GB Recruitment Ltd — Worker Policies Pack 2026

Please read the Worker Policies Pack 2026 (35 pages, 8 policies) in full before signing below. This document includes: Policy 1 Employee Handbook, Policy 2 Induction Programme, Policy 3 Grievance & Disciplinary, Policy 4 Anti-Harassment & Whistleblowing, Policy 5 Modern Slavery, Policy 6 Privacy Notice, Policy 7 Key Information Document (KID), Policy 8 Right to Work Procedure. If you require a translation, contact us: Tel 0115 772 0555 / Email hr@gbrec.co.uk

GB RECRUITMENT LTD
Company No. 16952028
office 10 Jarodale House, 7 Gregory Boulevard, Nottingham NG7 6LB
Tel: 0115 772 0555 · hr@gbrec.co.uk · www.gbrec.co.uk

WORKER POLICIES PACK 2026
This document contains the following GB Recruitment Ltd policies:

Policy 1: Employee Handbook 2026
Policy 2: Worker Induction Programme
Policy 3: Grievance & Disciplinary Procedures
Policy 4: Anti-Harassment & Whistleblowing Policy
Policy 5: Modern Slavery Awareness Statement
Policy 6: Privacy Notice for Workers
Policy 7: Key Information Document (KID)
Policy 8: Right to Work Verification Procedure

Edition 2026 — Employment Rights Act 2025 Compliant
Effective from 6 April 2026
Please read ALL 8 policies before signing the acknowledgement
form.

If you require an unofficial translation of this document in any language,
please contact us before or after signing:
Tel: 0115 772 0555 | Email: hr@gbrec.co.uk

3. STARTING WITH THE COMPANY 3.1 About the Company GB Recruitment Ltd was founded in 2026, building on years of experience in the UK temporary staffing sector. We specialise in providing reliable, skilled temporary workers to clients across multiple industries. Our Core Values: QUALITY — From initial contact through to completion of our services, we are driven to offer only the highest standards of service. HONESTY — We believe in complete transparency and honest, open two-way communication. RELIABILITY — We ensure that both our clients and candidates know they can trust and rely on us to deliver the best possible outcomes. FLEXIBILITY — We are dedicated to being there when you need us most. 3.2 Your Registration with GB Recruitment Ltd GB Recruitment Ltd believes its employees are its greatest asset and recognises its responsibility to ensure appropriate development throughout their employment. This development begins at the registration stage when a new employee joins, and continues throughout your time with us. 3.3 Statement of Employment Terms and Conditions As an employee of GB Recruitment Ltd you will have been issued a Contract for Services (Terms of Engagement for Agency Workers). In accordance with the Employment Rights Act 1996 (as amended by the Employment Rights Act 2025), this handbook provides further details of your terms and conditions of employment. Before registering and receiving any assignments, you will receive a Key Information Document (KID). This document sets out key information about your relationship with us and any intermediary used in your engagement, including details about pay and holiday entitlement. Further detailed policies and procedures not fully covered here remain part of your conditions of employment and can be accessed through your Consultant. GB Recruitment Ltd reserves the right to amend its terms and conditions and employment policies from time to time. You will be notified in writing of any changes at the earliest opportunity. 3.4 Agency Workers Regulations 2010 The Agency Workers Regulations 2010 give agency workers the same basic employment conditions after 12 weeks in a given job as those that would have applied had they been recruited directly by the hirer. The 12-Week Qualifying Period. You meet the 12-week qualifying period once you have carried out the same role, or substantively similar roles, at the same hirer for 12 weeks. You then qualify for the same basic working and employment conditions to which you would have been entitled had you been directly recruited by the hirer. The 12-week period does not need to be continuous. Certain breaks will pause accrual of service and you will resume accumulating service on return. Breaks that pause the qualifying period include: any reason lasting no more than 6 weeks; sickness absence lasting up to 28 weeks; pregnancy, childbirth or maternity during a protected period; statutory or contractual leave such as annual leave; jury service lasting up to 28 weeks; a pre-determined period where the employer temporarily does not require any worker, for example a factory shut-down; and industrial action. After the 12-week qualifying period you will be entitled to: Pay — Salary and other entitlements linked directly to your work, including overtime pay, holiday entitlement, shift allowances, risk payments, commission, and bonuses linked to the quality or quantity of work done by you. Night Work — You will be entitled to work the same hours and receive the same allowances as a comparable permanent member of staff. Breaks — You will be entitled to the same level of rest periods and daily breaks as a comparable permanent member of staff. Holiday — You will be entitled to the same amount of annual leave as a comparable permanent member of staff. 3.5 Assignments After you have registered, your Consultant will look for suitable assignments on your behalf. It is vital that you keep us informed of your availability for work. Many assignments are at short notice and require a rapid response. You must ensure you have been given all booking details before starting an assignment: working hours; name of person to report to; Client name, address and telephone number; pay rate; anticipated length of the assignment; and type of work involved. Whilst on assignment, you will be required to cooperate with the Client's reasonable instructions and accept supervision from any responsible person in the Client's organisation. You must observe the Client's rules and regulations, and must not engage in conduct detrimental to the interests of the Company or its Clients. Any complaint received from a Client regarding your conduct or capabilities will be dealt with through the Disciplinary Process, which could lead to the termination of your assignment and/or employment. 3.6 Training GB Recruitment Ltd will ensure that you are provided with adequate information, instruction and training to fulfil each assignment safely and effectively. If you are concerned about the adequacy of the training received, please discuss this with your Consultant. 3.7 Punctuality and Timekeeping Please ensure that you arrive at your assignment with enough time to prepare for the day's work. Being punctual creates a good impression, and your timekeeping will be noted by your supervisor. You are required to conduct yourself in a professional, polite and considerate manner at all times, whether under supervision or not. GB Recruitment Ltd values good attendance at work. While we aim to secure regular attendance, we do not expect employees to attend when they are unwell. 3.8 Dress Code Please ensure that you are smartly dressed (or appropriately dressed) and well presented at all times. Some assignments have a 'casual dress' policy — if this is the case, your supervisor will inform you. If the assignment requires PPE or specific uniform, details will be provided in advance. Wearing PPE is mandatory where the work environment requires it. 3.9 Notification of Absence If you are going to be late or unable to attend work, please inform your Consultant at the earliest opportunity and at least one hour before your normal start time. If you are unable to attend work due to sickness or injury, your Consultant must be notified by telephone before your normal start time, or as soon as possible on the first day of absence. Notification should be made by you personally unless impossible due to the nature of the illness, in which case you should arrange for someone else to call on your behalf. Please keep us informed of your situation and approximate date of return so that we have reasonable time to arrange cover if necessary. Where there is evidence that a sickness absence was not genuine, it will be investigated under the disciplinary procedure, where you have the right to explain, to be accompanied and to appeal. A genuine sickness absence will never result in loss of work, loss of hours or any other detriment.

