INTRODUCTION

• This Privacy Policy explains what we do with your personal data, whether we are in the process of helping you find a job, continuing our relationship with you once we have found you a role, providing you with an ancillary recruitment service, receiving a service from you, using your data to ask for your assistance in relation to one of our Candidates, or you are visiting our website.
• It describes how we collect, use and process your personal data, and how, in doing so, we comply with our legal obligations to you. Your privacy is important to us, and we are committed to protecting and safeguarding your data privacy rights.
• This Privacy Policy applies to the personal data of our Website Users, App Users, Candidates, Clients, Suppliers, and other people whom we may contact in order to find out more about our Candidates and staff.
• For the purpose of applicable data protection legislation (including but not limited to the General Data Protection Regulation  (Regulation (EU) 2016/679) (the “GDPR”), the company responsible for your personal data is Premier Jobs UK Limited (“Premier Jobs UK” or “us”).
• It is important to point out that we may amend this Privacy Policy from time to time. Please visit this page if you want to stay up to date, as we will post any changes here.
• This Privacy Policy applies in the UK and in Europe. Different countries may approach data privacy in slightly different ways. For job vacancies outside of Europe we will only process your data with your additional specific agreement for us to do so.
• Premier Jobs UK Recruitment Team – includes employees and interns engaged directly in the business of Premier Jobs UK as well as certain other independent contractors and consultants performing recruitment consultant services for Premier Jobs UK.
• Our Group companies include: Premier Jobs UK Ltd, Premier Advisers UK Ltd and IFA Acquisitions Ltd.

What kind of personal data do we collect?

• CANDIDATE DATA: To provide the best possible employment opportunities that are tailored to you, we need to process certain information about you. We only ask for details that will genuinely help us to help you, such as your name, contact details, education and professional qualifications, employment history including skillset and performance achievements, current remuneration and benefits arrangements, immigration status and “Right to Work”- national security number and passport, financial information (where our clients are required to carry out financial background checks), and of course you may choose to share other relevant information with us, including your reason for looking for a new role and your ambitions. Where appropriate and in accordance with employment laws, industry sector and employment agency requirements, we may also collect information related to your age, gender, health, marital status, diversity information, emergency and referee contacts, address verification such as a bank statement, utility bill or photo driving licence, hobbies and interest or details of any criminal convictions (if this is required for a “regulated financial services” role). We may store extra information that our clients or referees choose to tell us about you or we find out from other third-party sources such as job sites or LinkedIn. We may also store your IP address from accessing our website or App, including the dates, time, frequency and which services you have accessed. We may retain CCTV footage if you attend our premises.
• CLIENT DATA: If you are a Premier Jobs UK customer, we need to collect and use information about you, or individuals at your organisation, in the course of providing you services such as: (a) finding candidates who are the right fit for you or your organisation; and/or (b) notifying you of content published by Premier Jobs UK or our Group Companies, which is likely to be relevant and useful to you. We generally only need to have the contact details of the individual contacts at your organisation (such as their names, job title, telephone numbers and email / Skype addresses) to enable our relationship to run smoothly. We may hold information relating to your background of setting up or employment within your organisation, which will help promote a better understanding of your candidate proposition. We may also hold extra information that someone in your organisation has chosen to tell us, or from candidate feedback that they have chosen to share with us or we find out from other third-party sources such as your company website, Twitter or LinkedIn or through our Consultant’s business development activities generally. We may also store your IP address from accessing our website or App, including the dates, time, frequency and which services you have accessed. We may retain CCTV footage if you attend our premises.
• SUPPLIER DATA: We need a small amount of information from our Suppliers to ensure our relationship runs smoothly. We need contact details of relevant individuals at your organisation so that we can communicate with you. We also need other information such as your bank details so that we can pay for the services you provide (if this is part of the contractual arrangements between us). Suppliers also include independent contractors who perform recruitment consultant services to our candidates and clients on behalf of Premier Jobs UK. Premier Jobs UK requires our independent contractors to wholly uphold the relevant parts of this Privacy Policy when dealing with Candidates and Clients. We may retain CCTV footage if you attend our premises.
• CANDIDATE REFEREES: In order to provide Candidates or Staff with suitable employment opportunities we may be asked by our clients to collect Referee details. We only ask for very basic contact details and their relationship to the Candidate.
• EMERGENCY CONTACTS FOR STAFF: In order to assist our Staff in the case of an emergency we only ask for very basic contact details of their next of kin / relationship, so that we can get in touch with them, if required.
• WEBSITE / APP USERS: We collect a limited amount of data from our Website and App Users which we use to help us to improve your experience when using our website or App and to help us manage the services we provide. This includes information such as how you use our website or App, the frequency with which you access our website or App, and the times that our website or App is most popular. We collect your data automatically via cookies, in line with cookie settings in your browser. 

A number of elements of the personal data we collect from you are required to enable us to fulfil our contractual duties to you or to others. Depending on the type of personal data in question and the grounds on which we may be processing it, should you decline to provide us with such data, we may not be able to fulfil our contractual requirements or, in extreme cases, may not be able to continue with our relationship.

For details of the legal bases that we rely on to be able to use and process your personal data, please see below.

