Terms & Conditions

Clear information about how Rural Recruits works with employers and work seekers.

These terms set out the basis on which Rural Recruits works with employers and work seekers.

Last updated: September 2026.

Please note: any specific written quotation or service agreement agreed with an employer will take precedence where it differs from these general terms.

Recruitment agency services

Rural Recruits acts as a recruitment agency and agrees to use reasonable endeavours to introduce work seekers to employers in respect of vacancies.

Experience, training and qualifications

Rural Recruits aims to establish that a work seeker has the experience, training and qualifications relevant to the vacancy and, where appropriate, satisfies legal or professional requirements connected with the work.

Work seekers must provide accurate information. Evidence of certificates, qualifications, licences or experience may be required before employment begins.

Suitability

If Rural Recruits becomes aware of information showing or suggesting that a work seeker may be unsuitable for a particular assignment or vacancy, Rural Recruits will inform the employer as soon as reasonably practicable.

Information supplied by employers

When requesting a work seeker, the employer must provide sufficient information about the vacancy. This should include the intended start date, expected duration, position and duties, location, likely working hours and relevant health and safety requirements. Where applicable, the employer should also provide information about remuneration, benefits, required qualifications and experience.

Roles involving children or vulnerable people

If a position involves working with or caring for a person under 18, an elderly or infirm person, or another person who may require care or attention, the employer must make this clear before a suitable work seeker is submitted.

Evidence of appropriate qualifications, experience, references or checks may be required. The employer remains responsible for ensuring any statutory or role-specific checks required before employment are completed.

Employer responsibilities

The employer confirms that it is aware of any legal or professional-body requirements which the employer or work seeker must satisfy before the work seeker can undertake the role.

Work seeker information

Work seekers must provide accurate details of their skills, qualifications, expertise and personal information so that Rural Recruits and the employer can make an informed decision when considering them for a position.

Fees and payment

Fees between the employer and Rural Recruits will be agreed by quotation and invoiced accordingly. No increase in an agreed fee will be made without the employer’s prior consent.

Sums remaining outstanding after the agreed payment date may be subject to interest or other charges in accordance with the agreed terms and applicable law.

Full-time placements

If an employer is not satisfied with a work seeker placed into a full-time vacancy, the employer may review the position with Rural Recruits within a 30-day period. This may involve attempting to identify a replacement work seeker.

If no suitable replacement is available, a refund may be issued in accordance with the service originally agreed.

Part-time and seasonal placements

Rural Recruits will endeavour to replace an unsatisfactory part-time or seasonal work seeker where the employer raises the issue promptly and, where possible, within seven days.

If no further suitable candidate becomes available, any refund will be handled in accordance with the service originally agreed.

Vacancy withdrawal or filling outside Rural Recruits

Where an employer withdraws or independently fills a part-time or seasonal vacancy after the initial agreement with Rural Recruits, Rural Recruits may invoice the employer a £45 administration fee.

Ending an agreement

Rural Recruits reserves the right to end an agreement with an employer with immediate effect where it is reasonable to do so, including where material information is inaccurate, legal or safety concerns arise, or agreed payment terms are not met.

Data protection and confidentiality

Rural Recruits processes personal information relating to work seekers and employer contacts as part of providing recruitment services. Personal information will be handled in accordance with applicable UK data protection law, including the UK GDPR and the Data Protection Act 2018 as amended.

Rural Recruits aims to process information fairly and lawfully, keep it appropriately secure and accurate, and use or share it only where there is a legitimate reason connected with the recruitment service or where required by law.