working days from the dispatch date.

Where do we ship?


We ship all over the world! Only UK shipping options are available on our website at the moment, so for everywhere else please get in touch and we’ll find a way to get your item to you.


Can I change my order?

Yes – as long as we haven’t sent your item yet and it’s not a custom piece, you can change your order as well as your contact and delivery details. Please contact us and we’ll talk you through your options.


Just so you know, for custom items only the contact and delivery details can be changed.


Can I cancel my order?

Yes – you can cancel your order no problem within 24hours after making it. Just contact us. If we’ve already dispatched your item, you’ll need to wait until it’s delivered and then return it.  Unfortunately we can’t accept cancellations or returns for custom items.


How do I return my item?

Just return any unused items to us in the original packaging within 14 days of arrival. Please get in touch and we’ll help you find the best way to send them - we recommend using a tracked delivery service. Once we’ve received your item, we’ll issue a full refund. The original delivery charge is non-refundable. Item made to size are not returnable(curtain poles, shelving).

All items bought during sales can ONLY be exchanged for another item or online/store credit within 14 days but not refunded. Online credit cannot be exchanged for cash refund at any point.



Our return address is:


ROAR Studio

15 St Mark's Rise
E8 2NL



My item arrived damaged

We take great care packing and shipping your orders and we hope everything will arrive in perfect condition. If there’s anything wrong with the item or any parts are missing, just let us know within 14 days and we’ll arrange a repair, replacement or return.


If the packaging seems in any way damaged on arrival, please take a photo if you can, or make a note of the damage, so we can take this up with the delivery provider.


How long will it take to get my refund?

Once we’ve received your item, we’ll refund you within 5-7 working days.

Diversity, equality and inclusion policy

Studio ROAR wants to be part of a furniture manufacturing industry that provides fair jobs and equal treatment for everyone. We respect human rights, promote inclusion and champion diversity throughout our supply chain − and call on others to do the same.

We aim to tackle gender imbalance in furniture making and introducing gender equality within this male orientated industry is part of our vision.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose

This policy’s purpose is to:
  1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:


  1. Oppose and avoid all forms of unlawful discrimination. This includes in:

Our commitments

The organisation commits to:

  1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

  2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

    This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

    All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

  3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

    Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

    Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

  4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

  5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

  6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

  7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

    Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

    Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employee representatives.

    Fair wage policy

Fair wages go beyond the statutory minimum wage set by governments.
We are London Living wage employer. Fair wages contribute to economic and social development for both workers and employers. Setting a fair wage takes an individual worker’s skills, experience, performance, and responsibility into consideration and means:

  • Workers work reasonable hours and are fairly paid for these hours, so they can meet the needs of their families and live good lives. 
  • Workers have the knowledge, freedom, and power to negotiate wages and working conditions. 
  • Employers have the knowledge, frameworks and support to operate and grow sustainably so they can provide stable, productive, and fair workplaces.