We also recognise and understand the importance of protecting the environment and are fully committed to minimising the impact that running our business has on it. Check our Environmental Policy.
Our vision is to be a trusted and well-liked consultancy that has an outstanding reputation of excellence for its service to clients and candidates.
We also want to be as cost effective and as risk free as possible for our clients, so we offer an Early Bird Payment Scheme, which not only reduces cost but also eligibility for a 100% rebate for 12 weeks too!
We even have payment options for smaller firms that need to spread their recruitment cost.
Ben started his recruitment career in 2004 becoming involved in Legal Costs Recruitment a year later. He has a real insight into the industry building some very strong relationships.He took the opportunity during the COVID years to follow a lifelong ambition of becoming a sailor and has since part completed his Nautical Science course at Fleet wood Nautical Collage.
When not at sea Ben is being an active Dad with his son and is often seen in Glasson helping his father maintain his boat.
Kevin has 25+ years’ experience and for the past 15 years has covered legal finance recruitment, general accountancy, media finance & legal costs.His gained the ISO 9001:2015 accreditation for his last agency and was also the quality manager. These processes have now been instigated at Liberation Recruitment and we will aim to be ISO accredited.
His passions are traveling to enjoy new cultures and the food! He loves to go to the gym the main drive being so he can eat more and not worry.
Just for clients:
Just for candidates:
Affordable and risk-free recruitment (almost) but without compromising on quality!
Over the years we have heard so many times that recruitment is expensive and there are not enough protections, especially for smaller firms.
So, we listened.
Recruitment is never a risk-free process but we can reduce that significantly by offering an opportunity for all companies that use us a 10% introduction fee with a 100% rebate scheme for 10 weeks.
The caveat – is you must pay your invoice within 30 days of the invoice date to be eligible.
| Early Bird Introduction Fee | 10% Fee | |
| Early Bird Rebate Scheme | 100% for the first 12 weeks |
0% for 13 weeks + |
Can you afford not to!
We also have other payment terms for small firms so you can spread the cost over a set period.
Liberation Recruitment recognises and understands the importance of protecting the environment in which we operate. We are fully committed to minimising the impact that running our business has on the environment and we encourage our clients, suppliers and other stakeholders to do the same.
Liberation Recruitment is aware that our office business activities result in environmental impacts on the use of energy, the generation of waste and transport emissions and we will comply with all relevant legislative, regulatory and other environmental requirements in order to act in a socially responsible manner and we will strive to continuously improve our environmental performance.
Liberation Recruitment will aim to become a paperless office, limit unnecessary travel, ensure we use 100% renewable energy where possible and promote and train staff to tackle the environmental impacts listed above, for example:
Kevin Dawson who can be reached at info@liberationrec.com will be responsible for implementing the above objectives, reviewing progress and continuously updating this policy as necessary and always open to suggestions.
This privacy policy sets out how Liberation Recruitment Limited uses and protects any information that you give us through this site.
You are not required to provide any personal information to use or view the public pages of our website. However, where you provide your personal information – such as to apply for a job, contact us generally, reach out to a named individual or register with us – this Privacy Policy will govern how we collect, use and process your provided information.
Each time you provide personal information you will be asked to confirm that you have read and understood this Privacy Policy, and give explicit consent via ticking an ‘opt in’ box.
Since it is not our intention to collect personal information from children, no child specific policy is described.
We are committed to ensuring that your privacy is protected. Should we ask you to provide certain information by which you can be identified, then you can be assured that it will only be used in accordance with this privacy policy.
1.1 Changes to our privacy policy
We may change this policy from time to time by updating this page. If we change our privacy policy, we will advise you of changes or updates through means of a notice on our website and we will update this privacy policy accordingly. Continued use of this website or our services after this time will constitute your acceptance of the new policy.
If you have any questions or concerns about our privacy commitment, please e-mail us at info@liberationrec.com.
You should check this page from time to time to ensure that you are happy with any changes.