How do we collect your personal data?

• CANDIDATE DATA: There are two main ways in which we collect your personal data:

1.     Directly from you

a.     Entering your details on the Premier Jobs UK website and /or App and / or uploading a copy of your CV

b.     Emailing, posting or delivering a hard copy of your CV to our head office or directly to one of our Recruitment Team

c.     Telephoning our office or telephoning or texting directly with one of our Recruitment Team

d.     Visiting our website or App

e.     Applying for our jobs advertised on Job Boards

2.     From third parties and other sources

a.     Your CV has been matched from Job Board CV databases, as someone suitable for our vacancies

b.     Our Clients or their outsourced recruitment / HR / compliance department, for example an Appointed Representative of a Network under Regulated Financial Services sector may share information about you with us on behalf of our Client

c.     Your referees may disclose personal information about you

d.     We may obtain information about you from searching for potential candidates from third party sources such as LinkedIn, Unbiased or VouchedFor

e.     You were referred to us by another Candidate, Client or Supplier and they may share personal information about you with us 

• CLIENT DATA: There are two main ways in which we collect your personal data:

1.     Directly from you

a.     Where you contact us proactively, usually by telephone, email, website or LinkedIn

b.     Where we contact you, usually by telephone, email, LinkedIn or through our Consultant’s business development activities generally

c.     Visiting our website

2.     From third parties and other sources

a.     Our Candidates and referrals from other Clients

b.     Market Intelligence from online and news media for example Financial Adviser, Money Marketing or Mortgage Strategy

How do we use your personal data?

• CANDIDATE DATA: The main reason for using your personal details is to help you find employment or other work roles that might be suitable for you. The more information we have about you, your skillset and your ambitions, the more bespoke we can make our service. Where appropriate, we may also store your personal data (and updating them when necessary) on our database, so that we can contact you when we have future roles that might be of potential interest to you or to ask for your help with connecting other Candidates with jobs; and send you information that we think you may find interesting, for example helping you to sell your client bank.
• We may collect other “sensitive” personal data about you under our role as specialist recruiters in the financial services sector, where “Fitness and Proprietary” tests are required under the Financial Conduct Authority regulations for some roles such as Financial Advisers or Mortgage & Protection Advisers; for example, details of any criminal convictions are required by our client companies as part of their screening process.
• We are committed to ensuring that our recruitment processes are aligned with our approach to Equal Opportunities.  Some of the data we collect comes under “diversity information”. This could include information about your ethnic background, gender, disability, age, sexual orientation, religion or other beliefs and social economic background. Where appropriate we use this information on an anonymised basis to monitor compliance. We may also disclose this data to Clients where this is contractually required to comply with their own employment and diversity monitoring. This information is called “sensitive” personal information where stricter data protection rules apply to it.  
• In more unusual circumstances, we may use your personal data to help us to establish, exercise or defend legal claims.
• Our recruitment screening processes of candidate applicants involve human-decision making. Our only exception to this rule is where we have a yes / no question to candidates holding pre-requisite qualifications or experience during the Job Board application processes for some vacancies.
• CLIENT DATA: The main reason for using personal information about Clients is to ensure that the contractual arrangements between us can properly be implemented so that the relationship can run smoothly. This may involve: (a) identifying Candidates who we think will be the right fit for you or your organisation; and (b) providing you with other services through our Group companies. In more unusual circumstances, we may use your personal data to help us to establish, exercise or defend legal claims.
• SUPPLIER DATA:The main reasons for using your personal data are to ensure that the contractual arrangements between us can properly be implemented so that the relationship can run smoothly, and to comply with legal requirements. In more unusual circumstances, we may use your personal data to help us to establish, exercise or defend legal claims.
• REFEREES: We use referees- personal data to help our Candidates find employment which is suited to them. If we can verify their details and qualifications, we can make sure that they are well matched with prospective employers. We may also use referees’ personal data to contact them in relation to recruitment activities that may be of interest to them. 
• EMERGENCY CONTACTS We use the personal details of Staff member’s emergency contacts in the case of an accident or emergency affecting the member of Staff.

• WEBSITE / APP USERS: We collect your data automatically via cookies, in line with cookie settings in your browser. We use your data to help us to improve your experience of using our website or App, for example by analysing your recent job search criteria to help us to present jobs to you that we think you’ll be interested in. If you are also a Candidate or Client of Premier Jobs UK, we may use data from your use of our website and App to enhance other aspects of our communications with, or service to, you. 
• Please note that communications to and from Premier Jobs UK Recruitment Team, including emails may be reviewed as part of internal or external investigations or litigation. 

Who do we share your personal data with?

