Ethical Recruitment Policy

1. Policy statement

Pickles Recruitment is committed to recruitment that is lawful, fair, transparent, inclusive and free from exploitation. We will never allow commercial pressure, speed or volume to override worker welfare, legal compliance or honest communication.

2. Core principles

  • No worker pays a fee to Pickles Recruitment for finding or securing work.

  • Candidates receive accurate information about the role, location, hours, pay, deductions, duration and relevant risks before accepting an assignment.

  • Selection decisions are based on objective job-related criteria and are not influenced by unlawful discrimination.

  • Right-to-work and identity checks are completed lawfully and consistently.

  • Personal information is collected only where necessary, kept secure and used transparently.

  • Workers can refuse an assignment, leave in accordance with applicable terms and raise concerns without intimidation or retaliation.

  • We do not knowingly use deceptive advertising, false vacancies, coercive practices or unauthorised intermediaries.

3. Recruitment lifecycle controls

Control Area

  1. Advertising

  2. Sourcing

  3. Registration

  4. Identity and Right to Work

  5. Selection

  6. Offer and Assignment

  7. Onboarding

  8. Ongoing Management

  9. End of Assignment

Our Approach

  1. Vacancies must be genuine, clear and not misleading. Essential requirements are distinguished from preferences.

  2. Approved channels are used. Referral patterns and third-party involvement are monitored for signs of control or worker charging.

  3. Candidates receive privacy information and are asked only relevant questions. Support is offered where literacy or language may be a barrier.

  4. Checks follow current Home Office requirements. Photographs and biographical details must match the individual presenting.

  5. Skills, experience, availability, conduct, safety and suitability are assessed against the role. Decisions are documented proportionately.

  6. Pay, hours, location, duties, duration, holiday arrangements, deductions and contact routes are explained before work begins.

  7. Workers receive site-specific instructions, health and safety information and reporting routes. Client responsibilities are confirmed.

  8. Attendance, welfare, treatment, hours, pay issues and concerns are reviewed. Repeat problems are escalated.

  9. Workers are told why an assignment has ended where appropriate, receive final pay correctly and can request feedback or raise concerns.

4. Equality, diversity and inclusion

We provide equal opportunity and make recruitment decisions without unlawful discrimination because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. Reasonable adjustments are considered for disabled candidates and workers. Client instructions that are discriminatory will be challenged and, where necessary, refused.

5. Candidate communications

We aim to communicate in plain language and avoid making promises we cannot keep. Candidates must not be misled about likely hours, permanency, progression, pay or the reason for collecting information. Where circumstances change, we communicate promptly and honestly

6. Worker-paid costs and deductions

Pickles Recruitment does not charge work-finding fees. Any lawful deductions must be transparent, agreed where required and shown clearly. We investigate allegations that any employee, introducer, supervisor, transport provider, accommodation provider or other party has demanded money or benefits in exchange for work.

7. Third parties and referrals

No third party may recruit or manage workers on our behalf without written approval and due diligence. We do not permit sub-agents to charge workers, retain identity documents, control wages or threaten workers. Unusual clusters of shared bank details, addresses, telephone numbers or transport arrangements are reviewed as potential indicators of exploitation rather than automatically treated as administrative convenience.

8. Client standards

  • We seek sufficient information to understand the role, environment, supervision, hours, pay and health and safety arrangements.

  • We will not knowingly supply into unsafe, unlawful, discriminatory or exploitative conditions.

  • We expect clients to treat temporary workers with dignity and provide legally required facilities, breaks, training and protective equipment.

  • Where concerns arise, we work with the client on corrective action and may suspend supply where risk cannot be controlled.

9. Complaints, whistleblowing and non-retaliation

Candidates and workers may raise concerns verbally or in writing. Complaints are recorded, investigated impartially and handled confidentially as far as possible. Retaliation is prohibited. Serious concerns are escalated to the Managing Director and, where appropriate, to the relevant authority.

10. Monitoring

Area

  1. Compliance Files

  2. Worker Feedback

  3. Client Feedback

  4. Training

  5. Corrective Action

How We Monitor

  1. Periodic sample checks of identity, right-to-work, terms, assignment information and pay documentation.

  2. Review complaints, early leavers, no-shows, pay queries and welfare themes for underlying causes.

  3. Monitor treatment, safety, supervision, cancellations and repeated assignment issues.

  4. Induction and refresher training for relevant staff.

  5. Record owners, deadlines and evidence of closure for material issues.

11. Responsibilities and breaches

All employees are responsible for following this policy and reporting concerns. Managers are responsible for oversight and corrective action. Breaches may result in disciplinary action, termination of a supplier or client relationship, removal from duties and reporting to regulators or law enforcement where appropriate.

Reference framework

Employment Agencies Act 1973 and Conduct Regulations; Equality Act 2010; Immigration, Asylum and Nationality Act 2006 and Home Office right-to-work guidance; Modern Slavery Act 2015; Agency Workers Regulations 2010; GLAA Licensing Standards; REC Code of Professional Practice; UK GDPR and Data Protection Act 2018.