3.10 Holiday
Under the Working Time Regulations 1998 you are entitled to 28 days annual leave (including bank holidays) if you work full-time in an assignment over the year.
Holidays are accrued from the first working day based on your hours worked and rate of pay, and is calculated as 12.07% of hours worked.

All holiday accrued should normally be taken within a year of your start date and should not be carried over to the following year.
As an agency worker, your hours and pay may vary considerably. You can only claim paid annual leave for worked hours.

Holiday Procedure
Holidays must be requested with a minimum of one week's notice, in writing, by emailing hr@gbrec.co.uk, by completing the online form on Jotform, or through your Xero Me App.
A holiday request is exactly that — we cannot guarantee all holidays requested will be approved, so please give as much notice as possible and do not take any time off without first agreeing with your Consultant.
Any holidays booked prior to commencement of employment will be honoured as long as we are made aware of the dates before you start work.
Please give us as much notice as you can of any holiday, so that we can tell the Client and arrange cover.
The holiday leave year runs from 1 April to 31 March. It is your responsibility to use your holiday entitlement within these dates.

3.11 Statutory Pay
You may qualify for several kinds of statutory pay:
• Statutory Sick Pay (SSP) — see important 2026 changes below
• Statutory Maternity Pay (SMP)
• Statutory Paternity Pay (SPP)
• Statutory Adoption Pay (SAP)
• Statutory Parental Bereavement Pay

3.12 Hours of Work
Your hours of work and working pattern will vary according to the requirements of the Client. GB Recruitment Ltd reserves the right to vary your hours in accordance with Client requirements. You should be flexible and aware that there may be periods when no work is available. You will only be paid for the hours you actually work.
The Working Time Regulations 1998 impose an average limit of 48 hours per week, calculated over a 17-week reference period. You may have signed an Opt-out Agreement. Should you wish to withdraw your agreement, submit your request in writing to your Consultant, giving 7 days' notice.
When your daily shift lasts, or is expected to last, six hours or more, you will normally be entitled to a rest break of at least 20 minutes. You are also entitled to at least 11 hours of consecutive rest in each 24-hour period and an uninterrupted weekly rest period of not less than 24 hours in each 7-day period.

Overtime
The Client may have requirements for overtime. You can choose whether or not to work overtime. Any reasonable request will be paid at the rate applicable to the particular assignment, communicated at the start of the assignment.

Night Working
A night worker is someone who works more than three hours at night (between 11pm and 6am) as part of the normal course of their job. If you regularly work at night, by law you should not work more than an average of eight hours in each 24-hour period over a 17-week reference period.
In compliance with the Working Time Regulations, you may be required to complete a Health Self-Assessment Declaration for Night Workers. This declaration assesses your fitness to carry out night work.

3.13 Timesheets
At the end of each week of an Assignment (or at the end of a shorter assignment), the Agency Worker or the Client shall deliver to the Company a timesheet indicating the hours worked and signed by an authorised representative of the Hirer.
You will be paid for all hours worked regardless of whether the Company has received payment from the Client for those hours.
In accordance with the Working Time Regulations, working time consists only of those periods during which you are carrying out duties for the Client as part of the Assignment. The daily commute between home and the workplace, lunch breaks and other rest breaks do not count as working time. Travel between work locations during the working day does count as working time.
On some assignments, the Client may transfer hours electronically or via signed personal timesheets.
When completing timesheets please note the following:

• Always use the 24-hour clock
• Always enter start and finish times
• Calculate to the nearest quarter of an hour the number of hours worked
• Always deduct your breaks
• Always obtain an authorised signature confirming the hours worked
• Always use a new timesheet for each new client and each new week

3.14 Payment Details
Remuneration
Temporary staff are paid weekly, one week in arrears. Payment is made by BACS transfer into your account on the Friday of the following week. If the Friday is a Bank Holiday, payment will normally be made on the Thursday.
It is your responsibility to provide correct bank account details. Failure to supply details, or incorrect details, could delay payment. Payment dates during annual holidays (Christmas, New Year and Easter) may vary — you will be notified in advance.
You will receive a payslip containing confidential information such as your National Insurance number. If you move, it is important to inform us. If you have provided an email address, your payslip will be emailed to you.

National Minimum Wage and National Living Wage (from 1 April 2026)
GB Recruitment Ltd pays all workers at least the statutory minimum. The rates applicable from 1 April 2026 are:

• 21 and over (National Living Wage): £12.71 per hour (previously £12.21)
• 18 to 20: £10.85 per hour (previously £10.00)
• 16 to 17: £8.00 per hour (previously £7.55)
• Apprentice: £8.00 per hour (previously £7.55)

Your pay rate will be at least the applicable minimum wage for your age category, and may be higher depending on the assignment.

Tax and National Insurance
All payments are subject to deductions for tax and National Insurance contributions and any other statutory deductions. No other deductions will be made without your prior consent. You may be paid via a third party providing payroll services to GB Recruitment Ltd.

Payment Queries
If you believe a mistake has been made regarding your pay, or you have any pay-related queries, contact your Consultant. Please be aware that queries may not be resolved immediately if investigations are required.

Pension Scheme
GB Recruitment Ltd operates a workplace pension and applies a postponement period, which the law allows for up to three months. In practice this means you will be automatically enrolled into the Company Pension Scheme once you have been on our payroll for three months, subject to the Pensions Act 2008 auto-enrolment criteria on age and earnings. Enrolment is handled automatically through our payroll system, and contributions will then be deducted from your pay. During the postponement period you can ask to join the scheme early at any time — just tell your Consultant. Once you have been enrolled, you have one month from your enrolment date to opt out and receive a refund of any contributions already taken, using the opt-out form from the pension provider. Ask your Consultant if you need help obtaining it. You can also leave the scheme at any time after that one-month window, though contributions already paid in stay in your pension pot.

