Legal & Compliance Documents

Terms & Conditions of Business

1. Definitions

In these terms:

• "Nasora", "we", "us" means Nasora Recruitment Ltd.
• "Client" means the organisation that requests or uses workers or candidates supplied or introduced by us.
• "Worker" means a person we supply to work temporarily under the Client's supervision.
• "Candidate" means a person we introduce to the Client for a permanent or fixed-term role with the Client.
• "Assignment" means a period of temporary work by a Worker for the Client.
• "Engagement" means the Client (or anyone connected to it) employing or using the services of a Worker or Candidate, directly or through another business.
• "Charge" means the hourly rate we invoice for a Worker's time.

2. Company information

Nasora Recruitment Ltd is registered in England and Wales under company number 17568321. Our registered office is 8 Middlepark Drive, Northfield, Birmingham B31 2FQ. We operate as an employment business (for temporary workers) and an employment agency (for permanent introductions) under the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003.

3. Our relationship with you

These terms apply to every request for workers and every introduction we make, and replace any other terms unless we agree otherwise in writing. Making a booking, or accepting a Worker or Candidate, means you accept these terms.

Temporary Workers are engaged by Nasora and are not employees of the Client. During an Assignment, the Client directs and supervises the Worker's day-to-day work.

4. Client obligations

The Client agrees to:

• Give us accurate information about each role, including the required skills, qualifications, any risks to health and safety, and the shift times and location.
• Give each Worker a proper induction, including fire safety, emergency procedures, safeguarding arrangements and any setting-specific policies.
• Provide a safe place of work, appropriate equipment and suitable supervision.
• Tell us immediately about any accident, incident, safeguarding concern or complaint involving a Worker.
• Give Workers the same access to shared facilities (such as staff rooms and drinking water) as its own staff, as required by the Agency Workers Regulations 2010, and provide information we need to meet our obligations under those regulations.
• Not ask a Worker to carry out tasks outside their role, competence or training.

5. Fees and payment

5.1 Charge rates

We will confirm the Charge for each role before an Assignment starts. Charges are per hour worked and may vary for nights, weekends, bank holidays and short-notice bookings. Charges are subject to VAT where applicable.

5.2 Invoicing

We invoice weekly, based on authorised timesheets. Invoices are payable within 14 days of the invoice date.

5.3 Late payment

If an invoice is not paid on time, we may charge interest and compensation under the Late Payment of Commercial Debts (Interest) Act 1998, and we may suspend further bookings until the account is up to date.

5.4 Introduction fees (permanent recruitment)

If the Client engages a Candidate we introduced within 12 months of the introduction, an introduction fee of 20% of the Candidate's first-year basic salary is payable. The fee is due within 14 days of the Candidate's start date.

5.5 Transfer fees (temporary workers)

If the Client engages a Worker directly, or through another agency, during an Assignment or within the "relevant period" set by the Conduct Regulations 2003, a transfer fee is payable. The Client may instead choose an extended period of hire, of a length we will confirm in writing, during which the Worker continues on Assignment through us at the normal Charge, after which no transfer fee is payable.

6. Timesheets

At the end of each week, or each shift if agreed, the Client must check and sign the Worker's timesheet to confirm the hours worked. Signing a timesheet confirms that the hours are correct and that the work was done satisfactorily. If the Client does not sign a timesheet, we may invoice for the hours the Worker reports, unless the Client can show they were not worked.

7. Cancellation

The Client may cancel a booked shift without charge by giving us at least 24 hours' notice before it starts. If a shift is cancelled with less notice, or the Worker is sent home on arrival for reasons that are not the Worker's fault, we may charge for up to 4 hours at the agreed Charge.

If a Worker we have booked cannot attend, we will tell the Client as soon as possible and try to arrange a suitable replacement.

8. Compliance warranties

Before supplying a Worker or introducing a Candidate, we will take reasonable steps to confirm:

• Their identity and right to work in the UK.
• That they hold any qualifications, professional registration (such as NMC or HCPC) and training required for the role.
• That they have a suitable Enhanced DBS check.
• That we have obtained references.

We will share evidence of these checks with the Client on request, within data protection law.

9. Liability

We take care in selecting Workers and Candidates, but we do not guarantee their performance. The Client is responsible for supervising Workers during Assignments. Our total liability under these terms is limited to the Charges paid in the 12 months before the claim arose. Nothing in these terms limits liability for death or personal injury caused by negligence, for fraud, or for anything else that cannot be limited by law.

10. Safeguarding

We and the Client share a duty to protect the people receiving care. The Client must report any safeguarding concern involving a Worker to us immediately, as well as following its own safeguarding procedures and reporting to the relevant authorities. We will cooperate fully with any investigation and, where required, make referrals to the Disclosure and Barring Service and the relevant professional regulator.

