OUR POLICIES

Business privacy policy

This privacy policy sets out how FOH Recruitment Ltd uses and protects any information that you give FOH Recruitment Ltd when you use this website.

FOH Recruitment Ltd is committed to ensuring that your privacy is protected. Should we ask you to provide certain information by which you can be identified when using this website, then you can be assured that it will only be used in accordance with this privacy statement.

FOH Recruitment Ltd may change this policy from time to time by updating this page. You should check this page from time to time to ensure that you are happy with any changes. This policy is effective from 20th May 2018 and is updated regularly.

What we collect

We may collect the following information:

  • Your name, job title, and previous job titles, your previous work history and your relevant work experience. Also your qualifications
  • Your CV
  • Contact information including email address
  • Demographic information such as postcode, preferences and interests
  • Other information relevant to recruitment and the placement of candidates in vacancies

What we do with the information we gather

We require this information to understand your needs and provide you with a better service, and in particular for the following reasons:

  • Internal record keeping.
  • We may use the information to improve our recruitment service we offer.
  • To contact you with possible vacancies
  • To put forward to possible vacancies with our clients

Security

We are committed to ensuring that your information is secure. In order to prevent unauthorised access or disclosure, we have put in place suitable physical, electronic and managerial procedures to safeguard and secure the information we collect online.

How we use cookies

A cookie is a small file which asks permission to be placed on your computer’s hard drive. Once you agree, the file is added and the cookie helps analyse web traffic or lets you know when you visit a particular site. Cookies allow web applications to respond to you as an individual. The web application can tailor its operations to your needs, likes and dislikes by gathering and remembering information about your preferences.

We use traffic log cookies to identify which pages are being used. This helps us analyse data about web page traffic and improve our website in order to tailor it to customer needs. We only use this information for statistical analysis purposes and then the data is removed from the system.

Overall, cookies help us provide you with a better website, by enabling us to monitor which pages you find useful and which you do not. A cookie in no way gives us access to your computer or any information about you, other than the data you choose to share with us.

You can choose to accept or decline cookies. Most web browsers automatically accept cookies, but you can usually modify your browser setting to decline cookies if you prefer. This may prevent you from taking full advantage of the website.

Links to other websites

Our website may contain links to other websites of interest. However, once you have used these links to leave our site, you should note that we do not have any control over that other website. Therefore, we cannot be responsible for the protection and privacy of any information which you provide whilst visiting such sites and such sites are not governed by this privacy statement. You should exercise caution and look at the privacy statement applicable to the website in question.

Controlling your personal information

We will not sell, distribute or lease your personal information to third parties unless we have your permission or are required by law to do so.

You may request details of personal information which we hold about you under the Data Protection Act 1998. A small fee will be payable. If you would like a copy of the information held on you please write to Token House, 12 Token House Yard, London EC2R 7AS

If you believe that any information we are holding on you is incorrect or incomplete, please write to or email us as soon as possible, at the above address. We will promptly correct any information found to be incorrect.

 

Curriculum vitae (“CV”)

We give you the option of submitting your CV via this website, so your details can be considered by our recruitment consultants for positions as they come up. Your CV will not be stored on our website, it will be stored on our secure in-house computer network accessible only by FOH RECRUITMENT LTD recruitment consultants, working inside the European Economic Area. Your CV will be e-mailed directly to our recruitment consultants who will process your application and with your consent enter your details onto in-house database. FOH RECRUITMENT LTD recruitment consultants can only access this database, including the information relating to you. You have the right at any time to ask us for a copy of the information supplied by you that we hold. We have the right to charge a small fee for this service. If you would like to make a request for information, please contact your local branch. You also have the right to ask FOH RECRUITMENT LTD to stop using your information. Your CV will be sent to prospective employers but only where you give your consent. Such employers may be located both inside and outside the European Economic Area.

Website disclaimer

Whilst FOH RECRUITMENT LTD uses reasonable care in publishing the information found on this web site, it is provided purely for information and you should not rely upon without seeking further guidance and making independent enquiries. FOH RECRUITMENT LTD gives no warranty over the completeness, accuracy, currency, adequacy, suitability or functionality of this web site, or of the information it contains nor makes any such warranty in respect of any information carried on any website operated by a third party which may be accessed from this website, nor that the information on this or any third party website has in any way been verified by FOH RECRUITMENT LTD. FOH RECRUITMENT LTD gives no guarantee of the continued existence or availability of any appointment advertised on this site. By using this web site you assume the risk that the information on this web site may be incomplete, inaccurate, out of date or may not meet your requirements. This web site was created in England. Any interpretation of its content, claims or disputes (of whatever nature and not limited to contractual issues) shall be subject to the exclusive jurisdiction of the English Courts under English law.