3.15 Leaving the Company The Employee may terminate their employment by giving one week's notice to their Consultant. The Company may terminate the Employee's employment by giving the following notice in writing: one week's notice if the Employee has been employed continuously for one month or more but for less than two years; or two weeks' notice after two years of continuous employment, and one additional week's notice for each further complete year of continuous employment, up to a maximum of 12 weeks' notice. The Company cannot guarantee that work will be available during any notice period. The Company reserves the right to terminate employment without notice if: the Employee fails to attend an agreed Assignment without informing the Company; the Employee is unavailable to undertake Assignments for more than four continuous weeks; or the Company discovers the Employee does not have permission to work in the UK, or such permission is revoked. Whilst not on Assignment, you must keep in regular contact with the Company to confirm availability. If we have not heard from you for three consecutive weeks while you are not on an Assignment, we will attempt to contact you at least twice by phone and in writing. If we still cannot reach you after a further two weeks, we will treat the engagement as ended and send your P45. Unfair dismissal — changes from January 2027. From 1 January 2027, under the Employment Rights Act 2025, the qualifying period for ordinary unfair dismissal will be reduced from 2 years to 6 months. The compensation cap will also be removed. GB Recruitment Ltd is committed to fair, procedural dismissal practices, and will update this handbook when these provisions come into force. Termination of Assignments. The Company may terminate an Assignment immediately without prior notice. The continuation of an Assignment is subject to the continuation of the contract between the Company and the Client. If the Company-Client contract is terminated, the Assignment shall cease with immediate effect, without liability to the Company, save for payment for hours worked up to termination. Employment by a Client. If, as a result of your assignment, a Client offers you employment, you must make the Company aware. Any transfer fee is payable by the Client, never by you, and the Client is always offered the alternative of an extended period of hire as required by Regulation 10 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003. Nothing will ever be charged to you for taking up a permanent job. 3.16 Disclosure and Barring Service (DBS) Some assignments may be subject to receipt of a satisfactory DBS disclosure to ensure the worker is suitable for that particular position. A special procedure will be explained to you at the appropriate time. If any optional check carries a cost, the cost will be told to you in advance in writing and you are free to decline. No such charge will ever be a condition of being supplied with work, and declining will never affect the work you are offered. 3.17 Confidentiality It is a condition of your employment that you have a duty of confidentiality with regards to GB Recruitment Ltd, and to any Clients to whom you are assigned. In order to protect the confidentiality and trade secrets of any Clients and the Company, you agree: not to disclose, at any time, any trade secrets or Confidential Information of the Client or the Company, unless expressly authorised or required by law; to return, at the end of each Assignment, all documents and materials belonging to the Client or Company, including copies; and not to make copies, abstracts, summaries or précis of any Client documents, except as required in the course of your duties. Any breach of confidentiality would be considered gross misconduct, except as permitted by legislation such as the Public Interest Disclosure Act 1998, and could lead to dismissal. 3.18 Personal Property Any personal property (jewellery, cash, credit cards, clothes, vehicles and so on) left on GB Recruitment Ltd premises or a Client's premises is done so entirely at your own risk. You are strongly advised not to leave valuables unattended. GB Recruitment Ltd does not accept liability for loss or damage to any personal property. 3.19 Smoking (including E-cigarettes) Smoking is banned in all public places in accordance with the Health Act 2006 and the Smoke-free (Premises and Enforcement) Regulations 2006. This applies to drivers who use a company vehicle or their own private vehicle for company business. Smoking is banned in a vehicle shared by two or more workers. It is the legal responsibility of anyone who drives, manages or is responsible for order and safety in a vehicle to prevent people from smoking. The above rule applies equally to e-cigarettes (battery-powered devices that release vapour). Designated outside smoking areas are identified at most client sites. Speak to your line manager if in doubt. 3.20 Bribery and Corrupt Behaviour The Company has a strict anti-bribery and corruption policy in line with the Bribery Act 2010. A bribe is defined as giving someone a financial or other advantage to encourage them to perform their functions improperly, or to reward them for having already done so. If you bribe (or attempt to bribe) another person, or accept or allow another person to accept a bribe, this will be considered gross misconduct, leading to formal investigation and potential dismissal. 3.21 Changes in Personal Information It is important that our records are correct. Inaccurate or out-of-date information may affect your salary or cause difficulties in emergencies. You must notify your Consultant immediately of changes to: name; home address; telephone number; bank account details; qualifications gained; emergency contact; driving licence penalties if required to drive for Company business; criminal charges, cautions or convictions; and conflicts of interest. Personal data is held in accordance with the UK GDPR, the Data Protection Act 2018, and the Company's Data Protection Policy.

4. GENERAL RULES AND STATUTORY RIGHTS 4.1 Your Rights You have rights from day one of your assignment. These include the right to be treated no less favourably than the Client's comparable employees in relation to shared facilities and amenities such as the canteen, staff room and car parking, and the right to be given the same information about relevant vacancies as comparable employees. New day-one rights from April 2026. Under the Employment Rights Act 2025, from 6 April 2026 the following become day-one statutory rights: Statutory Sick Pay from the first day of absence; Statutory Paternity Leave; Unpaid Parental Leave; and a new Bereaved Partner's Paternity Leave of up to 52 weeks unpaid, for the surviving partner of someone who dies in connection with childbirth. 4.2 Working Time Regulations 1998 The Working Time Regulations promote the health and wellbeing of all workers. The basic rights provided for adult workers aged 18 or over are: a limit of 48 hours a week, averaged over a 17-week reference period, which workers can opt out of in writing; a right to 11 hours of rest in each 24-hour period; a right to a day off each week, or 48 hours in a 2-week period; a right to at least 28 days paid leave per year including bank holidays, equivalent to 5.6 weeks; and a right to a 20-minute break after 6 hours of work. If you register with other agencies, please let us know, as the 48-hour limit applies to total hours across all work. 4.3 Health and Safety Good health is important to us. We encourage you to take steps to maintain good physical and mental health. If you come across any factor that may affect your health or safety at work, bring it to the attention of your supervisor immediately. When you commence work at a Client's premises, it is the responsibility of your Supervisor or Health and Safety Officer to advise you on: what to do in the event of a fire; the location of fire exits, extinguishers and assembly points; alarm systems; first aid procedures and the appointed first aiders; use of the accident book; Client site rules; and risk assessments relevant to your work. Please let your Consultant know immediately of any health and safety concerns. Accidents at Work. If you have an accident at work, however trivial, report it to your Manager or supervisor and ensure it is entered in the accident book. Pass details to your Consultant immediately. It is a legal requirement under RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013) to record workplace accidents. Induction Training. The Client is responsible for your induction training and will make you aware of relevant risk assessments. Your place of work should have been risk-assessed so that the environment is safe for you. 4.4 Grievance Procedure The grievance procedure is how you can formally have a concern about your engagement or your working conditions heard by the management of the Company. All time limits below are in working days, and any of them may be extended by agreement where there is a good reason — if that happens we will tell you in writing and explain why. You have the right to be accompanied at every meeting under this procedure by a work colleague or a trade union representative. Informal stage If you have a problem about an Assignment or your working conditions, you should first try to settle it informally with your Consultant. Most issues are resolved at this stage. If the matter concerns your Consultant, raise it with the Manager instead. Stage 1 — Formal If the matter is not resolved informally, submit a formal written grievance using Appendix 1, by email to hr@gbrec.co.uk or by post to the Company's office. Say what happened, when, who was involved, and what outcome you are looking for. • We will acknowledge your grievance in writing within 3 working days. • A grievance meeting will be held within 10 working days of the acknowledgement. • You will receive a written decision within 5 working days of the meeting, including the reasons for it and details of how to appeal. Stage 2 — Appeal If you remain dissatisfied, you may appeal in writing using Appendix 2 to the Manager next in line, within 10 working days of the Stage 1 decision, enclosing the original grievance form. • An appeal meeting will be held within 10 working days. • You will receive a written decision within 7 working days of that meeting. Stage 3 — Final appeal If you are still dissatisfied, there is a final level of appeal to the Director responsible, Alexandra Buzatu. This must be made in writing using Appendix 3 within 10 working days of the Stage 2 decision, enclosing the original grievance form. • The Director will hear the appeal together with another management representative within 15 working days. • A final written decision will follow within 10 working days. • There is no further right of appeal within the Company. Raising a grievance in good faith will never affect your access to work, your hours, or how you are treated. If you believe it has, tell us immediately and it will be investigated as a separate matter. There is no further right of appeal. If both parties agree, the matter may be referred to ACAS for advice, conciliation or arbitration. This procedure is not intended to deal with dismissal or disciplinary matters, which are handled separately, or collective disputes. You have the right to be accompanied at any formal grievance meeting by a work colleague or a trade union representative.

