Global Legal Notices - UK

Site Terms and Conditions

• disseminating any unlawful, harassing, libellous, abusive, threatening, harmful, vulgar, obscene, or otherwise objectionable material or otherwise breaching any laws;
• transmitting material that encourages conduct that constitutes a criminal offence, results in civil liability or otherwise breaches any applicable laws, regulations or code of practice;
• interfering with any other person's use or enjoyment of the Michael Page Site; or
• making, transmitting or storing electronic copies of materials protected by copyright without the permission of the owner.

• the existence or availability of any appointment advertised on the Michael Page Site;
• that any employer or client will ask for your CV, ask to interview you or recruit you;
• that any employer or client will keep confidential any of your information or data provided to that employer or client; or
• the final terms and duration of any appointment obtained through the Michael Page Site.

Michael Page International Recruitment Limited. Registered in England No. 4130921. Registered Office: Page House, 1 Dashwood Lang Road, Addlestone, Weybridge KT15 2QW.

England & Wales: 1-3 | Scotland: 4-6 TC7MPSC | Effective from 06.03.2012 |

Standard Terms & Conditions for Temporary Workers

Assignment means work performed by the Temporary Worker for the client for a period of time during which the Temporary Worker is supplied by MP to work temporarily for and under the supervision and direction of the Client;

AWR means the Agency Workers Regulations 2010;

Calendar Week means any period of seven days starting on a Sunday and ending on the following Saturday which counts towards the Qualifying Period;

Regulation 6 (3) of the AWR;

Temporary Worker means the worker supplied by MP to provide services to the Client under the direct control, supervision and direction of the Client;

1. All and any business undertaken by Michael Page International Recruitment Ltd and or its UK trading subsidiaries, (“MP”) is transacted subject to these terms and conditions. MP is operating in the capacity of an employment business. MP is operating in the capacity of an employment business.

2. MP will endeavour to obtain suitable Assignments for the Temporary Worker with Clients requiring such a Temporary Worker. The types of work and expected rates of pay to be sought on behalf of the Temporary Worker are outlined in the candidate registration schedule, provided to the Candidate on first registering with MP. Final terms and conditions will be issued at the commencement of an assignment, detailing the actual rate of pay and the type of work to be undertaken.

3. MP reserves the right to offer any Assignment to such Temporary Worker as it may elect where that Assignment is suitable for several Temporary Workers.The Temporary Worker is under no obligation to accept such an offer but, if accepted, he/she owes the normal common law duties of a worker as far as theyare reasonably applicable.

The Temporary Worker is under no obligation to accept such an offer but, if accepted, he/she owes the normal common law duties of a worker as far as they are reasonably applicable.

4. It is a condition of this Agreement that the Temporary Worker shall, before the commencement of any assignment, have provided MP with:

(i) details of any work since 1 October 2011 the Temporary Worker has performed for the Client in the same or a similar role to the Assignment via any third party which may count towards the Qualifying Period to enable MP to comply with its obligations under the AWR;

(ii) satisfactory evidence of the Temporary Worker’s identity (which shall include, but not be limited to, a certified copy of the Temporary Worker’s passport or birth certificate and National Insurance documentation);

(iii) confirmation of the Temporary Worker’s right to work in the UK or other location as specified by the Client. For the avoidance of doubt, MP shall be entitled to terminate, cancel or withdraw any assignment, without any liability to the Temporary Worker in the event that the Temporary Worker’s right to work is cancelled or expires for any reason or in the event that the Temporary Worker is not able to satisfy MP’s requirements under this clause 4.

5. If, in respect of any assignment, the Temporary Worker is required by law, any professional body or by the Client to hold any qualifications and/or authorisations,the Temporary Worker shall provide MP with: (a) up to date copies of such qualifications or authorisations; and (b) the names of two referees (who are notrelatives of the Temporary Worker) who the Temporary Worker agrees that MP may approach for the purpose of obtaining references about the TemporaryWorker. The Temporary Worker also consents to the disclosure of such qualifications, authorisations and/or references by MP to the Client.

6. (a) MP shall pay to the Temporary Worker wages calculated at an hourly/daily/weekly/monthly rate, to be determined prior to the commencement of theassignment, subject to deductions for the purpose of National Insurance, PAYE, or any other purpose for which MP is required by law to make deductions.The standard payment interval will be weekly or as otherwise agreed prior to the Assignment commencing. The Temporary Worker shall be required toprovide time sheets duly authorised by the Client, as directed by MP, agreeing the hours worked by the Temporary Worker on a weekly basis.

