background

Kim Kelly, Director
"Since Employment Plus was established in 1991 we have always maintained a strong focus on a professional and honest service. This focus has never decreased since the day we first opened the door of our Sutton office. If every client and applicant feels that they have received a first class service whether or not we have filled their position or found them a job then we have achieved our goal 100%".

Sally Lelliott, Director
"Employment Plus has continued each year to grow and prosper. I have no doubt this is due to the dedication of our consultants who provide our clients with tailor made services, unique to their own recruitment requirements with a professional, reliable and honest approach".

Employment Plus specialise in both temporary, contract and permanent personnel in the following categories:

• Care
• Catering
• Industrial
• Office

Employment Plus is a member of the Recruitment & Employment Confederation (REC) and adheres to their Code of Professional Practice.

Also on this page

Terms and Conditions (terms tab)
Privacy Policy (privacy tab)
Security and Data Protection Policy (dpp tab)
Equal Opportunities and Diversity Policy (equality tab)
Customer Service Policy (service tab)

terms

Permanent Staff
These terms and Conditions of Business are between Employment Plus Limited and/or any subsidiaries or associates (“the Company”) and the Employer Client (“the Client”) and are deemed to be accepted by the Client by virtue of an interview or the engagement (which term includes employment or use, whether under a contract of service or for services) of a candidate introduced by the Company or the use by the Client of a Temporary Worker.

1 The Client agrees to notify the Company immediately an engagement is accepted and to pay the fee of the Company within 20 days of the commencement of the engagement.

2 The fee payable to the Company by the Client for the introduction of an applicant is calculated as set out in the Scale of Fees below on the gross remuneration, which the applicant is entitled to earn during the first twelve months of employment with the Client. Remuneration includes all salary, payments and other taxable emoluments payable to or receivable by the candidate for services rendered to or on behalf of the Client. VAT shall be paid in addition.

Scale of Fees
20% for all salaries.

3 Should the relevant employment terminate before the expiry of 12 weeks, (save where the applicant being made redundant by the Client) the fee will be rebated as follows provided that the Client notifies the Company in writing within 7 days of the termination of employment and has paid the Company’s fee:

Rebate Scale
1 – 4 weeks 100% rebate
5 – 8 weeks 50% rebate
8 – 12 weeks 1O% rebate

Should the Client or any subsidiary or associated company of the Client subsequently re-engage the applicant within a period of six calendar months from the date of termination, a full fee in accordance with Paragraph 2 above becomes payable.

4 Introductions are confidential. The passing on of an introduction to another employer which results in an engagement renders the Client liable to payment of the Company’s fee as set out in Paragraph 2.

5 An introduction fee calculated in accordance with Paragraph 2 of these terms will be charged in relation to any applicant engaged as a consequence of or resulting from an introduction through or by the Company, even though the introduction may be indirectly.

6 The Company endeavours to ensure the suitability of any applicant introduced to the Client. The Client shall notwithstanding satisfy himself as to the suitability of any applicant and shall take up any references provided by any applicant and/or the Company before engaging such applicant. The Client shall be responsible for obtaining work and other permits, for the arrangement of medical examinations and/or investigations into the medical history of any applicant, and satisfies any medical and other requirements or qualifications required by law.

7 The Company shall not be liable under any circumstances for any loss, damage or expense suffered or incurred by the Client arising from or in any way connected with the Company seeking an applicant for the Client or the introduction by the Company to the Client of any applicant or the engagement of any applicant by the Client.

8 No variation can be made to these terms without the written consent of one of the Directors of the Company.

Temporary Terms of Business
These Terms and Conditions of Business are between Employment Plus Ltd and/or any subsidiaries or associates hereafter called “Employment Business” and the Hirer (hereinafter called the “Client”).
1. Definitions
1.1 In these Terms of Business the following definitions apply:
“Assignment” means the period during which the Temporary Worker is supplied to render services to the Client;
“Client” means the person, firm or corporate body together with any subsidiary or associated company as defined by the Companies Act 1985 to whom the Temporary Worker is supplied or introduced;
“The Employment Business” means Employment Plus Limited of South Down House, 82 High Street, Billingshurst, West Sussex, RH14 9QS.
“Engagement” means the engagement, employment or use of the Temporary Worker directly by the Client or any third party or though any other employment business on a permanent or temporary basis, whether under a contract of service or for services; an agency, license, franchise or partnership arrangement; or any other engagement; directly or through a limited company of which the Temporary Worker is an officer or employee
“Temporary Worker” means the individual who is introduced by the Employment Business to render services to the Client.
“Transfer Fee” means the fee payable in accordance with clause 7.1 below and Regulation 10 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003.
“Introduction Fee” means the fee payable in accordance with clause 7.2 below and Regulation 10 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003.
“Introduction” means (i) the Client’s interview of a Temporary Worker in person or by telephone, following the Client’s instruction to the Employment Business to supply a Temporary Worker; or (ii) the passing to the Client of a curriculum vitae or information which identifies the Temporary Worker; and which leads to an Engagement of that Temporary Worker.
“Remuneration” includes base salary or fees, guaranteed and/or anticipated bonus and commission earnings, allowances, inducement payments, the benefit of a company car and all other payments and taxable and, where applicable, non-taxable) emoluments payable to or receivable by the Temporary Worker for services rendered to or on behalf of the Client or any third party.
1.2 Unless the context otherwise requires, references to the singular include the plural.
1.3 The headings contained in these Terms are for convenience only and do not affect their interpretation.