5. COMPANY POLICIES 5.1 Equal Opportunities and Diversity Policy GB Recruitment Ltd is committed to providing a working environment offering equality of opportunity and freedom from unlawful discrimination on the grounds of the nine protected characteristics under the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The Company is committed to actively opposing all forms of direct and indirect discrimination, harassment and victimisation, whether in recruitment, terms and conditions of employment, career progression, training, transfer or dismissal. We believe that people from different backgrounds bring fresh ideas, thinking and approaches that make the way work is undertaken more effective and efficient. Key Actions. In adopting these principles, GB Recruitment Ltd: will not tolerate acts that breach this policy, and all alleged breaches will be fully investigated and may lead to disciplinary action; fully recognises its legal obligations under the Equality Act 2010 and related codes of practice; will allow staff to pursue matters through internal procedures such as Grievance and Dignity at Work; will ensure managers and consultants understand their responsibilities; will offer flexible working patterns where operationally feasible; will provide equal opportunity in open-competition vacancies; will select candidates only on the basis of ability to carry out the job; will provide training and development to enable employees to carry out their job effectively; will provide reasonable adjustments for disabled employees in line with the Equality Act 2010; and will distribute and publicise this policy throughout the Company. 5.2 Dignity at Work Policy The Company believes the working environment should at all times be supportive of the dignity and respect of every individual. Unwanted behaviour in the form of bullying or harassment affects the dignity of everyone subjected to it and will not be tolerated. If you experience any form of bullying or harassment in your assignment, inform your supervisor, who will take appropriate action. Complaints will be investigated promptly. It is your responsibility to act in a professional manner and treat all colleagues with consideration and respect. 5.3 Harassment and Bullying Policy The Company is committed to equality and diversity, and regards harassment as a form of discrimination. The Company will not tolerate any form of bullying or harassment and will treat all complaints seriously and in confidence. Definition of Harassment. Harassment is unwanted conduct which violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. It may relate to any protected characteristic under the Equality Act 2010. Harassment may be persistent or isolated, obvious or subtle, face-to-face or indirect. Examples include, but are not limited to: spreading malicious rumours; professional or social exclusion; insulting or intimidating behaviour; unwelcome sexual advances or physical contact; unfounded threats relating to job security; calculated undermining of an employee's competence; physical assault; verbal abuse, threats, derogatory name-calling, ridicule or offensive jokes; offensive emails, texts or visual images; derogatory graffiti or display of offensive material; and inciting others to commit any of the above. Enhanced harassment protections in 2026. Under the Employment Rights Act 2025, the statutory duty on employers has been strengthened. Employers must take all reasonable steps, rather than simply reasonable steps, to prevent sexual harassment. Employers are liable for harassment by third parties such as customers, clients or contractors unless they have taken all reasonable steps to prevent it, and this applies to all forms of harassment, not just sexual harassment. From 6 April 2026, disclosures about sexual harassment are a qualifying disclosure under whistleblowing law, and workers reporting sexual harassment are protected from dismissal and detriment. What should I do if subject to harassment? If you feel you are being harassed, seek early advice from your line manager. If your line manager is the alleged harasser, contact their immediate line manager or your Consultant directly. You can also speak to the Director in confidence on 0115 772 0555 or hr@gbrec.co.uk. Keep a written record of the incidents, including dates, times, places and circumstances. Make the record as soon as possible after events. The Company has a formal procedure for dealing with these issues, available from your Consultant. 5.4 Whistleblowing Policy GB Recruitment Ltd is committed to a high standard of openness and accountability. Workers who in good faith raise concerns about wrongdoing at work are protected under the Public Interest Disclosure Act 1998. A qualifying disclosure includes information about: criminal offences; breach of a legal obligation; miscarriages of justice; danger to the health and safety of any individual; damage to the environment; deliberate concealment of any of the above; and sexual harassment, which became a qualifying disclosure from 6 April 2026. If you wish to raise a concern, speak to your Consultant, the Manager, or the Director. Workers who make protected disclosures are protected from detriment and dismissal. You may also report directly to the Fair Work Agency, the GLAA on 0800 432 0804, the Health and Safety Executive, HMRC or any other appropriate regulator.

5.5 Disciplinary Policy and Procedure
The Company requires good standards of discipline together with satisfactory standards of work. The purpose of the disciplinary procedure is to ensure that any concerns over conduct or performance are handled fairly, consistently and in a timely manner. This procedure follows the ACAS Code of Practice on Disciplinary and Grievance Procedures. The Disciplinary Policy does not form part of the contract of employment.
Examples of Misconduct. The following non-exhaustive examples of conduct or performance may be addressed through the disciplinary procedure: unsatisfactory work performance; breaches of Company policies and procedures; inappropriate behaviour such as fighting or drunkenness; bullying, harassment or victimisation; discrimination on any of the protected characteristics under the Equality Act 2010; persistent lateness or poor timekeeping; unacceptable levels of unauthorised absence; serious or repeated failure to follow reasonable instructions; abuse, misuse or neglect of Company or Client property; bribery offences under the Bribery Act 2010; and misuse of Client facilities for personal reasons during work time.
Disciplinary Procedure
All time limits below are in working days, and any of them may be extended by agreement where there is a good reason — if that happens we will tell you in writing and explain why.
• Investigation — the Manager will promptly and fairly investigate any matter reasonably believed to be a disciplinary concern. You may be asked to attend an investigation meeting; this is fact-finding and is not a disciplinary hearing.
• Notification — you will be told in writing what the allegations are, what evidence there is, and when and where the disciplinary hearing will be held. You will be given at least 5 working days' notice of the hearing so that you have time to prepare.
• Right to be accompanied — you have the statutory right to be accompanied at the hearing by a work colleague or a trade union representative.
• Hearing — the Manager will put the allegations to you, go through the evidence, and give you a full opportunity to respond and to put forward your own evidence.
• Decision — you will receive a written decision within 5 working days of the hearing, setting out any sanction, the reasons for it, how long any warning will remain live, and your right of appeal.
• Appeal — you may appeal in writing within 10 working days of receiving the decision. The appeal will be heard by a more senior Manager or by the Director, who has not been involved in the original decision. You will receive a written outcome within 10 working days of the appeal hearing. The appeal decision is final within the Company.
Possible Sanctions
1. Verbal warning — remains live for 6 months.
2. First written warning — remains live for 12 months.
3. Final written warning — remains live for 12 months.
4. Dismissal with notice.
5. Summary dismissal without notice, in cases of gross misconduct.
The Company will normally follow these stages in order, but may start at a higher stage where the seriousness of the matter justifies it. Once a warning has expired it will not be taken into account in any later disciplinary decision.
Gross Misconduct
Gross misconduct is conduct so serious that it destroys the working relationship and may justify dismissal without notice. Examples include, but are not limited to: theft or fraud; violence or threatening behaviour; a serious breach of health and safety rules; harassment, bullying or discrimination; attending work under the influence of alcohol or drugs; serious insubordination; and falsification of timesheets, qualifications or right-to-work documents. Even in cases of gross misconduct there will be an investigation and a hearing before any decision is taken.
Your Rights
• To be told the allegations in writing and to see the evidence before the hearing.
• To at least 5 working days' notice of the hearing.
• To be accompanied by a work colleague or trade union representative.
• To a written decision within 5 working days and a right of appeal within 10 working days.
• To protection from day one if you make a protected disclosure (whistleblowing), including a disclosure about sexual harassment.
• Not to be subjected to any detriment — loss of work, loss of hours or removal from an Assignment — for raising a concern, requesting your statutory entitlements, or taking a genuine sickness absence.