 

Environmental Policy

FOH Recruitment Ltd is committed to continuous improvement in managing the environmental impact of our business operations, including the proper management and monitoring of waste, the reduction of pollution and emissions, compliance with environmental legislation and environmental codes of practice, training for staff and the monitoring of environmental performance. This policy forms part of our Social Value commitment.

We comply with all relevant legislative, regulatory and other environmental requirements in order to act in a socially responsible manner and we will strive to continuously improve our environmental performance. We put our policy into practice by recognising the principles of Reduce, Reuse, Recycle; taking advice from UK GOV and seeking to comply with the international environment code ISO 14001.

Reduce: We purchase products that require less packaging or limit the waste we produce;

Reuse: Use a travel mug or reusable water bottle and avoid single-use bags; and

Recycle: Paper, plastic, glass, magazines, electronics and recycle any other materials which use fewer natural resources and less energy. Our business activities result in: emissions to air and water, the use of energy and water, the generation of waste and transport emissions

 

Modern Slavery and Human Trafficking Statement UPDATED September 2023

Introduction

This statement is in accordance with the Modern Slavery Act 2015

The statement sets down FOH Recruitment Ltd commitment to preventing slavery and human trafficking in our business activities and the steps we have put in place with the aim of ensuring that there is no slavery or human trafficking in our own business and supply chains. We all have a duty to be alert to risks, however small. Staff are expected to report their concerns and management to act upon them.

Organisational structure and supply chains

This statement covers the business activities of FOH Recruitment Ltd which are as follows:

FOH Recruitment Ltd is a recruitment agency. Our company supports businesses and individuals to develop their talent offering a personal and tailored service for permanent and temporary recruitment

The Company currently operates in the following countries:

– United Kingdom

Responsibility for the Company’s anti-slavery initiatives is as follows:

1.1 Policies: The Director is responsible for creating and reviewing policies.
1.2 Risk assessments: The Director is responsible for risk assessments in respect of human rights
1.3 Due diligence: The Director is responsible for due diligence in relation to known or suspected instances of modern slavery and human trafficking.

Training
To ensure a good understanding of the risks of modern slavery and human trafficking in our business and supply chains, the Company requires all staff to complete regular internal training to improve awareness amongst the team and knowledge of spotting the signs and how to report it.

Policies
The Company is committed to ensuring that there is no modern slavery or human trafficking in our business or our supply chains. This Statement affirms its intention to act ethically in our business relationships.

Whistleblowing Policy
the Company encourages all its workers, customers and other business partners to report any concerns related to its direct activities or its supply chains.

Due Diligence Processes for Slavery and Human Trafficking

The Company undertakes due diligence when considering taking on new suppliers, and regularly reviews its existing suppliers. The Company’s due diligence includes building long-standing relationships with suppliers and making clear our expectations of business partners AND evaluating the modern slavery and human trafficking risks of each new supplier AND invoking sanctions against suppliers that fail to improve their performance in line with an action plan provided by us, including the termination of the business relationship.

This Modern Slavery and Human Trafficking Statement will be regularly reviewed and updated as necessary. The Director – Bill Hutton Surie endorses this policy statement and is fully committed to its implementation.

This Modern Slavery and Human Trafficking Statement has been approved and authorised by: Bill Hutton Surie

 

Equality, Diversity and Inclusion (EDI) Policy

Purpose:

FOH Recruitment Ltd values and treats all people with dignity and respect. We aim to encourage, value, and manage Equality, Diversity, and Inclusion (EDI). We oppose all forms of unlawful and unfair discrimination, harassment, or victimisation. We strive to attain a workforce representative of society to ensure we secure the widest pool of talent available.

It is our aim to ensure that no employee, job applicant, or candidate receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics), including part-time or full-time status.

This Policy, and other associated arrangements/policies, shall operate in accordance with statutory requirements, including the Equality Act 2010. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and/or any other statutory bodies.