11. Intellectual property and website use

All content on our website, including text, design and the Nasora name and logo, belongs to Nasora Recruitment Ltd or is used with permission. You must not copy or reuse it for commercial purposes without our written permission. Job listings on our website are not offers of work, and vacancies may change or be filled at short notice.

12. Termination

Either party may end an Assignment by giving notice to the other. The Client may ask us to remove a Worker immediately if it has reasonable grounds, such as misconduct or a safeguarding concern, and should tell us the reasons in writing. Charges for hours already worked remain payable.

13. Governing law

These terms are governed by the law of England and Wales, and the courts of England and Wales have exclusive jurisdiction.

14. Amendments

We may update these terms from time to time. The version in force at the time of a booking or introduction applies to it. Any variation for a particular Client must be agreed in writing by a director of Nasora.

15. Contact

Nasora Recruitment Ltd
8 Middlepark Drive, Northfield, Birmingham B31 2FQ
Clients: clients@nasora.co.uk · General: info@nasora.co.uk
Phone: +44 7551 084963

↑ Back to top

Privacy Policy

1. Who we are

Nasora Recruitment Ltd ("Nasora", "we", "us") is a healthcare and social care recruitment agency registered in England and Wales (company number 17568321). Our registered office is 8 Middlepark Drive, Northfield, Birmingham B31 2FQ.

We are the data controller for the personal information described in this policy. This means we decide how and why it is used, and we're responsible for looking after it under the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018.

If you have any questions about this policy or how we use your information, contact us at info@nasora.co.uk.

2. Who this policy covers

This policy explains how we handle personal information about:

• Candidates: nurses, healthcare assistants, carers, support workers and others who register with us or apply for jobs.
• Clients: people who work for care homes, hospitals and other organisations that request staff from us.
• Referees and emergency contacts whose details candidates give us.
• Website visitors and anyone who contacts us.

3. Information we collect

Candidates

• Contact details: name, email address, phone number and address.
• Your CV, work history, qualifications, training records and skills.
• Professional registration details, such as your NMC or HCPC PIN.
• Right-to-work and identity documents, such as your passport, visa or share code.
• National Insurance number and bank details, so we can pay you.
• References from previous employers.
• Your availability, preferred locations and the type of work you're looking for.
• Records of shifts and placements, timesheets, feedback and any concerns raised.

More sensitive information

Because we place people in health and care roles, we may also need to process:

• Criminal record information from Disclosure and Barring Service (DBS) checks.
• Health information, such as fitness-to-work or occupational health information and immunisation records, where this is needed for a role.

We only collect this where it's necessary and lawful, and we keep it secure with access limited to staff who need it.

Clients

• Your name, job title, organisation, work email and phone number.
• Details of your staffing requests and our communications with you.

Website visitors

• Anything you send us through our forms.
• Limited technical information needed to run the website. See our Cookie Policy.

4. How we use your information

5. Who we share it with

We only share your information where it's needed. This may include:

• Clients (care providers) we introduce you to, so they can consider you for work. We share only what they need to know.
• The Disclosure and Barring Service and any organisation that processes DBS applications for us.
• Professional regulators, such as the NMC or HCPC, to check your registration.
• Referees, to request references.
• Service providers who help us run our business, such as payroll, IT, email, website and software providers. They may only use your information on our instructions.
• Government bodies, such as HMRC, the Home Office or local authorities, where we are required by law.
• Professional advisers, such as accountants, insurers and lawyers.

We never sell your personal information.

6. International transfers

Some of our service providers may store data outside the UK. Where this happens, we make sure appropriate safeguards are in place, such as a UK adequacy decision or approved contract clauses.

7. How long we keep it

We keep personal information only for as long as we need it for the purposes above, or as required by law. As a guide:

• Candidate and client records: at least one year after we last provided services to you, as required by the Conduct of Employment Agencies and Employment Businesses Regulations 2003.
• Pay and tax records: at least six years, to meet HMRC requirements.
• Right-to-work records: for the duration of your work with us and two years after it ends.
• DBS certificate details: we record the outcome of the check but do not keep copies of certificates for longer than necessary.
• Website enquiries that don't lead to registration: up to 12 months.

After this, we securely delete or anonymise it.

8. How we protect it

We use appropriate technical and organisational measures to protect your information, including access controls, secure storage and password-protected systems. Only people who need your information to do their job can access it.

9. Your rights

Under UK data protection law, you have the right to:

• Access the personal information we hold about you.
• Correct information that is wrong or incomplete.
• Delete your information, where we have no legal reason to keep it.
• Restrict how we use it in certain circumstances.
• Object to us using it based on our legitimate interests.
• Data portability: receive certain information in a format you can pass to someone else.
• Withdraw consent at any time, where we rely on consent (for example, job alerts).