No sickness absence that is genuine will ever be treated as a disciplinary matter.

5.6 Maternity, Paternity, Adoption and Parental Leave
Eligible employees are entitled to statutory family-related leave. Key entitlements include: Statutory Maternity Leave of up to 52 weeks, being 26 weeks Ordinary and 26 weeks Additional; Statutory Paternity Leave of 1 or 2 weeks, a day-one right from 6 April 2026; Statutory Adoption Leave of up to 52 weeks; Shared Parental Leave of up to 50 weeks shared between parents; Unpaid Parental Leave of up to 18 weeks per child up to age 18, a day-one right from 6 April 2026; Parental Bereavement Leave of 2 weeks following the death of a child under 18, or a stillbirth from 24 weeks; and Bereaved Partner's Paternity Leave, a new right from 6 April 2026 of up to 52 weeks unpaid.
Please speak to your Consultant for eligibility, notification requirements and payment rates.

5.7 Data Protection Policy
GB Recruitment Ltd processes personal data in accordance with the UK GDPR and the Data Protection Act 2018. We will: only collect data necessary for employment, payroll and statutory compliance; keep data secure and confidential; retain data only for as long as legally required, for example 6 years for holiday pay and payroll records; not share data with third parties except where required by law or with your consent; and allow you to access, correct or request deletion of your data in accordance with your statutory rights.
You have the right to make a Subject Access Request at any time. Contact us at info@gbrec.co.uk for further information. Our full Data Protection Policy is available from your Consultant. You may also complain to the Information Commissioner's Office on 0303 123 1113.

6. APPENDICES Appendix 1 — Formal Grievance Form (Stage 1) Please complete and submit to your Manager or Consultant. Employee Name. Assignment or Client. Date. Nature of Grievance. What action have you already taken to resolve the matter? What resolution are you seeking? Signed and dated. A printable copy of this form is available from your Consultant or by emailing hr@gbrec.co.uk. You can also raise a grievance simply by writing or speaking to your Consultant — you do not have to use this form. Appendix 2 — Grievance Appeal Form (Stage 2) Please complete and submit to the next-in-line Manager within 10 working days of the Stage 1 response. Employee Name. Date of Stage 1 response. Reason for appeal. Resolution sought. Signed and dated. Please attach a copy of the original Formal Grievance Form. Appendix 3 — Final Grievance Appeal Form (Stage 3) Please complete and submit to the Director within 10 working days of the Stage 2 response. Employee Name. Date of Stage 2 response. Reason for final appeal. Resolution sought. Signed and dated. Please attach copies of the original Grievance Form and Stage 2 Appeal. Appendix 4 — Key Contacts GB Recruitment Ltd, 10 Jarodale House, 7 Gregory Boulevard, Nottingham NG7 6LB. Company No. 16952028. Main email: info@gbrec.co.uk. HR and holiday requests: hr@gbrec.co.uk. Website: www.gbrec.co.uk. Telephone: 0115 772 0555. Director: Alexandra Buzatu. Operational Manager: George Buzatu. Email: georgebuzatu@gbrec.co.uk. External Bodies: ACAS Helpline: 0300 123 1100 | www.acas.org.uk HMRC (Pay and Tax): 0300 200 3300 | www.gov.uk/hmrc Health and Safety Executive: 0300 003 1647 | www.hse.gov.uk Fair Work Agency (from 7 April 2026): www.gov.uk/fair-work-agency Information Commissioner's Office (Data): 0303 123 1113 | www.ico.org.uk GLAA (Gangmasters and Labour Abuse Authority): 0800 432 0804 | www.gla.gov.uk You may contact any of these bodies directly and in confidence at any time. You will never be treated badly for doing so. Acknowledgement of receipt I confirm that I have received a copy of the GB Recruitment Ltd Employee Handbook (Edition 2026) and understand that it forms part of my terms and conditions of employment. You confirm this by ticking the acknowledgement at the end of this form.

POLICY 2: WORKER INDUCTION
PROGRAMME
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1. Programme Overview
All workers supplied by GB Recruitment Ltd must complete this Induction Programme before
commencing their first Assignment. Delivered at GB Recruitment Ltd premises, typically
60–90 minutes.
2. Delivery Method
• Video presentation + printed handouts
• Location: GB Recruitment Ltd, office 10 Jarodale House, 7 Gregory Boulevard, Nottingham NG7 6LB
• Language support available on request
• Duration: 60–90 minutes, before first assignment
• Cost to worker: NONE. Workers paid at Day Rate
3. Induction Content
Part 1: Introduction to GB Recruitment Ltd (10 min)
• Company overview, Contract for Services
• Key contacts: Consultant, Manager, Director
• Pay arrangements, payday, payslip format
• Employee Handbook distribution
Part 2: Employment Rights (10 min)
• Working Time Regulations 1998 (48-hour limit, opt-out)
• Rest breaks: 20 min per 6h shift, 11h daily, 1 day per week
• Holiday entitlement: 12.07% accrual, leave year 1 April – 31 March
• Statutory Sick Pay from day 1 (Employment Rights Act 2025)
• Maternity, Paternity and Parental Leave
• Right to join a trade union without penalty
Part 3: Anti-Harassment and Modern Slavery (15 min)
• What is harassment, bullying and discrimination
• Third-party harassment protections (from 6 April 2026)
• How to report concerns: 0115 772 0555 or hr@gbrec.co.uk
• Whistleblowing protections
• Modern Slavery Act 2015 — signs and reporting channels
• Fair Work Agency (from 7 April 2026)
• Modern Slavery Helpline: 08000 121 700
Part 4: Health and Safety (25 min)
• H&S Policy 2026 overview
• Worker responsibilities
• Accident reporting
• First aid, fire safety
• PPE: free under PPE Regulations 2022
• Manual handling, COSHH, electrical safety
• Prohibited occupations
• RIDDOR: reportable after 7+ days absence
Part 5: Client-Specific Induction (20 min)
• Site access, parking, signing in
• Shift patterns per assignment
• Breaks, welfare, food safety/GMP (where applicable)
• Emergency procedures, quality control
Part 6: Conduct and Expectations (10 min)
• Code of conduct, phone/device rules
• Smoking, drugs: zero tolerance
• Timekeeping, sickness notification (1h before shift)
• Grievance process
4. Assessment
10-question assessment, pass mark 70%. Fail = re-sit.
5. Responsible Persons
Manager: George Buzatu | Review: Annually 1 April by Alexandra Buzatu