Our Commitment:

  • To create an inclusive culture where everyone is valued for who they are and where individual differences and the contributions of all our staff are recognised and valued.
  • Our recruitment, selection, and assessment process will be based entirely on the skills and competencies of the specific roles, and appointments will be transparent and based on merit.
  • Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying, or harassment will be tolerated.
  • We will ensure that individuals are treated equally and fairly, and that decisions on training, development, and progression opportunities are available to all staff and based on objective criteria.
  • To promote EDI in the workplace, which we believe is good management practice and makes sound business sense.
  • We will regularly review all our employment practices and procedures to ensure fairness.
  • Where advised, we will make reasonable adjustments (if needed) to ensure that our services and offices can be accessed.
  • Breaches of our EDI Policy will be regarded as misconduct and could lead to disciplinary proceedings.
  • Third-party harassment concerning our staff or candidates, relating to a protected characteristic, will not be tolerated. The employee concerned should inform their line manager immediately, and FOH Recruitment Ltd will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
  • This policy is fully supported by the Leadership Team. The policy will be monitored and reviewed annually by the Group Managing Director and the HR Manager.

Your Responsibility as a Colleague:

FOH Recruitment Ltd is an EDI employer. EDI is about good employment practices and efficient use of our employees. Every employee has personal responsibility for implementing this policy. In particular, all members of staff should:

  • Comply with the policy and arrangements;
  • Not discriminate in their day-to-day activities or induce others to do so;
  • Not victimise, harass, or intimidate other staff or groups who have, or are perceived to have, one of the protected characteristics;
  • Ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic;
  • Inform their manager if they become aware of any discriminatory practice.

Any instance of doubt about the application of this policy or other questions should be addressed to your line manager in the first instance, with further clarification sought from HR.

For Candidates and Clients:

  • Our staff will not discriminate directly or indirectly, or harass candidates or clients because of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation in the provision of FOH Recruitment Ltd’s goods and services.
  • Job advertisements used will be non-discriminatory. Similarly, on- and offline advertisements will be diverse and inclusive, targeting all suitable potential job applicants.
  • Any selection criterion is based on merit and the ability to do the job, regardless of sex, race, disability, age, sexual orientation, religion, or philosophical belief.
  • No job applicant or employee shall receive less favourable treatment than any other person does, on grounds that are discriminatory, in any form.

The Responsibility of the Leadership at FOH Recruitment Ltd:

The effective implementation and operation of the arrangements for EDI will rest with the Group Managing Director. Directors / Managers will ensure that they and their staff operate within this policy and arrangements and that all reasonable and practical steps are taken to avoid discrimination.

HR will be responsible for monitoring the operation of this policy in respect of employees and applicants, including ad hoc audits.

All managers and staff responsible for or involved in drafting job specifications, job advertisements, application sifting, selection interviewing, confirmation of appointments, completion of the performance management framework, consideration of employees for training and development, and promotion opportunities will be made aware of and act in accordance with this policy.

Training will be provided for managers and staff to increase their awareness of this policy and the associated arrangements. This policy is covered in the company induction.

Raising Concerns:

All employees have a right to pursue a complaint concerning discrimination, or bullying and harassment, and FOH Recruitment Ltd will take all complaints of this nature seriously. This may be against them or others; individuals should refer to the Bullying and Harassment Policy. FOH Recruitment Ltd is concerned to ensure that staff feel able to raise such concerns, and no individual will be penalised for raising such a concern unless it is submitted maliciously or is made in bad faith.

If an employee believes that they have been subject to discrimination, victimisation, or harassment on any grounds, the employee is encouraged to discuss the matter informally with HR or a Director. The employee is also entitled to raise a formal complaint at any time. In such circumstances, the employee should invoke FOH Recruitment Ltd‘s Grievance procedure.

Discrimination, harassment, and victimisation will be treated as disciplinary offences and will be dealt with under the FOH Recruitment Ltd Disciplinary Procedure.

Anti-Bribery and Corruption Policy
FOH Recruitment Ltd

1. Purpose

FOH Recruitment Ltd is committed to conducting its business with honesty, integrity, and in compliance with all applicable laws. This policy aims to prevent bribery and corruption in all aspects of our operations, ensuring that all employees, contractors, and associates understand and adhere to ethical standards.

2. Scope

This policy applies to all employees, directors, consultants, contractors, interns, and anyone else acting on behalf of FOH Recruitment Ltd, regardless of their location. It covers interactions with clients, candidates, suppliers, and any third parties.

