• Privacy and Data Policy  

    At Webber Hughes, we are committed to protecting your privacy. The personal information and data you provide during registration will only be used to assist in your job search and deliver employment services on your behalf.

    We strive for full transparency regarding our data collection and storage practices. It’s important that you understand why we request certain information during registration and that we obtain your explicit, ethical consent to share this data with third parties, such as clients who have tasked us with filling active job vacancies within their organisations.

    Candidate Permissions 

    In compliance with GDPR regulations, Webber Hughes obtains consent during the registration process. We seek your permission to contact you via telephone, email, and text message. Additionally, we request your consent to share your CV, employment history, and any necessary supporting documents with a client of Webber Hughes, but only after the specific vacancy and organization have been discussed with you.

    Webber Hughes will retain your details for up to five years. You have the right to withdraw your consent for any of these permissions at any time. If you wish to exercise your right to be forgotten and have your details permanently removed from our database, please contact your consultant. Processing such requests may take up to 30 working days.

    Please be aware that if you exercise your right to be forgotten and later wish to receive employment services from Webber Hughes again, you will need to complete the full registration process anew.

    We have made every effort to ensure this policy is clear and concise. Should you have any questions or require clarification, please reach out to the Data Protection Officer (DPO) at the contact details provided below.

    Data Protection Officer 

    Name: Lesley Smith 

    Email: Lesley@webberhughes.com

    Your Rights

    This section pertains to anyone whose personally identifiable data is held by Webber Hughes. In accordance with GDPR regulations and our internal policy, you have the following key rights:

    • Access Request: You can inquire at any time about where your data is stored and how it is being processed, known as a Subject Access Request.

    • Right to Erasure: You have the right to request that your information be forgotten and permanently deleted from our records.

    • Request for Information: You can request a copy of the information we hold about you and/or provide updated information for our records.

    • Change of Permissions: You may modify the level of consent you have granted to Webber Hughes at any time.

    These are just a few of the essential rights granted under GDPR, and there may be additional rights available to you. Generally, we will fulfill any requests to exercise these rights within 30 days of receipt.

    Our Commitment

    Webber Hughes is dedicated to the fair and transparent processing of all data. We do not engage with third-party controllers or processors for the purpose of selling or profiting from the data we hold.

    In the event of a data breach, we will promptly inform affected individuals within 48 hours via email. For serious breaches that could have a significant impact on individuals, we will make a phone call within 24 hours of becoming aware of the incident. A significant impact is defined as a situation where data is targeted specifically at an individual, identifying them as the sole target of the breach.

    Obtaining Permission to Process and Store Your Information

    Permission to process and store your information in our database must be obtained through clear and explicit means. This means that the consent given by the candidate must be specific rather than merely implied by inaction. Alternatively, any affirmative action taken by a candidate indicating their interest in employment is considered a legitimate basis for processing their data and contacting them. Below are the circumstances under which we will reach out to you:

    1. Job Applications: When a candidate applies for an advertised position, Webber Hughes interprets this as explicit consent to contact them regarding that role. At this stage, the candidate may be invited to complete a formal registration process with us, during which we will seek the necessary permissions as outlined above.

    2. Application Outcomes: If an initial application does not lead to registration, the candidate's details will be removed from our database within 30 days of the application, unless otherwise agreed upon. We will ensure that the next steps are communicated clearly and transparently.

    3. CV Advertisements: When a candidate posts their CV on a job board, we consider this a legitimate interest for contacting them for a period of 3 months from the date the CV is downloaded. If no reciprocal communication occurs during this time, the data will be deleted.

    For clarity, Webber Hughes typically obtains explicit consent through a written email or verbal permission given over the phone.

    Data Collection Methods

    We collect candidate data from a variety of sources, including but not limited to:

    • Searches conducted on LinkedIn

    • Applications received and database searches from multiple job board websites

    • Referrals from current candidates

    • Recommendations from clients

    Data Storage Practices

    Webber Hughes utilizes a secure CRM system to store and manage all candidate information.

    We will only share your information with clients when we have established terms of business and obtained your consent to disclose your details to a specific client. We will take appropriate measures to verify that our clients have their own GDPR policies and practices in place.