POLICY 3: GRIEVANCE & DISCIPLINARY PROCEDURES ────────────────────────────────────────────────────────────────────── Compliant with the ACAS Code of Practice and the Employment Rights Act 2025. This policy summarises sections 4 (Grievance Procedure) and 5.5 (Disciplinary Policy and Procedure) of the Worker Handbook. Where this summary and the Handbook differ, the Handbook applies. All time limits are in working days and may be extended by agreement where there is a good reason; if that happens we will tell you in writing and explain why. PART A — GRIEVANCE Informal Raise the concern with your Consultant first. Most issues are resolved at this stage. If the matter concerns your Consultant, raise it with the Manager instead. Stage 1 — Formal • Written grievance using Appendix 1, to hr@gbrec.co.uk or 0115 772 0555 • State: what happened, when, who was involved, and the outcome you want • Acknowledged within 3 working days | Meeting within 10 working days | Written decision within 5 working days of the meeting • Right to be accompanied by a work colleague or trade union representative Stage 2 — Appeal • Appeal in writing using Appendix 2 to the Manager next in line, within 10 working days of the Stage 1 decision • Meeting within 10 working days | Written decision within 7 working days Stage 3 — Final appeal • Appeal in writing using Appendix 3 to the Director, Alexandra Buzatu, within 10 working days of the Stage 2 decision • Heard by the Director with another management representative within 15 working days | Final written decision within 10 working days • No further right of appeal within the Company Raising a grievance in good faith will never affect your access to work, your hours, or how you are treated. External • ACAS: 0300 123 1100 • Employment Tribunal • Fair Work Agency (from 7 April 2026) • GLAA: 0800 432 0804 PART B — DISCIPLINARY Procedure • Investigation, then written notification of the allegations and the evidence • At least 5 working days' notice of the disciplinary hearing • Right to be accompanied by a work colleague or trade union representative • Written decision within 5 working days of the hearing • Appeal in writing within 10 working days, heard by a more senior Manager or the Director who was not involved in the original decision; written outcome within 10 working days Sanctions • 1: Verbal warning — live for 6 months • 2: First written warning — live for 12 months • 3: Final written warning — live for 12 months • 4: Dismissal with notice • 5: Summary dismissal without notice (gross misconduct) Stages are normally followed in order, but the Company may start at a higher stage where the seriousness of the matter justifies it. An expired warning is not taken into account in any later decision. Gross Misconduct Theft or fraud; violence or threatening behaviour; serious breach of health and safety rules; harassment, bullying or discrimination; attending work under the influence of alcohol or drugs; serious insubordination; falsification of timesheets, qualifications or right-to-work documents. Even in these cases there will be an investigation and a hearing before any decision is taken. Your Rights • To be told the allegations in writing and to see the evidence beforehand • To be accompanied at every meeting • To a written decision and a right of appeal • Whistleblowing protection from day one, including disclosures about sexual harassment • Not to suffer any detriment — loss of work, loss of hours or removal from an Assignment — for raising a concern, requesting your statutory entitlements, or taking a genuine sickness absence

POLICY 4: ANTI-HARASSMENT &
WHISTLEBLOWING
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1. Policy Statement
GB Recruitment Ltd is committed to a workplace free from harassment, discrimination,
bullying and victimisation. Every worker has the right to dignity at work.
2. What Is Harassment?
Harassment
Unwanted conduct violating dignity or creating hostile environment.
Sexual Harassment
Unwanted sexual conduct. From 6 April 2026: employers must take all reasonable steps to
prevent — including by third parties.
Bullying
Offensive, intimidating, malicious behaviour.
Victimisation
Bad treatment for making or supporting a complaint.
3. How to Report
• Phone: 0115 772 0555
• Email: hr@gbrec.co.uk
• In person: office 10 Jarodale House, 7 Gregory Boulevard, Nottingham NG7 6LB
• Against Manager: Director Alexandra Buzatu
• Anonymous: hr@gbrec.co.uk
4. Investigation
• Acknowledgement: 3 days | Investigation: 5 days
• Neutral investigator | Completed within 20 days
• Where upheld: disciplinary action + remedial measures
5. Third-Party Harassment
If harassed by anyone at Client site — report immediately. Escalated within 24h. May be
removed with full pay. Protected from detriment.
6. Whistleblowing
Protected disclosures: criminal offences, legal breaches, H&S dangers, environmental
damage, sexual harassment (ERA 2025), cover-ups.
Report to:
• hr@gbrec.co.uk or 0115 772 0555 or Director
• HSE, HMRC, GLAA, Fair Work Agency, ICO
• Protect: 020 3117 2520
Protections
• Protected from day 1 — no qualifying period
• No cap on compensation

POLICY 5: MODERN SLAVERY AWARENESS
──────────────────────────────────────────────────────────────────────
GB Recruitment Ltd has a zero-tolerance approach to modern slavery, human trafficking and
forced labour.
Your Rights — You Must NEVER:
• Pay anyone a fee to get work — your job is FREE
• Have your passport or ID taken from you
• Be forced to work against your will
• Be forced to live somewhere against your will
• Have your bank account controlled by someone else
• Be threatened or intimidated by anyone
GB Recruitment Guarantees:
• We NEVER charge recruitment fees
• We copy your ID and return it IMMEDIATELY
• We pay into YOUR OWN bank account only
• We pay at or above NLW (£12.71/h from April 2026)
• Payslips every pay period
• You are FREE to leave with notice — no penalty
If You See Something Wrong — Report It:
WHO TO CONTACT DETAILS
GB Recruitment Office 0115 772 0555
GB Recruitment HR hr@gbrec.co.uk
GB Recruitment Director Alexandra Buzatu
GLAA Intelligence Line 0800 432 0804
Modern Slavery Helpline 08000 121 700
Police Emergency 999
Police Non-Emergency 101
Fair Work Agency gov.uk/fair-work-agency
ACAS Helpline 0300 123 1100
Samaritans 116 123
Signed: _________________________ Alexandra Buzatu, Director
Date: 6 April 2026 | Next Review: 6 April 2027

POLICY 6: PRIVACY NOTICE FOR WORKERS

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This notice explains how GB Recruitment Ltd collects, uses and protects your personal data in accordance with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018.