• CANDIDATE DATA:  Primarily we will share your information with prospective employers to increase your chances of securing the job you want. We only pass your details to Clients with your prior knowledge and consent. We may share your personal data with various third-parties commissioned by our Clients to support their recruitment processes or with our independent contractors who are part of our Recruitment Team who perform recruitment consultant services to our Candidates and Clients on behalf of Premier Jobs UK. Unless you specify otherwise, we may also share your information with any of our group companies where we feel this will help us to provide you with the best possible service. 
• CLIENT DATA: We will share your data: (a) primarily to ensure that we provide you with a suitable pool of Candidates and (b) to provide you with details of other services that we feel could be of benefit to you. Unless you specify otherwise, we may share your information with any of our group companies to help us meet these aims. 
• SUPPLIER DATA: Unless you specify otherwise, we may share your information with any of our group companies and associated third parties such as our service providers and organisations to whom we provide services.
• REFEREES: We may share your information with our Clients or their various third-parties commissioned by our Clients to support their recruitment processes.
• EMERGENCY CONTACTS: We may share your information with any of our group companies.
• WEBSITE / APP USERS: Unless you specify otherwise, we may share your information with providers of web and App analytics services, marketing automation platforms and social media services to make sure any advertising you receive is targeted to you.

Categories of people that we may share your data?  

Where appropriate and in accordance with local laws and requirements, we may share your personal data, in various ways and for various reasons, with the following categories of people:

• Any of our group companies;
• Individuals and organisations who hold information related to your references or application to work with our Clients or us;
• Tax, VAT, audit, or other authorities, when we believe in good faith that the law or other regulation requires us to share this data (for example, because of a request by a tax authority or in connection with any anticipated litigation);
• Third party service providers who perform functions on our behalf (including external consultants, business associates and professional advisers such as lawyers, auditors and accountants, technical support functions and IT consultants carrying out testing and development work on our business technology systems);
• Third party outsourced IT and document storage providers where we have an appropriate processing agreement (or similar protections) in place;
• Marketing technology platforms and suppliers;
• If Premier Jobs UK merges with or is acquired by another business or company in the future, (or is in meaningful discussions about such a possibility) we may share your personal data with the (prospective) new owners of the business or company 

How do we safeguard your personal data?

• We care about protecting your information. That’s why we put in place appropriate measures that are designed to prevent unauthorised access to, and misuse of, your personal data. 
• Your data will be processed lawfully, fairly and in a transparent manner
• Your personal data will be collected under centrally based CRM systems for head hunting and recruitment related purposes.
• We will track all candidates through our Applicant Tracking System via our CRM systems and digital storage of Candidate’s agreement of “opting-in” to our Privacy Policy – GDPR Statement.

How long do we keep your personal data for?

Your information will be kept in a form which permits identification of data subjects for no longer than is deemed necessary.

• Candidates submitted to Clients following Consent
• Our lawful basis of legal obligation under The Conduct of Employment Agencies and Employment Businesses Regulations 2003 stipulates under Regulation 29 that records of Applicants must be kept for 1 year where Candidates have been submitted to Clients. In the absence of a request for erasure, candidate records will continue to be held beyond 1 year as per ‘Candidates ongoing record keeping following Consent’ below.

• Candidates placed with Clients following Consent
• Our lawful basis under Contract requires candidate records to be held for 6 years to meet the statutory limitation period to defend any potential legal claim. In the absence of a request for erasure, candidate records will continue to be held beyond this period as per ‘Candidates ongoing record keeping following consent’ below.

• Candidates ongoing record keeping following Consent
• In the absence of your request to erase your personal data, and where we have not had meaningful contact with you for a period of three years, we will delete your personal data from our systems unless we believe in good faith that the law or other regulation requires us to preserve it (for example to help us establish, exercise or defend legal claims). When we refer to ‘meaningful contact’ we mean, for example, 2-way communication between us (either verbal, email, or written) or you are actively engaging with our online services.

• Candidates ongoing record keeping under Legitimate Interest
• In the absence of your request to erase your personal data or your acceptance of our Privacy Policy for a period of 6 months following our approach to offer work finding services we will stop contacting you after this period and delete your personal data. The clock will restart where we collect your personal data from new marketing sources under our paragraph ‘Legitimate Interest’ below.

• Clients and Suppliers
• If we have entered into a contract with you under this lawful basis we will retain records for 6 years to meet the statutory limitation period to defend or invoke any potential legal claim.  

How can you access, amend or erase the personal data that you have given us?

Even if we already hold your personal data, you still have various rights in relation to it. To get in touch about these, please contact us via Email: [email protected] or Telephone 0208 0044 154. We will seek to deal with your request without undue delay, and in accordance with the requirements of any applicable laws. Please note that we may keep a record of your communications to help us resolve any issues which you raise.

• Right to object: If we are using your data because we deem it necessary for our legitimate interests to do so, and you do not agree, you have the right to object. We will respond to your request within 30 days (although we may be allowed to extend this period in certain cases). Generally, we will only disagree with you if certain limited conditions apply.
• Right to withdraw consent: Where we have obtained your consent to process your personal data for certain activities (for example, for profiling your suitability for certain roles), or consent to market to you, you may withdraw your consent at any time. 
• Data Subject Access Requests (DSAR): You have the right to ask us to confirm what information we hold about you at any time, and you may ask us to modify, update or delete such information. At this point we may comply with your request or, additionally do one of the following:
• we may ask you to verify your identity, or ask for more information about your request; and
• where we are legally permitted to do so, we may decline your request, but we will explain why if we do so.