2. The Contract
2.1 These Terms constitute the contract between the Employment Business and the Client for the supply of the Temporary Worker’s services by the Employment Business to the Client and are deemed to be accepted by the Client by virtue of its request for, interview with or Engagement of the Temporary Worker or the passing of any information about the Temporary Worker to any third party following an Introduction.
2.2 These Terms contain the entire agreement between the parties and unless otherwise agreed in writing by a director of the Employment Business, these Terms prevail over any terms of business or purchase conditions proffered by the Client.
2.3 No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Client and are set out in writing and a copy of the varied terms is given to the Client stating the date on or after which such varied terms shall apply.

3. Charges
3.1 The Client agrees to pay such hourly charges of the Employment Business as shall be notified to and agreed with the Client. The hourly charges are calculated according to the number of hours worked by the Temporary Worker (to the nearest quarter hour) and comprise mainly the Temporary Worker’s pay but also include the Employment Business’ commission calculated as a percentage of the Temporary Worker’s pay, employer’s National Insurance contributions and any travel, hotel or other expenses as may have been agreed with the Client or, if there is no such agreement, such expenses as are reasonable. VAT, if applicable, is payable on the entirety of these charges.
3.2 The charges are invoiced to the Client on a weekly basis and are payable within 7 days. The Employment Business reserves the right to charge interest on any overdue amounts at the rate of 8%* per annum (above the base rate from time to time of the Bank of England) from the due date until the date of payment.
3.3 *There are no rebates payable in respect of the charges of the Employment Business.

4. Information to be Provided
4.1 When making an Introduction of a Temporary Worker to the Client the Employment Business shall inform the Client of the identity of the Temporary Worker; that the Temporary Worker has the necessary or required experience, training, qualifications and any authorisation required by law or a professional body to work in the Assignment; whether the Temporary Worker will be employed by the Employment Business under a contract of service or apprenticeship or a contract for services; and that the Temporary Worker is willing to work in the Assignment.
4.2 Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any public or Bank holiday) following, save where the Temporary Worker is being Introduced for an Assignment in the same position as one in which the Temporary Worker had previously been supplied within the previous five business days and such information has already been given to the Client, unless the Client requests that the information be resubmitted.

5. Time Sheets
5.1 At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of one week or less) the Client shall sign the Employment Business’ time-sheet verifying the number of hours worked by the Temporary Worker during that week.
5.2 Signature of the time sheet by the Client is confirmation of the number of hours worked. If the Client is unable to sign a time-sheet produced for authentication by the Temporary Worker because the Client disputes the hours claimed, the Client shall inform the Employment Business as soon as is reasonably practicable and shall co-operate fully and in a timely fashion with the Employment Business to enable the Employment Business to establish what hours, if any, were worked by the Temporary Worker. Failure to sign the time sheet does not absolve the Client’s obligation to pay the charges in respect of the hours worked.
5.3 The Client shall not entitled to decline to sign a time-sheet on the basis that he is dissatisfied with the work performed by the Temporary Worker. In cases of unsuitable work the Client should apply the provisions of clause 10.1 below.

6. Payment of the Temporary Worker
6.1 The Employment Business assumes responsibility for payment of the Temporary Worker and where appropriate, for the deduction and payment of National Insurance Contributions and PAYE Income Tax applicable to the Temporary Worker pursuant to sections 44-47 on the Income Tax (earnings and Pensions) Act 2003*.

7. Transfer and Introduction Fees
7.1 In the event of Engagement (or Introduction) of an agency worker supplied by us either (i) directly by you or (ii) by you pursuant to being supplied by another employment business, within the Relevant Period, you will become liable to either
7.1.1 Elect to give us 7 days notice to take an extended period of hire (or period of hire) of the agency worker in accordance with our accompanying scale of fees, during which we shall be entitled to charges set out in clause 3.1 above for each hour agency work is so employed or supplied; or
7.1.2 Pay a Transfer Fee (or Introduction Fee) calculated as a percentage of Remuneration at commencement of Engagement in accordance with our accompanying scale of fees. No refund of Transfer Fee (or Introduction Fee) will be paid if Engagement subsequently terminates.
7.2 If Engagement of agency worker is for a term of less than 6 months, Transfer Fee (or Introduction Fee) will apply pro rata. If Engagement extends beyond initial term or if you re-engage agency worker within 2 months of termination of first Engagement you will be liable to pay a further fee on same basis. No refund of Transfer Fee (or Introduction Fee) will be paid if Engagement subsequently terminates.
7.3 If agency worker is introduced by you to a third party which results in Engagement of agency worker by the third party within the Relevant
Period you will be liable to pay a Transfer Fee (or Introduction Fee) as detailed clause 7.1.2 above.