To use any of these rights, email info@nasora.co.uk. We'll respond within one month. There's usually no charge.

10. Complaints

If you're unhappy with how we've handled your information, please contact us first so we can try to put it right.

You also have the right to complain to the Information Commissioner's Office (ICO), the UK's data protection regulator: ico.org.uk/make-a-complaint or 0303 123 1113.

11. Changes and contact

We may update this policy from time to time. The latest version will always be on this page, with the date it was last updated.

Nasora Recruitment Ltd
8 Middlepark Drive, Northfield, Birmingham B31 2FQ
Email: info@nasora.co.uk
Phone: +44 7551 084963

↑ Back to top

GDPR Compliance Statement

1. Our commitment

Nasora Recruitment Ltd handles personal information every day: candidates' CVs, right-to-work documents, DBS results and references, and client contact details. We take that responsibility seriously.

This statement sets out how we meet our obligations under the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018. For full details of what we collect and why, see our Privacy Policy.

2. The principles we follow

We process personal information in line with the data protection principles. That means it is:

• Lawful, fair and transparent: we have a lawful basis for everything we do with your data, and we tell you about it.
• Collected for clear purposes: we only use it for the reasons we've told you about.
• Limited to what we need: we don't ask for information we have no use for.
• Accurate: we keep it up to date and correct it when asked.
• Kept no longer than necessary: we follow set retention periods, then delete it securely.
• Secure: we protect it against loss, misuse and unauthorised access.

We are also accountable: we keep records that show how we comply.

3. Data controller registration

Nasora Recruitment Ltd is the data controller for the personal data we process. Our registration with the Information Commissioner's Office (ICO) is in progress, and we will publish our registration number here once it is confirmed.

4. Lawful bases

We only process personal data where we have a lawful basis under Article 6 of the UK GDPR. Depending on the purpose, this is: performing a contract or taking steps before one; complying with a legal obligation; our legitimate interests in running a recruitment business, balanced against your rights; or your consent. The table in our Privacy Policy shows which basis applies to each use.

5. Sensitive information

Working in health and social care means we sometimes need to process criminal record information (from DBS checks) and health information (such as fitness-to-work details). We only do this where the law allows it, where it's necessary for safe recruitment, and with access restricted to staff who need it.

6. Data processing agreements and security

• Our systems are password-protected and access is limited by role.
• We only share candidate details with a client when it's relevant to a role or placement.
• Our suppliers, such as payroll and IT providers, must protect data to the same standard we do, under written agreements.
• We check that any transfer of data outside the UK has proper safeguards.
• We review our policies and procedures regularly.

7. Staff training

Everyone at Nasora who handles personal data receives data protection and confidentiality training when they join, with refreshers at least once a year. Staff know how to recognise a data request or a possible breach and who to report it to.

8. Your rights

You can ask to see, correct or delete your data, restrict or object to how we use it, or receive a copy to pass to someone else. You can withdraw consent at any time where we rely on it, for example for job alerts.

To make a request, email info@nasora.co.uk. We'll confirm who you are and respond within one month.

9. Breach response

If a data breach happens, we act quickly to contain it and assess the risk. Where required, we report it to the Information Commissioner's Office (ICO) within 72 hours of becoming aware of it, and we tell the people affected without undue delay if there's a high risk to them.

10. Contact and complaints

For any data protection question or request, contact us at:

Nasora Recruitment Ltd
8 Middlepark Drive, Northfield, Birmingham B31 2FQ
Email: info@nasora.co.uk
Phone: +44 7551 084963

If you're not satisfied with our response, you can complain to the Information Commissioner's Office at ico.org.uk/make-a-complaint or on 0303 123 1113.

↑ Back to top

Cookie Policy

1. What cookies are

Cookies are small files that a website saves on your device. Similar technologies, such as your browser's local storage, work in a similar way. In this policy, we call all of these "cookies".

2. Cookies we use

We keep cookies to a minimum. At the moment, our website only uses the following:

We do not currently use analytics, advertising or tracking cookies. If we add any in future, we'll update this policy and only use them if you click "Accept all".

3. Third-party services

Our website loads its fonts from Google Fonts. When it does, Google receives your device's IP address, which it needs to send the font files. Google does not set cookies for this. You can read more in Google's Privacy Policy.

4. Managing cookies

You can accept or decline non-essential cookies using the banner that appears when you first visit. You can also delete or block cookies through your browser settings. Blocking strictly necessary cookies may affect how parts of the site work.

5. Contact us

If you have any questions about our use of cookies, please get in touch. You can also read our Privacy Policy for more about how we handle personal information.