• Right to erasure: In certain situations, you have the right to request us to “erase” your personal data. Normally, these include:
• The data is no longer necessary for the purpose for which we originally collected and/or processed it
• Where previously given, you have withdrawn your consent to us processing your data, and there is no valid reason for us to continue processing
• The data has been processed unlawfully (i.e. in a manner that does not comply with the GDPR)
• It is necessary for the data to be erased for us to comply with our legal obligations as a data controller
• If we process the data because we believe we have legitimate interest, and where you object to the processing and we are unable to demonstrate overriding legitimate grounds for our continued processing

We will respond to your request within 30 days (although we may be allowed to extend this period in certain cases) and will only disagree with you if certain limited conditions apply. Examples would be:

• under The Conduct of Employment Agencies and Employment Businesses Regulations 2003 which stipulates under Regulation 29 that records of Applicants must be kept for 1 year after creation where Candidates have been submitted to Clients
• where Candidates have been placed with Clients, records of Applicants should be kept for up to 6 years to defend any potential legal claim
• archival, research or statistical purposes
• reasons of public interest
• to exercise or defend a legal claim.
• if we do agree to your request, we will delete your data but will generally assume that you would prefer us to keep a note of your name and email on our register      of individuals who would prefer not to be contacted. That way, we will minimise the chances of you being contacted in the future where your data are collected in unconnected circumstances. If you would prefer us not to do this, you are free to say so.
• the notes of our interview are our property, so we are entitled to store these without erasure. You are entitled to see these notes as well as any other personal data, if you request to do so. 

If we have shared your personal data with third parties, we will notify them about your request for erasure.

Right to restrict processing: You have the right to request that we restrict our processing of your personal data in certain circumstances. This means we can only continue to store your data and will not be able to carry out any further processing activities with it until (a) your reasons for your objection is resolved; (b) you consent or (c) further processing is necessary for the protection of our contractual or legal obligations or (d) to exercise or defend a legal claim.

If we have shared your personal data with third parties, we will notify them about the restricted processing.

• Right of data portability: If you wish, you have the right to transfer your data from us to another data controller. We will help with this – either by directly transferring your data for you, or by providing you with a copy in a commonly used readable format. We will generally respond to your request within 30 days. You may find it is quicker for urgent requests for you to supply information directly to another data controller. 
• Right to rectification: You have the right to request that we rectify any inaccurate or incomplete personal data that we hold about you. If we have shared this personal data with third parties, we will notify them about the rectification unless this is not possible, or this data is no longer being used by them. Where appropriate, we will tell you which third parties we have disclosed the inaccurate or incomplete data to. Where we think it reasonable for us not to comply with your request, we will explain our reasons for this decision.
• If your interests or requirements change, you can unsubscribe from part or all of our marketing content, for example job role emails or Premier Jobs UK newsletters, by clicking the unsubscribe link in the email – [email protected],or by updating your preferences by emailing [email protected] or telephone 0208 0044 154 or by signing into your account using our website or App by entering your email address and password.
• It is important that the personal information we hold about you is accurate and up to date. Please keep us informed if your personal information changes during the period for which we hold your data. 

How do we store and transfer your data internationally?

• Premier Jobs UK has Client relationships globally – this is what enables us to offer offshore employment services as well as UK job solutions. For us to continue operating in this way, we may have to transfer your data internationally if you apply for roles overseas. 
• We will only transfer data outside the European Economic Area or EEA (i.e. the Member States of the European Union), where it is compliant with data protection legislation or transferring your data to a country where there has been a “finding of adequacy” by the European Commission in respect of that country’s levels of data protection via its legislation or where you have specifically consented to the data transfer. 

Who is responsible for processing your personal data on the Premier Jobs UK website or App?

• Premier Jobs UK controls the processing of personal data on its website(s) and App. 
• Premier Jobs UK is a trading style of Premier Jobs UK Limited (Registered in England No: 06156923), whose head office is Unit 6, Fourbrooks Business Park, Stanier Road, Calne SN11 9PP and registered office is Tally House, Main Road, Christian Malford, Chippenham SN15 4BT.   

What are cookies and how do we use them?

• A “cookie” is a bite-sized piece of data that is stored on your computer’s hard drive. They are used by nearly all websites and do not harm your system. This information is used to make the site work as you expect it to. It does not usually directly identify you but it can be used to give you a more personalised web experience. If you want to learn more about cookies, please visit Cookiepedia – all about cookies. Our site uses cookies and other tracking technologies to assist with navigation and your ability to provide feedback, analyse your use of our products and services, assist with our promotional and marketing efforts, and provide content from third parties. We can use the information from cookies to present you with options tailored to your preferences on your next visit. 
• Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings Cookiepedia – all about cookies to find out more and change the default settings. However, blocking some types of cookies may impact your experience or the site and the services we are able to offer.

Our legal basis for processing your data

Legitimate Interests

• Article 6(1f) of the GDPR says that we can process your data where it “is necessary for the purposes of the legitimate interests pursued by us or by a third party, except where such interests are overridden by the interests or fundamental rights or freedoms of you which require protection of personal data.” 
• We believe that our direct marketing activities do not prejudice individuals under the freedom to conduct a business with a “legitimate interest” by offering a high-quality recruitment service and creating employment opportunities for you.
• However, you do have the right to object to us processing your personal data on this basis and in doing so, we will remove your data from future marketing. 