    Once we have your permission and an application is submitted to our client, that client assumes responsibility for the legal processing and deletion of any candidate data received through Webber Hughes.

    Data Deletion Procedures

    We will regularly reach out to all candidates in our database to confirm whether they wish to remain in our records. Our goal is to ensure that the information we hold is relevant and aligns with our objective of helping candidates find employment and maintaining ongoing communication for this purpose.

    Data will also be deleted within 30 days upon request from the candidate or another authorized source. The information will be archived in the Processor’s records, rendering it inactive. Within 30 days, all archived data will be permanently deleted. Although hard copies should not exist, if they do, they will be shredded. We will provide confirmation of this process to the requester upon completion, if applicable.

    Transferring Data to Prospective Clients

    Some clients that Webber Hughes collaborates with may need specific information to facilitate a permanent placement. This may include your proof of Right to Work, National Insurance number, contact information such as telephone number, email address, home address, next of kin contact details, CV, and references. To introduce you to these companies, we must obtain your authorisation to share this information.

    Data Security

    The Company takes every precaution to protect our users’ information.

    Only employees who need the information to perform a specific job (for example, Consultants, our Accounts Clerk or a Marketing Assistant) are granted access to your information. The website is secured with an SSL certificate, ensuring that data is encrypted from A to B when submitted via our website. Any passwords stored are encrypted using an irreversible hashing algorithm.

    The Company uses all reasonable efforts to safeguard your personal information. However, you should be aware that the use of email/ the Internet is not entirely secure and for this reason the Company cannot guarantee the security or integrity of any personal information which is transferred from you or to you via email/ the Internet.

    If you share a device with others we recommend that you do not select the “remember my details” function when that option is offered.

    If you have any questions about the security at our website, you can email hello@webberhughes.com

    Cookies

    We may obtain data about you from cookies.  These are small text files that are placed on your computer by websites that you visit. They are widely used in order to make websites work, or work more efficiently, as well as to provide information to the owners of the site. Cookies also enable us to deliver more personalised content.

    Most web browsers allow some control of most cookies through the browser settings. To find out more about cookies, please visitwww.aboutcookies.org or www.allaboutcookies.org. Please note that in a few cases some of our website features may not function if you remove cookies from your browser.

     Log Files

    We use IP addresses to analyse trends, administer the site, track users’ movements, and to gather broad demographic information for aggregate use.  IP addresses are not linked to personally identifiable information.

    Links to external websites

    The Company’s website may contains links to other external websites. Please be aware that the Company is not responsible for the privacy practices of such other sites.  When you leave our site we encourage you to read the privacy statements of each and every website that collects personally identifiable information.  This privacy statement applies solely to information collected by the Company’s website. 

    Changes to this privacy statement

    We will update this privacy statement from time to time.  We will post any changes on the statement with revision dates.  If we make any material changes, we will notify you.

    Summary

    Webber Hughes has implemented and will continue to implement all reasonable measures to comply with GDPR regulations. The Company is dedicated to the fair and lawful processing of all data and will perform annual reviews to ensure that all staff are adequately trained on compliance, that this document remains current, and that appropriate procedures are in place for complete adherence. If you believe you have experienced unfair data processing, please contact the Data Protection Officer mentioned above. Alternatively, you may choose to file a complaint with the Information Commissioner's Office, which can be contacted at ico.org.uk/concerns.

  • Antislavery and Whistleblowing Policy 

    This Policy Includes:

    • An overview of Webber Hughes’s policy and supply chains

    • A policy on slavery and human trafficking

    • Whistleblowing procedures

    • The due diligence process

    • Training, monitoring, and review of policies and procedures

    Introduction

    Webber Hughes Ltd. recognizes that all businesses have an obligation to prevent slavery and human trafficking and will do all in its power to prevent slavery and human trafficking within its business and within the supply chains through which it operates.

    In 2015, The UK Modern Slavery Act came into effect. In large corporations, modern slavery could be present in supply chains without the knowledge of the company. In a bid to help eradicate modern slavery forever within our businesses and within our clientele’s businesses; we now have strict processes in place, as well as due diligence procedures. In order to ensure all our staff feel comfortable raising any concerns they have (whistleblowing) regarding slavery and/or human trafficking in relation to past, present, or future workers, colleagues, or prospective candidates, we have designated staff members who are trained to identify potential victims, handle concerns raised in confidence, and escalate further to the necessary authorities.