8. Liability
8.1 Whilst every effort is made by the Employment Business to give satisfaction to the Client by ensuring reasonable standards of skills, integrity and reliability from Temporary Workers and further to provide them in accordance with the Client’s booking details, the Employment Business is not liable for any loss, expense, damage or delay arising from any failure to provide any Temporary Worker for all or part of the period of booking or from the negligence, dishonesty, misconduct or lack of skill of the Temporary Worker. For the avoidance of doubt, the Employment Business does not exclude liability for death or personal injury arising from its own negligence.
8.2 Temporary Workers are engaged by the Employment Business under contracts for services. They are not the employees of the Employment Business but are deemed to be under the supervision, direction and control of the Client from the time they report to take up duties and for the duration of the assignment. The Client agrees to be responsible for all acts, errors or omissions of the Temporary Worker, whether wilful, negligent or otherwise as though the Temporary Worker was on the payroll of the Client. The Client will also comply in all respects with all statutes including, for the avoidance of doubt, the Working Time Regulation, Health and Safety At Work Act etc, bylaws, codes of practice and legal requirements to which the Client is ordinarily subject in respect of the Client’s own staff (excluding the matters specifically mentioned in Clause 6 above), including in particular the provision of adequate Employer’s and Public Liability Insurance cover for the Temporary Worker during all Assignments.
8.3 The Client shall advise the Employment Business of any special health and safety matters about which the Employment Business is required to inform the Temporary Worker and about any requirements imposed by law or by any professional body, which must be satisfied if the Temporary Worker is to fill the Assignment. The Client will assist the Employment Business in complying with the Employment Business’ duties under the Working Time Regulations by supplying any relevant information about the Assignment requested by the Employment Business and the Client will not do anything to cause the Employment Business to be in breach of its obligations under these Regulations. Where the Client requires or may require the services of a Temporary Worker for more than 48 hours in any week, the Client must notify the Employment Business of this requirement before the commencement of that week.
8.4 The Client undertakes that it knows of no reason why it would be detrimental to the interests of the Temporary Worker for the Temporary Worker to fill the Assignment.
8.5 The Client shall indemnify and keep indemnified the Employment Business against any costs, claims or liabilities incurred by the Employment Business arising out of any Assignment or arising out of any non-compliance with clauses 8.2 and 8.3 and/or as a result of any breach of these Terms by the Client.

9. Special Situations
9.1 Where the Temporary Worker is required by law, or any professional body to have any qualifications or authorisations to work on the Assignment or the Assignment involves caring for or attending one or more persons under the age of eighteen or any person who by reason of age, infirmity or who is otherwise in need of care or attention, the Employment Business will take all reasonably practicable steps to obtain and offer to provide to the Client;

Copies of any relevant qualifications or authorisations of the Temporary Worker, and

Two references from persons not related to the Temporary Worker who have agreed that the references they provide may be disclosed to the Client and has taken all reasonably practicable steps to confirm that the Temporary Worker is suitable for the Assignment.

If the Employment Business is unable to do any of the above it shall inform the Client of the steps it has taken to obtain this information in any event.

10. Termination
10.1 The Client undertakes to supervise the Temporary Worker sufficiently to ensure the Client’s satisfaction with the Temporary Worker’s standards of workmanship. If the Client reasonably considers that the services of the Temporary Worker are unsatisfactory, the Client may terminate the Assignment either by instructing the Temporary Worker to leave the Assignment immediately, or by directing the Employment Business to remove the Temporary Worker. The Employment Business may, in such circumstances, reduce or cancel the charges for the time worked by that Temporary Worker, provided that the Assignment terminates:
a) Within four hours of the Temporary Worker commencing the Assignment where the booking is for more than seven hours; or
b) Within two hours for bookings of seven hours or less; And also provided that notification of the unsuitability of the Temporary Worker is confirmed in writing to the Employment Business within 48 hours of the termination of the Assignment.
10.2 Any of the Client, the Employment Business or the Temporary Worker may terminate an Assignment at any time without prior notice and without liability.
10.3 The Client shall notify the Employment Business immediately and without delay and in any event within (4) hours if the Temporary Worker fails to attend work or notifies the Client that the Temporary Worker is unable to attend work for any reason.
10.4 The Employment Business shall notify the Client immediately if it receives or otherwise obtains information which gives it reasonable grounds to believe that a Temporary Worker supplied to the Client is unsuitable for the Assignment and shall terminate the Assignment under the provisions of clause 10.2.

11. Law
11.1 These Terms are governed by the law of *England & Wales and are subject to the exclusive jurisdiction of the Courts of *England & Wales.
*delete as applicable