• CANDIDATE DATA:
• If you are looking for employment or have posted your professional CV information on a job board or professional networking site we may collect and otherwise use your personal data to offer or provide our recruitment services to you and assess your skills against our bank of vacancies. Subject to your agreement to positively opt in to providing us with your consent, we may then share that information with prospective employers. At that stage your prospective employer may also want to check any information you’ve given us or to confirm your references, performance statistics, qualifications and in respect of regulated Financial, Mortgage and / or Protection Adviser roles details of your criminal record, to the extent that this is appropriate and in accordance with local laws. We need to do these things so that we help you and other Candidates get jobs to meet your career aspirations. 
• We want to provide you with tailored job recommendations and relevant articles to read to help you with your job search. We think it is reasonable for us to process your data to make sure that we send you the most appropriate content.  
• We have lawful basis under legal obligations (to comply with the law), or public task (in the public interest) to share your data where applicable in connection with crime detection or actual or anticipated litigation. 

• CLIENT DATA:
•  To provide you with a high-quality service, we store your personal data and/or the personal data of individual contacts at your organisation as well as keeping records of our conversations, meetings, registered jobs and placements. These uses of your data is deemed necessary for our legitimate interests in providing various recruitment services to you.

•  SUPPLIER DATA:
• We use and store the personal data of individuals within your organisation to facilitate the receipt of services from you as one of our Suppliers. We hold your financial details, so that we can pay you for your services. These activities are necessary for our legitimate interests to receive your services. 

•  REFEREES:
• If you have been put forward to us by a Candidate or a prospective member of our Recruitment team as one of their referees, we use your personal data in order to contact you for a reference. This is a part of our quality assurance procedure and this is necessary for our legitimate interests offering recruitment services to our Clients and Candidates as well as employing individuals ourselves.  

• EMERGENCY CONTACTS:
• If a member of our recruitment team has given us your details as an emergency contact, we will use these details to contact you in the case of an accident or emergency. This is necessary for our legitimate interests of employing staff.

 Consent

• In certain circumstances, we are required to obtain your consent to the processing of your personal data in relation to certain activities. Depending on what we are doing with your information, this consent will be opt-in consent or soft opt-in consent. 
• Article 4(11) of the GDPR states that (opt-in) consent is “any freely given, specific, informed and unambiguous indication of the data subject’s wishes by which he or she, by a statement or by a clear affirmative action, signifies agreement to the processing of personal data relating to him or her.” This means that you have:
  • given us your consent freely
  • sufficient information about the specific reason for your consent
  • control over which processing activities you consent to
  • taken positive and affirmative action in giving us your consent – either a tick box for you to check or clicking an accept button so that this requirement is met in a clear and unambiguous fashion

We will keep records of the consents that you have given

• We will be able to rely on soft opt-in consent in respect of marketing products or services to you which are related to the recruitment services we provide, providing you do not actively opt-out from these communications. 

Establishing, exercising or defending legal claims

• Article 9(2f) of the GDPR allows us to process personal data including sensitive personal data where the processing “is necessary for the establishment, exercise or defence of legal claims or whenever courts are acting in their judicial capacity”.
• This may arise for example, where we need to take legal advice in relation to legal proceedings or are required by law to preserve or disclose certain information as part of the legal process. 

HOW TO CONTACT PREMIER JOBS UK

You may contact us:

• to access, amend or remove the personal data that you have given to us;
• if you suspect any misuse or loss of or unauthorised access to your personal information;
• to withdraw your consent to the processing of your personal data (where consent is the legal basis on which we process your personal data);
• with any comments or suggestions concerning this Privacy Policy
• to get in touch with us to update your marketing preferences

Postal address:

Unit 6, Fourbrooks Business Park, Stanier Road, Calne, Wiltshire SN11 9PP 

Email address:

[email protected] or to unsubscribe to future marketing by clicking the unsubscribe link in any marketing email we send you or email: [email protected]

Telephone:

0208 0044 154

Premier Jobs UK is committed to providing a high-level service to our customers. If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards. 

Complaints Procedure 

If you have a complaint, please contact Ryan Venner, Sales & Marketing Director by phone 0208 0044 154 in the first instance so that we can try to resolve your complaint informally. 

At this stage, if you are not satisfied please contact Gary Venner, Managing Director. You can write to him at: Unit 6 Fourbrooks Business Park, Stanier Road, Calne SN11 9PP. 

