Employment businesses - protection of the work-seeker and the hirer
Steps the employment agency or employment business must take to ensure both parties are aware of what is required of them.
As an employment agency or employment business you must not introduce or supply a work-seeker to a hirer unless you have taken reasonable steps to ensure that the work-seeker and the hirer are each aware of any requirements imposed by law, or by any professional body, in order for the work-seeker to take up the position.
You must also make enquiries to ensure that it would not be detrimental to the interests of the work-seeker or the hirer for the work-seeker to work for the hirer.
Where you operate as an employment business and you receive information that indicates that a work-seeker may be unsuitable for the position you must:
- inform the hirer of that information
- make further enquiries as to the suitability of the work-seeker and inform the hirer of these enquiries
Where the enquiries indicate that a work-seeker is unsuitable for the position, or information is received that indicates the work-seeker is not suitable, you must, without delay:
- inform the hirer of that information
- end the supply of that work-seeker to the hirer
Where you operate as an employment agency, and have introduced a work-seeker to a hirer, and you subsequently receive information within a period of three months from the date of introduction, which indicates that the work-seeker is or may be unsuitable for the position with the hirer you must inform the hirer of that information without delay.