1. Data Controller
GB Recruitment Ltd, Company No. 16952028, office 10 Jarodale House, 7 Gregory Boulevard, Nottingham NG7 6LB. Tel: 0115 772 0555. Email: hr@gbrec.co.uk

2. What Personal Data We Collect

• Full name, date of birth, address, phone number, email
• National Insurance number
• Right to work documents (passport, visa, share code)
• Bank account details (for wage payments)
• Emergency contact details
• Health information — the medical and food-safety questionnaire you complete when you register, return-to-work and sickness declarations, the night worker health assessment, and any reasonable adjustment or disability information you choose to tell us about
• Information about unspent criminal convictions, where you declare them
• Skills, qualifications, training records
• Timesheets, attendance and clock-in records, holiday and sickness records
• Disciplinary and grievance records
• CCTV footage at Client sites, which is recorded and controlled by the Client under the Client's own privacy notice
• Photographs, for ID badges and, on some Client sites, for photo clock-in or attendance systems operated by that Client
• Your mobile number, where you have agreed to be added to a WhatsApp group used to offer and confirm shifts

We do not use fingerprint, facial recognition or other biometric identification.

3. Why We Process Your Data

• To administer your Contract for Services and manage Assignments
• To pay you correctly and on time via BACS
• To comply with HMRC tax, NI and RTI obligations
• To comply with right to work legislation (Immigration, Asylum and Nationality Act 2006)
• To administer holiday pay (12.07% accrual) and SSP (from day 1 per ERA 2025)
• To auto-enrol you in a workplace pension (Pensions Act 2008)
• To comply with health and safety obligations (HSWA 1974) and food safety requirements on Client sites
• To investigate grievances, disciplinary matters and complaints
• To comply with GLAA licensing conditions
• To comply with the Modern Slavery Act 2015
• To respond to requests from the Fair Work Agency (from 7 April 2026)

4. Lawful Basis for Processing

• Contract (Article 6(1)(b)): necessary to perform your Contract for Services
• Legal obligation (Article 6(1)(c)): tax, NI, right to work, health and safety, holiday pay, SSP, pension, GLAA licensing, RIDDOR
• Legitimate interests (Article 6(1)(f)): managing Assignments, improving our services, preventing fraud
• Consent (Article 6(1)(a)) for adding you to a WhatsApp group used to offer and confirm shifts. Being in a group means your mobile number is visible to the other members of that group, which is why we ask your permission first. You can refuse or withdraw at any time and we will contact you by phone call or SMS instead; your choice will never affect whether you are offered work.
• Consent (Article 6(1)(a)): only for optional things such as marketing communications — you can withdraw consent at any time, and withdrawing it will never affect your access to work

5. Special Category Data (health and similar sensitive data)
Health information is "special category" data under Article 9 of the UK GDPR and needs an additional condition before we may process it. We rely on:

• Article 9(2)(b) — processing necessary for carrying out our obligations and exercising our rights in the field of employment and social security law, together with the condition in Schedule 1, Part 1, paragraph 1 of the Data Protection Act 2018. This covers sickness records, SSP, the night worker assessment, reasonable adjustments and our health and safety duties.
• Article 9(2)(h) — processing necessary for assessing your working capacity, together with Schedule 1, Part 1, paragraph 2 of the Data Protection Act 2018. This covers the medical and food-safety questionnaire and return-to-work declarations required for work on food production and similar sites.
• Article 9(2)(c) — where processing is necessary to protect your vital interests or those of another person, for example in a medical emergency at work.

Health information is kept separately from your general file, is accessible only to the small number of staff who need it, and is never shared with a Client except where a specific adjustment, restriction or food-safety clearance has to be communicated to keep you or others safe.

6. Criminal Convictions Data
Information about unspent criminal convictions is Article 10 data and needs a condition in Schedule 1 of the Data Protection Act 2018. We rely on Schedule 1, Part 1, paragraph 1 (employment, social security and social protection) and Schedule 1, Part 2, paragraph 12 (regulatory requirements), because as a GLAA-licensed labour provider we are required to satisfy ourselves about the suitability of workers we supply. We only ask about unspent convictions. A declared conviction does not automatically prevent you from working with us; we consider what the conviction was, how long ago it was, and whether it is relevant to the work you would be doing.

7. Appropriate Policy Document
Because we process special category and criminal convictions data, we maintain an Appropriate Policy Document as required by Schedule 1, Part 4 of the Data Protection Act 2018. It explains how we comply with the data protection principles for this data and our retention and erasure policy for it. A copy is available free of charge on request from hr@gbrec.co.uk.

8. Who We Share Your Data With

• Clients (Hirers) — name, contact details, skills, right to work status, health and safety records
• HMRC — tax and NI via Real Time Information (RTI)
• Pension provider — auto-enrolment data
• GLAA / Fair Work Agency — on request during inspections
• Health and Safety Executive (HSE) — RIDDOR reports
• Payroll provider (if applicable) — to process wages
• Legal advisers — in the event of a dispute or claim
• Police / authorities — where required by law
• Other workers in a WhatsApp shift group — your mobile number and the name you use on WhatsApp, only if you have consented to join

We do not sell your data to third parties. We do not transfer your personal data outside the United Kingdom. If that ever became necessary, we would only do so where the destination country is covered by UK adequacy regulations or where appropriate safeguards under Article 46 of the UK GDPR are in place, and we would tell you first.

9. Automated Decision-Making
We do not make any decision about you — including decisions about offering you work, ending an Assignment, or any disciplinary outcome — by solely automated means, and we do not carry out profiling that produces legal or similarly significant effects.

10. How Long We Keep Your Data

• Worker records: duration of engagement + 6 years
• Holiday pay and payroll records: 6 years from the date they were made
• Right to work documents: duration of engagement + 2 years
• Health records: duration of engagement + 6 years
• Pension records: 6 years after the last contribution
• Accident and RIDDOR records: 3 years from the date of the incident
• Unsuccessful applicants: 6 months after application, unless you consent to us keeping them longer

At the end of the retention period, records are securely deleted or destroyed.

11. Your Rights Under UK GDPR

• Right of access — request a copy of your data (Subject Access Request)
• Right to rectification — correct inaccurate data
• Right to erasure — request deletion, where we have no legal obligation to retain it
• Right to restrict processing
• Right to data portability
• Right to object to processing
• Right to withdraw consent at any time, where we relied on consent
• Right to lodge a complaint with the Information Commissioner's Office (ICO)

Exercising any of these rights will never affect your access to work, your hours, or how you are treated.

