Specialist Recruitment Services Limited

In the case of permanent recruitment the minimum rate of remuneration and length of notice should be confirmed to you. Such information should be confirmed verbally and in writing.

 
As a temporary worker on a contract for services you may not be penalised for ending an assignment.
 
Recruiters owe you a duty of confidentiality and may not disclose information about you without your consent, except for particular circumstances.  For example, information may be disclosed for the purposes of providing work finding services and for the purposes of complying with obligations towards the hirer regarding your suitability.
 
For more information:
 
This note is not a definitive guide to your individual rights and further information can be obtained from the Department for Business Innovation and Skills (BIS), Emplolyment Agency Standards Inspectorate by Clicking Here. You may also contact the Pay and Work Rights hotline provided by BIS on 0800 917 2368.
 
The REC:
 
The Recruitment and Employment Confederation (REC) is the trade body that supports and represents the recruitment industry.  Worth £24.5 billion to the UK economy, the recruitment industry is responsible for placing 1.2 million temporary workers on assignment each week and placing over 700,000 employees in permanent work each year. 
 
Recruitment impacts on every sector of the UK economy.  The REC's membership is made up of over 8,000 recruitment agencies and businesses (corporate members) and 6,000 recruitment professionals (individual members).  
 
The REC seeks to promote high professional standards and good practice within the industry.   REC members are required to adhere to the REC Code of Practice which is available to view on our website www.rec.uk.com  
 
The REC Code of Good Recruitment Practice has been created in consultation with industry stakeholders to ensure that all members of the REC conduct their business ethically and to the highest standards.
 
General Obligations:
 
It is unlawful for any agency or employment business to charge you a fee for providing work finding services. There are some limited exceptions to this rule, for example, within the entertainment and modeling sectors.  In addition, it is possible for a recruiter to charge a fee if you are a self-employed work-seeker providing your services through a limited company.
 
If a recruiter offers you an incentive or gift to use their services, you should be given information as to the terms of such an offer.
 
You should be informed of any charges the recruiter may make for any additional services or goods they provide.
 
A recruiter cannot offer work-finding services on the condition you use a chargeable service such as a CV writing service.
 
A recruiter must confirm whether you are looking for temporary or permanent work, the type of work they are looking for you and the terms which apply between you. For example, if you are to be supplied to a hirer as a temporary worker you should be given a contract setting out the terms of your work with the employment business.
 
If you carry out work on an assignment as a temporary worker but are unable to obtain a signed timesheet, you are entitled to be paid for the hours you worked. However the employment business is permitted to delay payment for a reasonable period to check whether you have worked the hours claimed.
 
Before you start work on an assignment or a position you must be given information about the proposed position including:
 
  • The identity of the hirer,
  • Start date,
  • Likely duration of the work,
  • Type of work,
  • Location,
  • Hours,
  • Any risks to health and safety and steps the hirer has taken to prevent or control such risks,
  • The experience, training and qualifications required for the role,
  • Any expenses applicable, and
  • The actual rate of remuneration to be paid.
 

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REC Member
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