Ethical Recruitment Policy
Tallisdom Healthcare Limited | ER-01 | Version 1.0 | 22 October 2026
Fair treatment and accessible recruitment
Our recruitment standard is to assess candidates against the skills, experience and lawful requirements of the role. Discrimination, harassment, bullying and victimisation are unacceptable. Candidates may ask for reasonable adjustments or an accessible application route at info@tldhc.com. Candidates must have an opportunity to explain employment gaps and correct relevant information.
Fees, freedom and honest information
Tallisdom must not charge candidates for finding or trying to find them work. Buying training, workwear or optional services from Tallisdom, Medwear Academy or a partner must not be a condition of work-finding services. Any lawful, separately chargeable service must have clear written costs and cancellation terms before agreement. Recruitment fees must not be disguised as deposits or compulsory purchases. International recruitment must follow the applicable Code’s fee rules.
Candidates must receive accurate role, location, pay, deduction and engagement information before agreeing to an assignment. No job, visa, sponsorship or guaranteed hours may be promised without authority and evidence. Working Time opt-outs must be separate and voluntary. Documents must not be withheld to control a worker.
Safe recruitment and checks
An authorised reviewer must verify identity, Right to Work, qualifications, professional registration, references and role-specific safeguarding requirements before placement approval. Uploads and declarations are not verification. Checks must be relevant, explained and recorded. Medical information belongs in a separate confidential occupational health process; recruitment staff should receive only necessary fitness or adjustment information.
Criminal records and fair consideration
Tallisdom uses UKCRBs for new DBS applications where required. Check level and barred-list eligibility must be established for the duties. Protected or filtered cautions and convictions must not be requested or considered for Standard or Enhanced checks. A criminal record does not automatically exclude a candidate: lawful restrictions, relevance, circumstances and safeguarding risks require individual assessment. Relevant concerns should be discussed before a decision, except where law restricts disclosure or action. Update Service checks need separate permission and a suitable certificate. Do not enter criminal record details in the public form.
Ethical international recruitment
Before overseas campaigns or referrals, recruiters must check the current DHSC Code, country restrictions and relevant national guidance. Active recruitment from red-list countries is prohibited except strictly within an applicable government-to-government agreement; amber-list recruitment must remain within its agreement. A direct application to an employer is not permission for an agency to recruit from a restricted country. Assess residence and recruitment activity, rather than using nationality as a shortcut. Required ethical-recruiter listing and partner checks must be verified before activity begins. This policy does not claim Tallisdom is on the ethical recruiters list.
Safeguarding and speaking up
Forced labour, trafficking, bribery, document confiscation and threats against workers are unacceptable. Suspected exploitation or risks to patients and service users must be escalated promptly to the Director and appropriate safeguarding authority where required. In immediate danger, call 999. Good-faith concerns must not lead to retaliation.
Complaints and review
Email info@tldhc.com, marked “Recruitment concern – Director”, with a safe way to respond. Share only necessary details and request a secure route for sensitive evidence. The Director must record the concern, assess urgent risks, arrange a fair review and explain the outcome and further review route. An impartial reviewer should be arranged for concerns involving the Director. Statutory rights and contact with regulators, Acas or the police remain available.
The Director owns this policy. Recruitment staff and partners must be briefed on it. Review annually and after material changes or incidents.
Candidate Application Privacy Notice
PN-01 | Version 1.0 | 22 October 2026
Who is responsible
Tallisdom Healthcare Limited (company 07064751) is the controller for this application. Contact the Director at info@tldhc.com or Engine House Bexley, 2 Veridon Way, Erith, DA18 4AL. This notice supplements the website Privacy Policy for candidate applications.
Information and sources
We collect your contact details, CV, employment history, qualifications, registration details, work preferences, availability, referee details and declarations about checking arrangements. We receive these from you and, where a recruitment process progresses, relevant referees, professional registers, clients and checking providers. Please tell referees their details have been supplied. Do not upload passports, share codes, medical records or criminal record details through the initial form.
Purposes and lawful bases
We use application information to respond to you, assess suitability and help arrange relevant recruitment checks. Our legitimate interests are providing recruitment services, finding suitable candidates, keeping reliable records and handling complaints; these interests must be balanced against your rights. Where we take steps at your request towards a contract with you, the contract basis applies. Necessary statutory agency records are retained to meet legal obligations. A required privacy acknowledgement is evidence that the notice was provided, not blanket consent. Application contact is not a marketing subscription.
Who may receive information
Authorised Tallisdom personnel and Wix, which hosts the application, handle the information. Where needed for your recruitment, relevant information may be disclosed to prospective hirers, referees, professional regulators, checking providers, professional advisers or authorities where law requires or permits it. Recruiters must explain a proposed submission to a hirer and limit it to relevant information. UKCRBs is the provider for new DBS applications; the separate process has its own privacy information and authorisation. Submitting this form does not start a check or authorise an Update Service check. Further notice must be given before collecting health or criminal record information, including the applicable additional legal condition.
Retention
For an application that does not progress, the policy is to review and delete recruitment material 12 months after closure or the last recruitment service, whichever is later, unless a recorded legal duty or live dispute justifies specific records for longer. Required agency records must be kept for at least one year after the last service. Irrelevant duplicates and unnecessary sensitive material should be removed sooner. A successful application moves to the worker record under the applicable retention schedule, which must be explained at onboarding. Keeping details for a separate future-opportunities pool requires a separate choice and review date.
Storage and overseas processing
Access must be restricted to people who need the information. Wix may process it outside the UK. Applicable transfer safeguards must be used, such as UK adequacy arrangements or approved contractual safeguards where required. Contact us for information about the safeguards applying to your data. No passport, medical or DBS certificate should be stored in general recruitment notes.
Your choices and rights
Required fields are marked. Without necessary information we may be unable to assess the application; contact us for an alternative accessible route. You may request access, correction, deletion, restriction or, where applicable, portability. You can object to processing based on legitimate interests. Where consent is used, you can withdraw it without affecting earlier lawful processing. Rights have legal limits, including statutory record retention. Contact info@tldhc.com; you may also complain to the Information Commissioner at ico.org.uk/make-a-complaint. Recruitment or placement decisions require human review; this form does not make a solely automated decision about your employment. Request human review or challenge an error through the same contact.