    Webber Hughes Ltd. recognizes that modern slavery can take many forms, including but not limited to:
    • The trafficking of people
    • Forced labour
    • Servitude
    • Slavery

    As recruitment experts, we take our responsibility for supplying staff extremely seriously and are aware of the potential for being targeted by traffickers and unlicensed gang masters. Our own processes around candidate engagement ensure our employees are alert to the signs of exploitation, allowing us to take the necessary action(s) promptly and effectively should it be identified.

    This statement focuses solely on Webber Hughes Ltd.’s compliance in line with the Modern Slavery Act (2015) and highlights the steps we take to ensure there is no slavery or human trafficking occurring within our organization or our clientele’s.

    Our Supply Chains

    Webber Hughes Ltd.’s supply chains include, but are not limited to, sourcing and identifying suitable candidates for our clients in line with provided briefs. We expect our clients to aim for high ethical standards and to operate in an ethical, legally compliant, and professional manner, promoting similar standards within their own supply chain.

    Slavery and Human Trafficking

    Workers should be free to choose to work, free to choose their place of work, and free to leave their place of work and/or employer upon reasonable notice.

    All workers must be provided with a clear contract of employment.
    All workers must be treated in a fair and equal manner, with dignity and respect.

    Any forms of discrimination, victimization, or harassment on the grounds of marital or civil partnership status, sex, sexual orientation, race, ethnic/national origin, nationality, disability, religious or political beliefs, age, trade union activity, and having or not having dependents are strictly prohibited.

    All applicable laws and industry standards on employee wages, benefits, working hours, and minimum age will be adhered to. Any young persons under the age of 18 will not be permitted to work at night or in a potentially hazardous environment, and their employment should not negatively affect the young person’s education, health, or physical, mental, moral, or social development. No young persons under the age of 16 will be employed.

    We are committed to ensuring that there is no modern slavery or human trafficking in our organization or that of our clients.

    Webber Hughes takes reasonable steps to ensure prevention of exposing a person to an environment where they could fall victim to slavery and human trafficking through complex one-on-one interviewing as well as onsite assessments of every client we engage with contractually.

    Whistleblowing Procedure 

    If you are concerned about any form of malpractice covered by this policy, you should first raise the issue with Lesley Smith, Director at Webber Hughes Ltd.

    At the point a concern has been raised, Webber Hughes will record that concern, and all records are maintained by the Director. The Director will then decide how to respond in a responsible and appropriate manner under this policy. This will usually involve making internal inquiries and investigations first, which may include but are not limited to:

    • Complex one-on-one interviewing with the suspected victim by a staff member of Webber Hughes, which   will include the assessment of physical appearance to identify signs of malnourishment, unkempt or withdrawnness; personal effects; isolated and/or anxious behavior; reluctance to seek help.

    • Assessment of pay to ensure wages are being paid into the correct worker's bank account to the best of our knowledge.

    • Acknowledgment of any persistent accompany, i.e., alleged partners, translators, drivers, etc.

    When Webber Hughes makes an external disclosure, namely to 3rd party authorities such as Police, Immigration, the Tax Office, and any supply chains involved with the worker at the time, we are aware of our obligation to keep the affairs of a worker in question confidential unless:

    • Disclosure is required or permitted by law; or

    • The supplier consents.

    • The escalating contact at Webber Hughes should only divulge relevant information regarding a potential breach of The Act to the appropriate 3rd party.

    Training, Monitoring, and Review
    All staff within Webber Hughes are expected to comply with laws and acts in accordance with guidelines and regulations, acting with honesty and integrity in such situations. We are committed to reviewing our policies annually to ensure our colleagues have access to any additional information and support they may require regarding human trafficking, forced labour, servitude, and slavery. Webber Hughes Ltd. will regularly monitor the effectiveness of this policy to ensure it is implemented in practice. The Directors will provide information and/or training on any changes that are made.

    Summary
    Our company has taken and will continue to take all reasonable steps to promote fair, inclusive, and ethical working environments for all. Webber Hughes Ltd. conducts annual reviews to ensure all staff are fully trained and compliant with this policy.