Next steps 

1. We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 5 days of us receiving your complaint. 
2. We will record your complaint in our central register within a day of having received it. 
3. We will acknowledge your reply to our acknowledgement letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 5 days of your reply. 
4. We will then start to investigate your complaint. This will normally involve the following steps; 

1. We may ask the member of our team who dealt with you to reply to your complaint within 5 days of our request;
2. We will then examine the team member’s reply and the information you have provided for us. If necessary, we may ask you to speak to them. This will take up to 4 days from receiving their reply. 
3. Ryan Venner will then invite you to meet him at our head office or hold a telephone conversation if this is more convenient to discuss and hopefully resolve your complaint. He will do this within 5 days of the end of our investigation. 
4. Within 2 days of the meeting Ryan Venner will write to you to confirm what took place and any solutions he has agreed with you. 
5. If you do not want a meeting or it is not possible, Ryan Venner will send you a detailed reply to your complaint. This will include his suggestions for resolving the matter. He will do this within 5 days of completing his investigation. 
6. At this stage, if you are still not satisfied you can write to us again. Another Director of the company will review Ryan Venner’s decision within 10 days. 
7. We will let you know of the outcome of this review within 5 days of the end of the review. We will write to you confirming our final position on your complaint and explaining our reasons. If you are still not satisfied, you can contact the Employment Agencies Standards Inspectorate at the Department for Business Innovation and Skills or the REC, the industry trade association, of which we are a member by writing to the Consultancy and Compliance Team, REC, Dorset House, 1^st Floor, 27 – 45 Stamford Street, London, SE1 9NT. 

If we have to change any of the time scales above, we will let you know and explain why. 

NOTE: In any event, we will comply with any statutory procedures that may relate to your complaint.

Premier Jobs UK is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice. 

At Premier Jobs UK we endeavour to provide you with the best possible service at all times. If you would like to make any comments, suggestions, raise a query or make a complaint about the service you have received, please contact us, our contact details are set out below. We will respond to your query within 3 – 5 working days. 

This policy will be kept up to date, to reflect changes in the nature and size of the business. To ensure this, the policy and its effectiveness will be reviewed annually.

Courtesy 

All recruitment consultants will be trained in customer service standards; will exhibit customer friendly service skills; and be knowledgeable, professional and courteous in meeting the needs of our customers. 

Communication 

We, Premier Jobs UK will return all phone calls and emails received from clients and registered candidates and applications in respect of specific vacancies within agreed timescales.  Where we are unable to meet this agreement, we will inform you of this as soon as possible and agree a new deadline. 

Consistency 

As part of our commitment to upholding professional standards, we will review our policies annually to ensure that they continue to meet business needs and the Recruitment and Employment Confederation’s Code of Professional Practice; and that they are consistently applied to all our customers. 

Complaints 

Premier Jobs UK seeks fair, just and prompt solutions when possible to any complaints and appeals. All such issues should be directed to Ryan Venner, Sales & Marketing Director in the first instance, where they will be acknowledged and directed to the attention of the appropriate person. A complaints process is in place for any disputes; copies are available from our offices or on www.premierjobsuk.com 

Access to Information 

We comply fully with the provisions of the General Data Protection Regulations. Any personal or confidential information held by us about a client or work seeker is fully accessible to that person or body for review or editing by contacting Ryan Venner, Sales & Marketing Director. 

Reduce Bureaucracy 

Wherever possible, without compromising our legal requirements and professional standards we strive to reduce the burden of unnecessary paperwork. 

How to Contact Us: 

Ryan Venner, Unit 6 Fourbrooks Business Park, Stanier Road, Calne SN11 9PP

Tel:  0208 0044 154

Email: [email protected]

Web: www.premierjobsuk.com

OUR POLICY

Premier Jobs UK embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to in order to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets. 

Premier Jobs UK is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination. Premier Jobs UK will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual’s membership or non-membership of a Trade Union. All staff have an obligation to respect and comply with this policy. Premier Jobs UK is committed to providing training for its entire staff in equal opportunities and diversity. Premier Jobs UK will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.

Premier Jobs UK will not discriminate unlawfully when deciding which candidate is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement. Premier Jobs UK ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role. 

DISCRIMINATION

Under the Act unlawful discrimination occurs in the following circumstances: 

Direct discrimination

Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.

It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic: 

• in the terms on which the recruitment consultancy offers to provide any of its services; 
• by refusing or deliberately omitting to provide any of its services; 
• in the way it provides any of its services. 

Direct discrimination can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.

Direct discrimination would also occur if a recruitment consultancy accepted and acted upon instructions from an employer which states that certain persons are unacceptable due to a protected characteristic, unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a job. These provisions are referred to as occupational requirements.

Where there is an occupational requirement then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e. the employer must be able to objectively justify applying the requirement. An occupational requirement does not allow an employer to employ someone on less favourable terms or to subject a person to any other detriment. Neither does an occupational requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement. 

Indirect discrimination 

Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination.  

Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer. 

If the vacancy requires characteristics which amount to an occupational requirement or the instruction is discriminatory but there is an objective justification, Premier Jobs UK will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception or justification. 

Premier Jobs UK will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination. 

Harassment  

Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct of a sexual nature.

Premier Jobs UK is committed to providing a work environment free from unlawful harassment. 

Premier Jobs UK will ensure that the consultants do not harass any individual.

Examples of prohibited harassment are: 

1. verbal or written conduct containing derogatory jokes or comments; 
2. slurs or unwanted sexual advances; 
3. visual conduct such as derogatory or sexually orientated posters; 
4. photographs, cartoons, drawings or gestures which some may find offensive; 
5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected characteristic basis;
6. threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours; 
7. retaliation for having reported or threatened to report harassment. 