2.0 Relevant Legislation
Liberation Recruitment Limited and its website is designed to comply with the following national and international legislation concerning user privacy and data protection:
Liberation Recruitment Limited’s compliance with the above legislation (all of which are stringent in nature) means that this site is likely to be compliant with the data protection and user privacy legislation set out by many other countries and territories as well.
If you are unsure about whether this site is compliant with your own country of residences’ specific data protection and user privacy legislation, you should contact our data protection team (details of which can be found in section 8.1 at the end) for clarification.
3.0 Personal information that this site collects, how it uses it, how it stores it and how long it is kept
3.1 Candidates
We may collect, after gaining your consent, the following information:
You can submit your CV to us via the website or by direct email. Your CV and the personal data you provide will be stored in our Customer Relationship Management (CRM) database. Only authorised personnel who work for Liberation Recruitment Limited will have access to this CRM database.
If you take up contract work, you will need to input your timesheet data online, which we will process so we can invoice employers and pay you. We will store the timesheet data in our head office.
3.2 Employers
We may collect, after gaining your consent, the following information:
We will store this information in our CRM database, as discussed in section 3.1 above.
3.3 How long we will keep your data
We will store your data in our database securely for 3 years. The purpose for this will be to keep in touch with you and your situation, and update our records. If an individual’s relationship with Liberation Recruitment Limited has become inactive their personal data will be retained electronically for 3 years. After this period, we will permanently and safely delete your data if we have not got an on-going relationship with you, or if you are no longer requiring our services. If you want us to delete your data before this period, you may request for us to do this and your data will be permanently deleted from our database. The removal of all personal data (including email contact details) will result in Liberation Recruitment Limited no longer being able to carry out work on your behalf.
4.0 Job alerts/ Email Newsletter
To subscribe to job alerts and newsletter emails, you will be required to provide your email address. We will use your email address to keep you informed of the latest jobs relevant to your skills and/or provide you with industry news via job alerts. If you no longer wish to receive this information, you can email us directly to unsubscribe.
If you choose to join our email newsletter, the email address that you submit to us will be forwarded to MailChimp who provide us with email marketing services. We consider MailChimp to be a third party data processor. The email address that you submit will not be stored within this website’s own database or in any of our internal computer systems.
Your email address will remain within MailChimp’s database for as long as we continue to use MailChimp’s services for email marketing to yourself or until you specifically request removal from the list. You can do this by unsubscribing via directly emailing us and requesting removal. When requesting removal via email, please send your email to us using the email account that is subscribed to the mailing list.
While your email address remains within the MailChimp database, you will receive periodic (approximately three times a year) newsletter-style emails from us.
5.0 Curriculum vitae (‘CV’)
We provide you with the option of submitting your CV via our website or by sending your CV via email to one of our consultants. You can do this in order to apply for a certain advertised job or to be considered by our recruitment consultants for positions as they come up. Your CV will be stored in our database, and will be accessible by our recruitment consultants. You can update your CV at any time, simply by following the same procedure to submit a new CV.
6.0 Securing your data
We are committed to ensuring that your information is secure. In order to prevent the loss, misuse, alteration or unauthorised access of your personal information, we have put in place suitable technical and organisational precautions to safeguard and secure the information we collect. All the personal information you provide is stored on secure servers and our servers undergo regular Malware scanning. Our website is SSL certified. This means that when you upload your CV via our website, the personal data you provide is encrypted and can only be accessed by a limited number of Liberation Recruitment Limited employees who have special rights to access such information.
7.0 How we use cookies
We use a number of different cookies on our site. If you do not know what cookies are, or how to control or delete them, then we recommend you visit www.aboutcookies.org for detailed guidance.
The list below describes the cookies we use on this site and what we use them for. Currently we operate an ‘explicit consent’ policy which means that you have the option to consent to cookie usage when you first visit our site, by ticking an ‘opt in’ box. If you are not happy, then you should either not use this site, or you should delete the cookies having visited the site, or you should browse the site using your browser’s anonymous usage setting (called “Incognito” in Chrome, “InPrivate” for Internet Explorer, “Private Browsing” in Firefox and Safari.)
