For Permanent Candidates

All business undertaken by Ivy Rock Partners Limited (“Ivy Rock”) in respect of the Candidates for permanent employment with clients of Ivy Rock is subject to the terms and conditions below, unless alternative terms and conditions are agreed between Ivy Rock and the Candidate in writing. These terms and conditions shall be deemed effective upon a Candidate signing the declaration contained within the registration with Ivy Rock.

Ivy Rock is acting in the capacity of an employment agency in accordance with the Conduct of Employment Agencies and Employment Business Regulations 2003.

Once a Candidate has provided Ivy Rock with a full and complete curriculum vitae, Ivy Rock will search for suitable employment opportunities on behalf of the Candidate.

Before this employment search begins, the Candidate is required to provide satisfactory evidence of their identity which shall include, but not be limited to, a certified copy of the Candidate’s passport or birth certificate.

The Candidate agrees to provide such documentation as is reasonably requested by Ivy Rock and as requested by a client. This includes but is not limited to:

• satisfactory evidence of the identity and address of the Candidate and eligibility to work in the United Kingdom;

• up to date copies of any relevant qualifications, professional memberships or authorisations (and the Candidate authorises Ivy Rock to undertake any verification required of membership status of any professional bodies);

• the names of two referees (who are not relatives of the Candidate) who the Candidate agrees that Ivy Rock can approach at any time to provide a reference for the Candidate. The Candidate agrees that any references obtained may be forwarded to any client to whom Ivy Rock introduces the Candidate, and that any such client may also approach the referees directly, unless the Candidate specifically requests otherwise.

The Candidate understands that his /her personal data will be processed by Ivy Rock and its clients in the course of the employment search; and by registering with Ivy Rock, the Candidate expressly acknowledges that he / she has read the Candidate Privacy Policy and consents to such processing on the understanding that any personal data is processed fairly and lawfully in accordance with current Data Protection Legislation.

The Candidate consents to the disclosure to a client of all relevant information (which is reasonably required to progress any application) including, but not only limited to, copies of qualifications, authorisations and/or references by Ivy Rock to the client and to the use by Ivy Rock of its personal information to contact the Candidate with details of other services or offers that Ivy Rock may provide.

The Candidate shall immediately inform Ivy Rock should there be any reason under which it would be detrimental to the interests of Ivy Rock, the client or the Candidate for the Candidate to take up a particular position with a client.

Ivy Rock is under no obligation to find employment for the Candidate.

If, following an introduction from Ivy Rock, the Candidate receives an offer of employment or engagement to work for or with a client introduced by Ivy Rock, the Candidate shall inform Ivy Rock immediately and provide Ivy Rock with full details of the offer including a copy of the offer letter/contract of employment if requested.

An offer of employment is not made until written details are received by the Candidate from the client. Furthermore, the contracting parties to any such offer are the client and the Candidate. Ivy Rock is not and should not be regarded as the agent of the client. Accordingly, Ivy Rock does not accept any responsibility and shall not be liable for any loss suffered by the Candidate by reason of:

• the Candidate’s decision to resign from his/her current employment or engagement before or after receipt of the client’s written offer; and/or

• the withdrawal by the client of the offer.

The Candidate should not engage in any conduct which is detrimental to the interests of Ivy Rock, which could negatively affect Ivy Rock’s relationship with any current or potential clients or which is likely to bring Ivy Rock into disrepute.

If the Candidate has a complaint in connection with the services of Ivy Rock, the Candidate shall, in the first instance, present a complaint in writing to a Director of Ivy Rock.

For Temporary Worker Candidates

Temporary Workers are engaged under a contract for services, the terms of which will be provided if and when the Temporary Worker accepts an assignment through Ivy Rock Limited (“Ivy Rock”). The following conditions describe the relationship between the Temporary Worker and Ivy Rock. In the event of any conflict between these conditions and the specific terms provided in respect of any assignment accepted by the Temporary Worker, the latter shall prevail.

Ivy Rock is acting in the capacity of an employment business in accordance with the Conduct of Employment Agencies and Employment Business Regulations 2003. Temporary Workers are engaged under a contract for services and not a contract of employment and nothing in this agreement shall constitute or be construed as constituting an employment contract between Ivy Rock and the Temporary Worker.

Ivy Rock represents Temporary Workers who provide services either through limited companies or through umbrella companies. Temporary Workers will be required to provide reasonable cooperation to Ivy Rock and any clients with whom they are placed to confirm that they are compliant with relevant taxation and national insurance legislation.

Ivy Rock may offer the Temporary Worker suitable assignment work with a client requiring such a worker where such work is available. This is not a guarantee by Ivy Rock that such work will be provided to a Temporary Worker on a regular basis or at all. The final terms and conditions of each assignment will be issued to a Temporary Worker at the beginning of the assignment, detailing the actual rate of pay and type of work to be carried out.