If an individual believes that they have been unlawfully harassed, they should make an immediate report to Ryan Venner, Sales & Marketing Director followed by a written complaint as soon as possible after the incident. The details of the complaint should include:  

• Details of the incident 
• Name(s) of the individual(s) involved 
• Name(s) of any witness(es) 

Premier Jobs UK will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken. 

All employees and recruitment team member’s will be expected to comply with Premier Jobs UK’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action. 

Any individual who Premier Jobs UK finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.

Victimisation 

Under the Act victimisation occurs when an individual is treated unfavourably because he/she has done a “protected act” which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination. 

Premier Jobs UK will ensure that the consultants do not victimise any individual.

DISABLED PERSONS

Discrimination occurs when a person is treated unfavourably as a result of their disability. 

In direct discrimination occurs where a provision, criterion or practice is applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled.

In recruitment and selection there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille. With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test, or not be expected to reach the same standard as other non-disabled applicants. 

Reasonable adjustments in recruiting could include: 

• modifying testing and assessment procedures;  
• meeting the candidate at alternative premises which are more easily accessible;  
•  having flexibility in the timing of interviews;  
•  modifying application procedures and application forms;  
•  providing a reader or interpreter.  

Wherever possible Premier Jobs UK will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances. 

Premier Jobs UK will not discriminate against a disabled person:  

•  in the arrangements i.e. application form, interview or arrangements for selection for determining whom a job should be offered; or 
•  in the terms on which employment or engagement of temporary workers is offered; or 
•  by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or 
•  in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or 
•  by subjecting the individual to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment). 

Premier Jobs UK will make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.  

AGE DISCRIMINATION 

Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age.  Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.

A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.

Age group can have various references:

Under 21s

People in their 40s

Adults 

Premier Jobs UK will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age. 

Premier Jobs UK is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age. No age requirements will be stated in any job advertisements on behalf of the company. 

If Premier Jobs UK requests age as part of its recruitment process such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process. In addition, if under age 22 to adhere to Conduct of Employment Agencies and Employment Business Regulations 2003 and other relevant legislation applicable to children or young candidates.

Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification which should be confirmed in writing.

PART-TIME WORKERS

This policy also covers the treatment of those employees and workers who work on a part-time basis, Premier Jobs UK recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Premier Jobs UK also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations. 

GENDER REASSIGNMENT POLICY 

Premier Jobs UK recognises that any employee or worker may wish to change their gender during the course of their employment with the Company. 

Premier Jobs UK will support any employee or worker through the reassignment.   

Premier Jobs UK will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.  

Where an employee is engaged in work where the gender change imposes genuine problems Premier Jobs UK will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee. 

Any employee or worker suffering discrimination on the grounds of gender reassignment should have recourse to the Company’s grievance procedure.

RECRUITMENT OF EX-OFFENDERS 

Where Premier Jobs UK has registered with the Disclosure and Barring Service (DBS) and has the authority to apply for criminal records checks on individual because they are working with children or vulnerable adults or both, we will comply with the DBS’s Code of Practice which includes having a policy on the recruitment of ex-offenders.

COMPLAINTS AND MONITORING PROCEDURES  

Premier Jobs UK has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from Ryan Venner and will be made available immediately upon request.  Any discrimination complaint will be investigated fully.

The REC Code of Professional Practice creates a clear framework of values and principles that support and underpin the meaning of REC Membership.

Adherence to the Code actively demonstrates your commitment to professional and ethical recruitment. The Code focuses on outcomes and the impact of agencies’ conduct on others whilst conducting their day-to-day activities. For advice and support on how to continually meet the standards expected from an REC Member please refer to the Guide to Compliance on the REC website at www.rec.uk.com

General Principles

Members will observe the highest principles of ethics, equity, integrity, professional conduct and fair practice in dealing with others and will conduct their business in a manner designed to enhance the operation, image and reputation of the recruitment industry and REC Members. The REC will offer guidance, legal advice and training to members to help achieve these standards.

Ethical conduct is not simply compliance with legal requirements but extends to honesty, respect for and equitable treatment of others, integrity and social responsibility. It is conduct that holds up to disclosure and to public scrutiny. Members and their staff will act towards other members and non-members, candidates, clients and others at all times in good faith. Members should actively seek to support and uphold the mission and values of the REC.

The REC has an important role to play in continuously improving standards within the recruitment industry. This Code is binding on all Corporate Members of the REC and their subsidiary / associate companies. Where a Member operates in a sector or sectors covered by one or more of the REC’s industry sector codes of practice, the requirements of the applicable code or codes are also binding. Complaints against REC Members from candidates, clients or others, can be investigated under the REC Complaints & Disciplinary Procedure.

Principle 1 – Respect for Laws

Members and their staff must comply with all relevant legislation, statutory and non-statutory requirements and official guidance and any future amendments to such requirements during the course of providing their services to others.

