Working in recruitment can be incredibly satisfying, especially when you find the perfect person for a job you are advertising. However, it also has the potential to be rather difficult too.
If candidates are forced into performing a task or duty at work they didn’t agree to in the first place, they will have grounds to make a complaint. This law also means that you must make sure the client has definitely said they are looking for someone to fill their vacant position.
Any job positions you advertise must:
For job advertisements that include the rate of pay, you must also include:
For work-seekers that you take action for, you must keep the following records:
If you charge a fee to work-seekers, you should also keep up-to-date financial records, which can include invoices, requests, receipts, and payments.
As for client information, this will include:
Also called the “working time directive” or “working time regulations,” this law states that employees cannot work more than 48 hours a week on average, normally averaged over 17 weeks. Those under 18 cannot work more than 8 hours a day or 40 hours a week either.
However, there are exceptions to the rule if your candidates will be working in a job:
Employees can choose to work more than 48 hours by “opting out,” which must be voluntary and in writing. However, there are some professions that cannot opt-out including:
For example, if you are providing additional services such as CV writing and transport to jobs, the terms and conditions of these must be in a separate document, given to work-seekers before hand, and not a condition of you finding work for them.
These terms and conditions typically include information on:
There are some instances where you will need to pay or arrange for the chosen candidate to travel to work. This is when:
If any of these are applicable, you must:
Again, this should be in writing and given to your candidate. If for any reason your client doesn’t meet the agreement, it is your responsibility to cover the travel expenses.
More information about additional laws and legislation for employment agencies and businesses can be found on the government’s website. For even greater detail, read through The Conduct of Employment Agencies and Employment Businesses Regulations 2003.
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