7.1 How to disable Cookies/ Opt out
All modern browsers allow you to change your cookie settings. These settings will typically be found in the ‘options’ or ‘preferences’ menu of your browser. In order to understand these settings, the following links may be helpful, otherwise you should use the ‘Help’ option in your browser for more details.
7.2 First Party Cookies
These are cookies that are set by this website directly.
Google Analytics: We use Google Analytics to collect information about visitor behaviour on our website. Google Analytics stores information about what pages you visit whilst on our website, how long you are on the site, how you got here and what you click on. This Analytics data is collected via a JavaScript tag in the pages of our site and is not tied to personally identifiable information. We therefore do not collect or store your personal information (e.g. your name or address) so this information cannot be used to identify who you are.
You can find out more about Google’s position on privacy with regards to its analytics service at https://www.google.co.uk/intl/en/analytics/privacyoverview.html
Google are based in the USA and are EU-U.S Privacy Shield compliant.
7.3 Third Party Cookies
These are cookies set on your machine by external websites whose services are used on this site. Cookies of this type are the sharing buttons across the site which allow visitors to share content onto social networks. Cookies are currently set by LinkedIn, Twitter, Facebook, Xing and Google+. In order to implement these buttons, and connect them to the relevant social networks and external sites, there are scripts from domains outside of our website. You should be aware that these sites are likely to be collecting information about what you are doing all around the internet, including on this website.
You should check the respective policies of each of these sites to see how exactly they use your information and to find out how to opt out, or delete, such information.
7.4 Session Cookies
We use a session cookie to remember your log-in details for you. These we deem strictly necessary to the working of the website. If these are disabled then various functionality on the site will be broken, including the ability to log-in.
7.5 Flash Cookies
Flash cookies may be used to store user preferences for media player functionality and without them some flash content (such as our homepage video) may not render correctly.
7.6 Links to other websites
Our website may contain links to enable you to visit other websites of interest easily. However, once you have used these links to leave our site, you should note that we do not have any control over that other website. Therefore, we cannot be responsible for the protection and privacy of any information which you provide whilst visiting such sites and such sites are not governed by this privacy statement. You should exercise caution and look at the privacy statement applicable to the website in question.
8.0 Controlling and retaining your personal information
We will continue to hold your data for 3 years from the date that we store it, with the view to providing future services to you.
We will not sell, distribute, share or lease your personal data to anyone else unless we have your consent to do so or if we are required to do so by law.
8.1 Your rights
You have the right to ask for a copy of the personal information held about you by Liberation Recruitment Limited, and the right to ask Liberation Recruitment Limited to correct any inaccuracies in that information, as well as the right to deletion. You also have the right to withdraw your consent to your personal information being collected, as well as the right to object to Liberation Recruitment Limited processing your data at the first point of our contact with you (usually via email).
To send a request in relation to any of these rights or lodge a complaint about the way in which we are handling your data, please submit a written request via info@liberationrec.com or write to:
Liberation Recruitment Limited
85 Great Portland Street, London W1W 7LT
Attn: Kevin Dawson
Further details about these rights are outlined below.
8.2 Right to a Subject Access Request
You have the right to get a copy of the information which we hold about you, under the General Data Protection Regulations (GDPR) 2018. This is known as a subject access request (SAR).
If you would like a copy of the information we hold on you please email us at info@liberationrec.com.
If you believe that any information we are holding on you is incorrect or incomplete, please write to or email us as soon as possible, at the above email address. We will promptly correct any information found to be incorrect.
8.3 Right to complain
If you feel that there is a problem with the way we are handling your data, and you cannot resolve this issue with us directly, then you have a right to contact and complain to the Information Commissioner’s Office (ICO) at ico.org.uk.
9.0 Data Breaches
We will report any unlawful data breach of this website’s database or the database(s) of our third party data processor, i.e. Google Analytics, to any and all relevant persons and authorities within 72 hours of the breach if it is apparent that personal data stored in an identifiable manner has been stolen.