PRINCIPLE 2 – Respect for honesty and transparency

a.      Members will act honestly in all dealings with work seekers, clients, members, non-members and others.
b.     In the course of representing a work seeker or client a member shall not knowingly make a false or inaccurate statement, fail to disclose a material fact, or make a representation as to future matters without having reasonable grounds for making it.
c.      Members must adhere to principles of truth in advertising and will only advertise positions, through any medium, for which they have documented permission to recruit.
d.     All fees, charges and services provided must be explicitly and fully disclosed to clients prior to the acceptance of an assignment or prior to any work being undertaken for a client.
e.     Members should document all key stages of the recruitment process in line with relevant legislation and good practice guidance.

PRINCIPLE 3 – Respect for work relationships

a.      Members will not undertake actions that may unfairly or unlawfully jeopardise a work seeker’s employment.

b.     Members will not undertake actions that may unfairly or unlawfully interfere in work relationships established by others.

c.      Members will not attempt unfairly or unlawfully to prevent a work seeker from seeking work from other sources.

d.     Members will in their dealings with all other REC Members and non-members treat them with respect and aim to work in a fair and open competitive environment.

PRINCIPLE 4 – Respect for diversity

a.      Members should adhere to the spirit of all applicable human rights, employment laws and regulations and will treat work seekers, clients and others without prejudice or unjustified discrimination. Members should not act on an instruction from a client that is discriminatory and should, wherever possible, provide guidance to clients in respect of good diversity practice.

b.     Members and their staff will treat all work seekers and clients with dignity and respect and aim to provide equity of employment opportunities based on objective business related criteria.

c.      Members should establish working practices that safeguard against unlawful or unethical discrimination in the operation of their business.

PRINCIPLE 5 – Respect for safety

a.      Members will act diligently in assessing risks to work seekers and clients and will not knowingly put at risk candidates, clients or others.

b.     Members will inform work seekers whenever they have reason to believe that an engagement may cause a risk to health and safety.

PRINCIPLE 6 – Respect for professional knowledge

a.      Members will work diligently to develop and maintain a satisfactory level of relevant and current professional knowledge.

b.     Members will ensure that their staff are adequately trained and skilled to undertake their responsibilities in recruitment practice.

PRINCIPLE 7 – Respect for certainty of engagement

a.      Members must supply work seekers with full details of the work, conditions of employment, the nature of the work to be undertaken, rates of pay, method and frequency of payment and pay arrangements in accordance with requirements of current legislation.

b.     Members will ensure that any variation to the engagement can only occur with prior notification and agreement of the worker.

PRINCIPLE 8 – Respect for prompt and accurate payment

a.      Members will pay promptly and accurately any wages and benefits due in accordance with any agreed terms and legal requirements.

b.     Members should not penalise temporary/contract workers, for example for having been late or failed to attend part or all of an assignment or for poor performance, by making deductions from pay due for time that they have actually worked.

c.      Members will not take on assignments that could result in their inability to pay temporary/contract workers.

PRINCIPLE 9 – Respect for ethical international recruitment

a.      Members must supply all overseas work seekers with the same level of information as set out and implied in Principle 7. In addition, information provided should include details of the likely cost of living in the area the prospective hirer is situated, the likely length of the job in question and the state of the employment market in the field they are being recruited into. All information must be provided at no cost to the work seeker.

b.     Members must ensure that in relation to overseas recruitment, they abide by all relevant legislation and Home Office guidelines and provide all relevant and applicable information to work seekers, clients and others.

c.      Members recruiting from outside the UK must not use overseas agents who charge for their services, unless that is the legal and normal custom and practice sanctioned by the government of the country of origin. In addition, members must make all reasonable efforts to ascertain such information about any agents used and should be able to demonstrate that they have done so.

d.     Members should observe the highest principles of social responsibility, integrity, professionalism, equity and fair practice in their dealings with all overseas work seekers.

PRINCIPLE 10 – Respect for confidentiality and privacy

a.      Members must observe the highest principles of integrity, professionalism, equity and fair practice to maintain the confidentiality and privacy of candidate and client information and should respect the confidentiality of records in accordance with law and good business practice.

b.     Members and their staff must ensure that permission has been obtained and documented before disclosing, displaying, submitting or seeking confidential or personal information.

Making a complaint

Full details on how to make a complaint about a REC Member can be found at www.rec.uk.com/complaints.

For further information on the Code please contact the REC on 020 7009 2100 or email [email protected]

Compliance test

Since July 2012 all new members to the REC have been asked to complete an online compliance test as part of their membership process. All existing members of the REC are also required to undertake the test every two years to prove to clients and candidates that they continue to conform to the highest standards. The compliance test assesses a members knowledge of the REC’s Code of Professional Practice and legislation relevant to the recruitment industry. 

Diversity Charter

As recruiters you are uniquely placed, as the conduit between work seeker and client, to promote diversity and challenge discriminatory practice.

To help you do this, REC and Jobcentre Plus have worked together to create a Diversity Charter. It covers the recruitment industry, both public and private, and sets out aspirational standards for recruitment agencies and job centres to achieve in the delivery of recruitment services to clients as well as offering an online diagnostic for agencies to benchmark their diversity practice.

To find out more, register for the Diversity Pledge and commit today to developing best practice in diversity, go to www.rec.uk.com/diversitypledge or call 020 7009 2100