12. How to Exercise Your Rights
Contact us at hr@gbrec.co.uk or 0115 772 0555, or write to GB Recruitment Ltd, office 10 Jarodale House, 7 Gregory Boulevard, Nottingham NG7 6LB. We will respond without undue delay and in any event within one month of receiving your request. If your request is complex or you have made several requests, we may extend this by up to two further months, and we will tell you within the first month if we need to do that and why.
If you are not satisfied with our response, you may contact the ICO: www.ico.org.uk | Tel: 0303 123 1113

13. Data Security
We store your data securely using password-protected systems, encrypted storage and restricted access. Paper records are kept in locked cabinets. We review our data security measures regularly. If a personal data breach occurs that is likely to result in a risk to your rights and freedoms, we will report it to the ICO within 72 hours and, where the risk is high, tell you directly.

POLICY 7: KEY INFORMATION DOCUMENT (KID)

This document is given to every worker before they agree to our terms, as required by the Conduct of Employment Agencies and Employment Businesses Regulations 2003.

WHO YOU WILL BE ENGAGED BY. The employment business is GB Recruitment Ltd, Company No 16952028, 10 Jarodale House, 7 Gregory Boulevard, Nottingham NG7 6LB. Telephone 0115 772 0555.

YOUR CONTRACT. You are engaged under a contract for services as an agency worker. You are not an employee of GB Recruitment Ltd. There is no obligation on you to accept an assignment, and none on us to offer one.

WHO PAYS YOU. GB Recruitment Ltd pays you directly and operates PAYE itself. There is no intermediary, no umbrella company and no other third party involved in paying you. Nobody else takes any part of your pay.

YOUR MINIMUM RATE OF PAY. Your pay will never be less than the National Minimum Wage or National Living Wage for your age. From 1 April 2026 these are £12.71 an hour for workers aged 21 and over, £10.85 an hour for ages 18 to 20, and £8.00 an hour for ages 16 to 17 and apprentices. The actual rate for each assignment is given to you in writing in your Assignment Details Form before the assignment starts. Rates are reviewed each April.

HOW OFTEN YOU ARE PAID. Weekly, by bank transfer into an account in your own name.

HOLIDAY PAY. You are entitled to 5.6 weeks of paid leave in each leave year, which runs from 1 April to 31 March. Holiday pay is calculated at 12.07% of the hours you work and is paid to you as rolled-up holiday pay with every payment. This means your holiday pay is included in the money you receive each week, and you do not receive a separate payment when you take your leave. You are still entitled to take your leave, and we encourage you to take it.

DEDUCTIONS FROM YOUR PAY. The only things taken from your pay are: Income Tax under PAYE; employee National Insurance contributions; pension contributions if you have been automatically enrolled and have not opted out; and student loan repayments if HMRC tells us to collect them. Nothing else is ever deducted. There is no deduction for personal protective equipment, uniform, transport, accommodation, training or administration.

NO FEE IS EVER CHARGED FOR FINDING YOU WORK. GB Recruitment Ltd will never charge you a fee for finding you work, for registering you, or for keeping you on our books. It is against the law for us to do so.

OTHER CHARGES. If we ever offer you an optional service that carries a cost, such as a DBS check, the cost will be told to you in advance in writing and you are free to decline. No such charge will ever be a condition of being supplied with work, and declining will never affect the work you are offered.

EXAMPLE OF WHAT YOU WOULD BE PAID. For a worker aged 21 or over working 40 hours in a week at £12.71 an hour: basic pay 40 x £12.71 = £508.40. Rolled-up holiday pay at 12.07% = £61.36. Total gross pay for the week = £569.76. From this gross figure, Income Tax and National Insurance are deducted under PAYE according to your tax code and your earnings so far in the tax year, along with a pension contribution if you are enrolled. Your payslip shows every figure in full.

IF ANYTHING IS WRONG. If anyone ever asks you for money in connection with this work, or if your pay does not match this document, tell the Director in confidence on 0115 772 0555 or hr@gbrec.co.uk. You will never be treated badly for raising it.

POLICY 8: RIGHT TO WORK VERIFICATION
PROCEDURE
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GB Recruitment Ltd is required by law to verify that every worker has the right to work in the
UK before any Assignment begins. This procedure complies with the Immigration, Asylum and
Nationality Act 2006, the Conduct of Employment Agencies and Employment Businesses
Regulations 2003, and GLAA licensing conditions.
1. When We Check
• Before your first Assignment — no exceptions
• Before any subsequent Assignment if your previous right to work has expired
• At intervals specified by your visa or immigration status
2. What Documents We Accept
List A — Permanent right to work (one document required):
• UK or Irish passport (current or expired)
• Certificate of registration or naturalisation as a British citizen
• Permanent residence card issued by the Home Office
List B — Time-limited right to work (one document required):
• Current passport with valid visa permitting work
• Biometric Residence Permit (BRP) showing right to work
• Home Office online share code (via gov.uk/prove-right-to-work)
• Certificate of Application (Frontier Worker Permit, EU Settlement Scheme)
• Positive Verification Notice from the Home Office Employer Checking Service
3. How We Check
• In person: you must present your original document(s) to a GB Recruitment
representative
• Online: if you have a share code, we verify via gov.uk/view-right-to-work
• We take a clear copy (scan or photograph) of your document(s)
• We record the date of the check and the document details
• We return your original documents to you IMMEDIATELY — we do NOT retain originals
4. What Happens If You Cannot Provide Documents
If you cannot provide acceptable right to work documents, we are unable to offer you any
Assignment. This is a legal requirement and applies to all workers regardless of nationality,
race, ethnicity or any other characteristic. We apply this policy equally to everyone.
5. Follow-Up Checks
If your right to work is time-limited (e.g. visa with expiry date), we will conduct a follow-up
check before the expiry date. If you do not provide updated documents before expiry, your
Assignment will be suspended until valid documents are provided.
6. Record Retention
• Copies of right to work documents are kept securely for the duration of your
engagement plus 2 years
• Records are stored in password-protected digital systems with restricted access
• Paper copies (if any) are kept in locked cabinets
• Records are destroyed securely after the retention period
7. Your Rights
• Your original documents are returned immediately after copying
• We will never retain your passport, ID card or any original document
• We will never ask for specific documents based on your nationality — we accept any
valid document from the Home Office lists
• If you believe you have been treated unfairly during this process, contact
hr@gbrec.co.uk or 0115 772 0555
8. Penalties for Non-Compliance
GB Recruitment Ltd takes right to work verification seriously. Employing someone without a
valid right to work in the UK is a criminal offence carrying penalties of up to £45,000 per
illegal worker (from 13 February 2024) and potential imprisonment.