Nasora Recruitment Ltd
8 Middlepark Drive, Northfield, Birmingham B31 2FQ
Email: info@nasora.co.uk
Phone: +44 7551 084963

↑ Back to top

Modern Slavery & Human Trafficking Statement

1. Introduction

Modern slavery, including forced labour, human trafficking and debt bondage, is a serious crime and a violation of human rights. Recruitment and staffing is a sector where workers can be vulnerable to exploitation, and we're committed to playing our part in preventing it.

Nasora Recruitment Ltd is not currently required to publish a statement under section 54 of the Modern Slavery Act 2015, as this applies to larger organisations. We publish this statement voluntarily, because we believe every agency should be open about how it protects workers.

2. Our business

We are a healthcare and social care recruitment agency based in Birmingham. We supply nurses, healthcare assistants, care assistants and support workers to care homes, nursing homes, hospitals and supported living services across the West Midlands, East Midlands and North of England.

Our supply chain is short. It is made up mainly of our candidates, our clients, and suppliers such as payroll, DBS checking, IT and office services.

3. Our policy

We have a zero-tolerance approach to modern slavery and human trafficking. We are committed to acting ethically and with integrity in all our business relationships, and to making sure modern slavery is not taking place in our business or supply chain.

4. Due diligence measures

• Right-to-work and identity checks: we check every candidate's identity and right to work in person or through approved digital checks, and look out for signs that documents are being held or controlled by someone else.
• No fees to workers: we never charge candidates a fee for finding them work, in line with the Conduct of Employment Agencies and Employment Businesses Regulations 2003.
• Fair pay: we pay workers directly into a bank account in their own name, and at least the National Minimum Wage or National Living Wage.
• Warning signs: we watch for indicators such as several workers sharing one bank account, address or phone number, a third party speaking for a worker, or a worker who seems fearful or controlled.
• Suppliers: we expect our suppliers to share our commitment, and we will stop working with any supplier where we find evidence of modern slavery.
• Training: our team is made aware of the signs of modern slavery and knows how to report concerns.

5. Risk assessment

We consider the highest risk in our business to be the recruitment of temporary workers, particularly where a third party is involved in a worker's arrival in the UK, accommodation or transport. We manage this risk through in-person or approved digital identity checks, direct contact with every worker, paying workers only into accounts in their own name, and never accepting candidates through unregulated third parties. We review these risks every year.

6. Reporting concerns

If you have any concerns that someone connected with our business may be a victim of modern slavery, please tell us straight away at info@nasora.co.uk or on +44 7551 084963. We will treat it in confidence.

7. Review

We will review this statement every year and update it as our business grows.

This statement has been approved by the director of Nasora Recruitment Ltd.

↑ Back to top

Complaints Policy

1. Our commitment

We want everyone who deals with Nasora Recruitment, whether you're a candidate, a client or a member of the public, to have a good experience. If something has gone wrong, we want to know so we can put it right and learn from it.

Making a complaint will never affect the work we offer you or the service you receive.

2. Who can complain

Anyone affected by our service can make a complaint, including:

• Candidates and workers we place or have placed.
• Clients who use our staff.
• People receiving care, and their families, if they have concerns about a worker we supplied.
• Anyone else affected by what we do.

You can also ask someone else to complain on your behalf, with your permission.

3. How to make a complaint

You can contact us in any of these ways:

• Email: info@nasora.co.uk (please put "Complaint" in the subject line)
• Phone: +44 7551 084963
• Post: Complaints, Nasora Recruitment Ltd, 8 Middlepark Drive, Northfield, Birmingham B31 2FQ

Please tell us your name and contact details, what happened and when, who was involved, and what you'd like us to do to put it right.

4. What happens next

If we need more time, for example because the matter is complex, we'll tell you why and give you a new date.

5. If you are not satisfied

If you're unhappy with our response, you can ask for your complaint to be reviewed by a director of Nasora Recruitment who was not involved in the original investigation. Please do this within 20 working days of our response. We'll reply with our final decision within 20 working days.

6. Taking your complaint further

If you're still not satisfied, you can contact the relevant independent organisation:

• About how an employment agency treated you as a worker (for example pay, fees or how we handled your details): the Fair Work Agency, which enforces the rules on recruitment agencies in England, Scotland and Wales.
• About how we handled your personal data: the Information Commissioner's Office, 0303 123 1113.
• About the safety or quality of care: the local authority safeguarding team where the care took place, or the Care Quality Commission.

7. Safeguarding concerns

If your concern is about the safety of a person receiving care, please tell us immediately by phone. Safeguarding concerns are not handled through the normal complaints timescales: we act on them straight away and report them to the relevant authorities where required. If someone is in immediate danger, call 999.

8. Confidentiality and records

We handle every complaint confidentially and only share details with the people who need to know in order to investigate and resolve it. We keep a record of each complaint and its outcome, and review them regularly to spot patterns and improve our service.

↑ Back to top