(b) The Temporary Worker shall promptly comply with any other rule or request (either from the Client or MP) to provide information and/or documentation in respect of the hours worked by the Temporary Worker. Failure by the Temporary Worker to provide any evidence of hours worked may delay payment for such hours. MP will not withhold payment of the Temporary Worker’s wages through reason of non-receipt of payments from the Client.

(c) The Temporary Worker becomes entitled under the AWR to Pay after the end of the Qualifying Period. Pay is calculated by MP in consultation with the Client prior to the start of each Assignment. For the avoidance of doubt Pay as defined in these terms will be the remuneration the Temporary Worker would have received had the Temporary Worker been directly engaged by the Client at the start of the Qualifying Period.

(d) The Temporary Worker is not obliged to work any particular number of hours per day or week. However if the Client requests the Temporary Worker to perform any work outside the normal working hours of the Client’s business it will be entirely at the Temporary Worker’s discretion whether s/he performssuch work. If the Temporary Worker agrees to perform work outside the Client’s normal working hours the Temporary Worker will be paid for those hours at the rate s/he would have received had the Temporary Worker been directly engaged by the Client at the start of the Qualifying Period.

7. (a) The holiday year runs from 1 January to 31 December each year. The Temporary Worker will have a statutory annual entitlement to 5.6 weeks paid holiday per year. If the statutory paid holiday entitlement is subsequently decreased or increased then entitlement to leave under this clause will be decreased or increased accordingly for any period in which work is carried out. The Temporary Worker’s holiday pay for the 4 week statutory minimum holiday entitlement under the Working Time Directive will be calculated on their basic pay rate together with any additional payment intrinsically linked to tasks the Temporary Worker is required to carry out on Assignment.

(b) Entitlement to payment for holiday accrues in proportion to the amount of time worked continuously by the Temporary Worker on Assignment during the leave year. Payment is calculated on the basis of rates paid during the Client’s normal working hours. The Temporary Worker is paid for holiday entitlement on an hourly basis in advance and MP will set off such payments made in advance against entitlement to paid holiday either during the course of an Assignment or on termination of an assignment. Payment for statutory paid holiday entitlement is made on top of and in addition to the Temporary

Worker’s hourly/daily/ weekly/monthly pay rate. Any bank or statutory holidays taken as paid holiday will be included within this entitlement.

(c) In addition to the statutory minimum paid holiday entitlement under the Working Time Regulations 1998, the Temporary Worker is entitled under AWR to any additional contractual paid holiday applicable to the role at the end of the Qualifying Period. Any additional contractual entitlement will be accounted for in the Temporary Worker’s Pay in accordance with the provisions of clause 6(c).

(d) Any holiday not taken by the end of the holiday year in which the entitlement arises is forfeited. It may not be carried forward and MP will not make any payment in lieu.

(e) Where a Temporary Worker wishes to take holiday during the course of an Assignment he/she should notify MP of the intended holiday dates giving notice of at least twice the length of the period of leave he/she wishes to take. In certain circumstances MP may give written counter-notice to the Temporary Worker to postpone or reduce the amount of leave that the Temporary Worker wishes to take giving the Temporary Worker at least the same length of notice as the period of leave that it wishes to postpone or reduce it by.

8. The Temporary Worker shall at all times when services are due to a Client comply with the following conditions:

(a) Not to engage in any conduct detrimental to the interests of the Client;

(b) To be present during the times or for the total number of hours during each day and/or week as may be agreed with the Client. The Temporary Worker agrees that in accordance with Regulation 5 of the Working Time Regulations 1998, the provisions contained in Regulation 4, stating that working time shall not exceed an average of 48 hours for each seven day period (running Sunday to Saturday) should not apply. The Temporary Worker may withdraw from this option on giving 14 days written notice. If the Temporary Worker provides services through a limited company, these terms constitute consent for the purpose of Regulation 5 unless consent is withdrawn on notice and in writing to both the limited company and to MP;

(c) To take all reasonable steps to safeguard his/her own safety and the safety of any other person who may be affected by his/her actions at work;

(d) To comply with any rules or obligations relating to discipline and/or health and safety in force from time to time at the premises where services are performed to the extent that they are reasonably applicable;

(e) To comply with all reasonable instructions and requests regarding the scope of the agreed services made by the Client;

(f) Not to at any time during or after any Assignment divulge or make known to any person or any competitor of the Client, nor use for his/her own or any other person’s benefit any confidential information (which shall remain the property of the Client) in relation to the trade secrets, operations and business affairs of the Client. Further to immediately surrender all documents, samples, tools and equipment provided by the Client on the cessation of the assignment.