10.0 Equal opportunities
We are a company committed to diversity. As such, all job applicants and members of staff will receive equal treatment and we will not discriminate on grounds of gender, race, ethnic origin, colour, marital status, nationality, national origin, disability, sexual orientation, religion or age.
We may occasionally use information provided by you for the purposes of diversity monitoring as part of our commitment to equal opportunities. This information will be used on an entirely anonymous basis.
1.General Statement
Liberation Recruitment embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to in order to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets.
Liberation Recruitment is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination. Liberation Recruitment will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual’s membership or non-membership of a Trade Union. All staff have an obligation to respect and comply with this policy. Liberation Recruitment is committed to providing training for its entire staff in equal opportunities and diversity. Liberation Recruitment will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.
Liberation Recruitment will not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Liberation Recruitment will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.
1.2 DISCRIMINATION
Under the Act unlawful discrimination occurs in the following circumstances:
1.2.1 Direct discrimination
Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.
It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic:
Direct discrimination can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.
Direct discrimination would also occur if a recruitment consultancy accepted and acted upon instructions from an employer which states that certain persons are unacceptable due to a protected characteristic, unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a job. These provisions are referred to as occupational requirements.
Where there is an occupational requirement then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e. the employer must be able to objectively justify applying the requirement. An occupational requirement does not allow an employer to employ someone on less favourable terms or to subject a person to any other detriment. Neither does an occupational requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement.
1.2.2 Indirect discrimination
Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination.
Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.
If the vacancy requires characteristics which amount to an occupational requirement or the instruction is discriminatory but there is an objective justification, Liberation Recruitment will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception or justification.
Liberation Recruitment will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination.
1.2.3 Harassment
Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct of a sexual nature.
Liberation Recruitment is committed to providing a work environment free from unlawful harassment.
Liberation Recruitment will ensure that the consultants do not harass any individual.
Examples of prohibited harassment are:
If an individual believes that they have been unlawfully harassed, they should make an immediate report to Kevin Dawson followed by a written complaint as soon as possible after the incident. The details of the complaint should include:
Liberation Recruitment will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.
All employees and workers will be expected to comply with Liberation Recruitment’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.
Any individual who Liberation Recruitment finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.
1.2.4 Victimisation
Under the Act victimisation occurs when an individual is treated unfavourably because he/she has done a ‘protected act’ which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination.
Liberation Recruitment will ensure that the consultants do not victimise any individual.
1.2.5 Disabled Persons
Discrimination occurs when a person is treated unfavourably as a result of their disability.
In direct discrimination occurs where a provision, criterion or practice is applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled.
In recruitment and selection there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille. With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test, or not be expected to reach the same standard as other non-disabled applicants.
Reasonable adjustments in recruiting could include:
Wherever possible Liberation Recruitment will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.
Liberation Recruitment will not discriminate against a disabled person:
Liberation Recruitment will make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.
1.2.6 Age Discrimination
Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age. Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.
A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.
Age group can have various references:
Liberation Recruitment will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age.
Liberation Recruitment is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age. No age requirements will be stated in any job advertisements on behalf of the company.
If Liberation Recruitment requests age as part of its recruitment process such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process. In addition if under age 22 to adhere to Conduct of Employment Agencies and Employment Business Regulations 2003 and other relevant legislation applicable to children or young candidates.
Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification which should be confirmed in writing.
1.2.7 Part-Time Workers
This policy also covers the treatment of those employees and workers who work on a part-time basis, Liberation Recruitment recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Liberation Recruitment also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.
1.2.8 Gender Reassignment Policy
Liberation Recruitment recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.
Liberation Recruitment will support any employee or worker through the reassignment.
Liberation Recruitment will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.
Where an employee is engaged in work where the gender change imposes genuine problems Liberation Recruitment will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee.
Any employee or worker suffering discrimination on the grounds of gender reassignment should have recourse to the Company’s grievance procedure.
If you have any questions, or aren’t sure, get in touch. Whether you are an employer looking for your next hire or a candidate looking for your next job we can help you get on track.
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