Ivy Rock shall be under no obligation to provide work for the Temporary Worker and this agreement creates no obligation on Ivy Rock to provide the Temporary Worker with a specified number of hours work in any day or any week. The Temporary Worker shall not be obliged to accept any assignment offered by Ivy Rock. The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available. The Temporary Worker agrees that suitability of an assignment shall be determined solely by Ivy Rock and that Ivy Rock shall incur no liability to the Temporary Worker should it fail to offer assignments of the type of work required by the Temporary Worker or any other work.

In the event that Ivy Rock identifies potential assignment work for a Temporary Worker, it will contact the Temporary Worker to discuss the potential assignment, including, but not limited to, the following details

(a) the identity of the client, and if applicable the nature of its business;

(b) the date the assignment is to commence and the duration or likely duration of the assignment;

(c) the position which the client seeks to fill, including the type of work the Temporary Worker in that position would be required to do, the location at which, and the hours during which, the Temporary Worker would be required to work;

(d) the rate of pay and any expenses payable by or to the Temporary Worker;

(e) any risks to health and safety known to the client in relation to the assignment and the steps the client has taken to prevent or control such risks; and

(f) the experience, training, qualifications and any authorisation which the client considers are necessary or which are required by law or a professional body for the Temporary Worker to possess in order to work in the assignment.

The Temporary Worker agrees to notify Ivy Rock immediately if they have already been contacted about the role through a different agency. In the event that the Temporary Worker has not already discussed the role with another agency, the Temporary Worker agrees that they will not apply for the assignment directly or through another agency without the prior consent of Ivy Rock.

Ivy Rock reserves the right to offer any assignment as it may elect to such Temporary Worker where that assignment is suitable for several workers. The Temporary Worker is under no obligation to accept any offer.

Before the start of any assignment, the Temporary Worker agrees to provide such documentation as is reasonably requested by Ivy Rock. This includes but is not limited to:

• satisfactory evidence of the identity and address of the Temporary Worker and eligibility to work in the United Kingdom;

• up to date copies of any relevant qualifications, professional memberships or authorisations (and the Temporary Worker authorises Ivy Rock to undertake any verification required of membership status of any professional bodies);

• the names of two referees (not relatives of the Temporary Worker) whom Ivy Rock may approach for references. The Temporary Worker agrees that any references obtained may be forwarded to any client to whom Ivy Rock introduces the Temporary Worker, and that any such client may also approach the referees directly, unless the Temporary Worker specifically requests otherwise.

The Temporary Worker understands that his /her personal data will be processed by Ivy Rock and its clients in the course of the employment search; and by registering with Ivy Rock, the Temporary Worker expressly acknowledges that he / she has read the Candidate Privacy Policy and consents to such processing on the understanding that any personal data is processed fairly and lawfully in accordance with current Data Protection Legislation.

The Temporary Worker consents to the disclosure to a client of all relevant information which is reasonably required to progress any application for any assignment for which the Temporary Worker has agreed to apply and to the use by Ivy Rock of its personal information to contact the Temporary Worker with details of other services or offers that Ivy Rock may provide.

If the Temporary Worker does accept an Assignment, the Temporary Worker shall:

(a) co-operate with the client’s reasonable instructions and accept the direction, supervision and control of any responsible person in the client’s organisation;

(b) observe any relevant rules and regulations of the client’s organisation (including normal hours of work) of which the Temporary Worker has been informed or of which the Temporary Worker should be reasonably aware;

(c) co-operate with Ivy Rock in the completion and renewal of all mandatory checks, including in relation to the Temporary Worker’s right to work in the United Kingdom;

In the event that a Temporary Worker starts any assignment in advance of providing any documentation reasonably requested by Ivy Rock, Ivy Rock shall only provide the Temporary Worker with access to their timesheet system when all such documentation has been provided to and approved by Ivy Rock. The Temporary Worker acknowledges that failure to provide these documents promptly may result in delays in payment for work carried out on any such assignment.

All intellectual property conceived or made by the Temporary Worker (either alone or with others) in the course of any assignment shall belong to the client and the Temporary Worker agrees all such intellectual property shall belong to the client. If requested, the Temporary Worker shall execute any documentation which the client shall deem necessary to give effect to this provision.

The Temporary Worker shall immediately inform Ivy Rock and the client should there be any reason under which it would be detrimental to the interests of Ivy Rock, the client or the Temporary Worker for any assignment to continue.

The Temporary Worker is requested to advise Ivy Rock of any other assignment which he/she may have been informed about by the client. The Temporary Worker is required to inform Ivy Rock of any offer of extended or permanent employment.

The Temporary Worker should not engage in any conduct which is detrimental to the interests of Ivy Rock, which could negatively affect Ivy Rock’s relationship with any current or potential clients or which is likely to bring Ivy Rock into disrepute.

If the Temporary Worker has any complaint in connection with the provision of work seeking services, temporary work, or the conduct of the client or an employee of the client, the Temporary Worker shall, in the first instance, present a complaint in writing to a Director of Ivy Rock.