9. 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 to assign all his/her interest in any such intellectual property to the Client or its nominee. If requested to do so, the Temporary Worker shall execute any documentation which the Client shall deem necessary to give effect to this provision.

10. The Temporary Worker shall immediately inform MP should he/she become aware of any reason or circumstances under which it would be detrimental to the interests of MP, the Client or the Temporary Worker for the assignment to continue.

11. MP shall be under no obligation to provide work for the Temporary Worker and this Agreement creates no obligation on MP to provide the Temporary Worker with a specified number of hours work in any day or any week.

12. Either MP or the Client may terminate an assignment without notice or liability at any time and for any reason and instruct the Temporary Worker to leave the assignment accordingly. Equally the Temporary Worker may terminate an assignment at any time without prior notice or liability.

13. The Temporary Worker should not engage in any conduct, which is detrimental to the interests of MP, would negatively affect MP’s relationship with the Client or is likely to bring MP into disrepute.

14. The Temporary Worker having any complaint in connection with the temporary work, or the conduct or relations with MP or the Client or any employee of MP or the Client shall have the right to present a complaint in writing to the Quality Care team at MP.

15. The Temporary Worker and MP acknowledge and agree that this Agreement constitutes a contract for services and shall not create an employer/employee relationship between MP and the Temporary Worker.

16. MP does not accept any responsibility and shall not be liable for any loss or damage suffered by the Temporary Worker as a result of this assignment being terminated by either MP or the Client.

17. Unless agreed otherwise in writing the Temporary Worker shall be paid on a PAYE basis. For the avoidance of doubt, the Temporary Worker shall not be treated as an employee of a limited company until all the required documentation has been provided by the Temporary Worker and/or the limited company to the satisfaction of MP.

18. MP may deduct from the Temporary Worker’s Pay any sums owed by the Temporary Worker to MP including, but not limited to, any outstanding advances, overpayments and excess holiday pay. The Temporary Worker further agrees to immediately repay any sums overpaid to him/her as demanded by MP in writing.

Standard Conditions and Guidance for Permanent Candidates

1. All and any business undertaken by Michael Page International Recruitment Ltd and or its UK trading subsidiaries, (“MP”) is transacted subject to the terms and conditions hereinafter set out. MP is acting in the capacity of an employment agency.

2. Upon provision by the work-seeker (“Candidate”) of a full and accurate Curriculum Vitae, MP shall, at its sole discretion, search for suitable employmentpositions on behalf of the Candidate. The type of employment sought for the Candidate will be as detailed on the Candidate Registration Schedule.

3. Before any work finding services are provided the Candidate shall provide MP with satisfactory evidence of the Candidate’s identity which shall include, butnot be limited to, a copy of the Candidate’s passport or birth certificate.

(a) up to date copies of such qualifications and/or authorisations; and

(b) the names of two referees (who are not relatives of the Candidate) who the Candidate agrees that MP may approach at any time for the purpose of obtaining references about the Candidate.

4. The Candidate consents to the disclosure of all relevant information (which is reasonably required to progress any application) including but not limited to copies of qualifications, authorisations and/or references by MP to the Client.

5. The Candidate shall immediately inform MP should there be any reason or circumstances of which he/she is aware under which it would be detrimental to the interests of MP, the Client or the Candidate for the Candidate to take up a particular position with the Client.

6. MP shall be under no obligation to find employment for the Candidate.

7. The Candidate should not engage in any conduct which is detrimental to the interests of MP, would negatively affect MP’s relationship with the Client or is likely to bring MP into disrepute.

8. The Candidate having any complaint in connection with the work finding services shall have the right to present a complaint in writing to the Quality Care team at MP.

9. An offer of employment is not made until written details are received from the Client. MP 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. Furthermore, MP does not accept any responsibility and shall not be liable for any loss suffered by the Candidate by reason of the Client withdrawing the offer of employment at any time for any reason.

10. An offer of employment made by the Client may be subject to the Client obtaining satisfactory references or background checks on the Candidate.