3. Definition of Bribery

Bribery involves offering, promising, giving, requesting, or accepting any financial or other advantage to induce or reward improper performance of a function or activity. Bribes can take the form of cash, gifts, hospitality, or favours.

4. Prohibited Conduct

  • Offering Bribes: FOH Recruitment Ltd prohibits offering or promising any form of bribe to influence a business decision or gain an unfair advantage.
  • Accepting Bribes: Employees must not request or accept bribes from clients, candidates, suppliers, or any other parties.
  • Facilitation Payments: The company does not allow facilitation payments, which are small, unofficial payments made to secure or expedite a routine action.
  • Gifts and Hospitality: Accepting or giving gifts or hospitality that could be perceived as a bribe is strictly prohibited, except for modest, appropriate gifts or entertainment that align with standard business practices.

5. Responsibilities

  • Management: Ensures this policy is communicated, understood, and implemented throughout the organisation.
  • Employees: Must report any suspicion or knowledge of bribery or corrupt activities. All employees are required to avoid any activity that could lead to or suggest a breach of this policy.
  • Compliance: FOH Recruitment Ltd will regularly review and update this policy to reflect any changes in law or best practice.

6. Reporting and Whistleblowing

If you suspect any form of bribery or corruption, you must report it immediately to your line manager or via the company’s confidential whistleblowing procedure. Reports will be investigated promptly, and no employee will suffer retaliation for reporting in good faith.

7. Consequences of Non-Compliance

Violations of this policy will be taken very seriously and may result in disciplinary action, including termination of employment or contracts. FOH Recruitment Ltd may also report the matter to the relevant authorities if necessary.

8. Training and Communication

FOH Recruitment Ltd will provide regular training on anti-bribery laws and this policy to all employees to ensure awareness and understanding. This policy is accessible to all staff and is included in our induction programme for new employees.

9. Record Keeping

We will maintain accurate records of all financial transactions and business dealings to provide evidence that we conduct our business ethically and in compliance with the law.

10. Review of Policy

This policy will be reviewed annually or as necessary to ensure its effectiveness and compliance with legal requirements

 

 

Environmental Policy
FOH Recruitment Ltd

1. Purpose

FOH Recruitment Ltd is committed to minimising our environmental impact and promoting sustainability in all aspects of our business operations. This policy outlines our commitment to protecting the environment, conserving resources, and promoting sustainable practices.

2. Scope

This policy applies to all employees, contractors, and stakeholders involved in our business activities. It covers our offices, recruitment processes, and interactions with clients, candidates, and suppliers.

3. Our Commitment

We are committed to:

  • Complying with all applicable environmental legislation and regulations.
  • Reducing waste, energy consumption, and greenhouse gas emissions.
  • Promoting sustainable practices within our operations and supply chain.
  • Continuously improving our environmental performance and setting measurable targets.

4. Key Focus Areas

a) Energy and Resource Efficiency

  • Turn off lights, computers, and other equipment when not in use.
  • Promote the use of energy-efficient office equipment and LED lighting.
  • Encourage remote meetings and video conferencing to reduce travel-related emissions.

b) Waste Reduction

  • Minimise waste by reducing, reusing, and recycling materials wherever possible.
  • Encourage paperless processes and digital documentation to reduce paper usage.
  • Properly dispose of office waste, including electronic equipment, through approved recycling channels.

c) Sustainable Procurement

  • Prioritise suppliers and partners who demonstrate a commitment to sustainable and ethical practices.
  • Use eco-friendly office supplies and products wherever feasible.
  • Encourage the use of recycled and sustainable materials.

d) Travel and Transportation

  • Encourage the use of public transport, carpooling, or cycling for commuting.
  • Minimise air travel by promoting virtual meetings with clients and candidates.
  • Offset carbon emissions for any necessary business travel.

5. Employee Engagement and Training

We will provide training and resources to educate our employees on the importance of environmental sustainability and their role in supporting our environmental goals.

6. Monitoring and Reporting

  • We will monitor our environmental performance regularly and set measurable targets to reduce our impact.
  • An annual review will be conducted to assess progress and identify areas for improvement.

7. Continuous Improvement

We are committed to the continuous improvement of our environmental practices and will update this policy as needed to reflect advancements in sustainability and changes in legislation.