Code of Conduct


  1. General:


It is a condition of Membership that all Members, Member companies and employees engaged by them shall comply with the Code of Conduct of the Federation and by the rules and regulations outlined below and any conditions or amendments to these rules as approved by the Federation.



  1. Subscriptions:


It is a condition of Membership that the annual subscription and any levies agreed by the NRF are paid within 30 days of the date they fall due.



  1. Licensing:


It is a condition of Membership that the individual, agency or company is properly licensed to operate as an employment agency within the terms of the Employment Agency Act 1971 and any amendments thereto.




  1. Applicant Handling/Confidentiality:


  • Applicants must be treated in a courteous and dignified manner at all times. Their right to privacy must be respected including their right to be interviewed in a private area in accordance with health & safety regulations. Regard must be had to the Employment Equality Acts 1977 and 1998.


  • All applicants must be interviewed by the agency prior to be being put forward to the client for interview.


  • Applicants must be given full details of any job for which the agency intends to recommend them and permission sought from the applicant. An applicant’s permission must be sought and obtained before his or her details are revealed to an employer. The agency should also determine whether or not the applicant has been approached by another agency about the same job.


  • Applicants must be kept informed of the progress of their application.


  • References must not be sought without an applicant’s consent.
  • Members must protect the confidentiality of any information obtained on applicants business in the course of a recruitment assignment and use such information only for the purpose of staff selection and recruitment. The agency must have regard to the provisions of the Data Protection Act 1988.




  1. Temporary/Contract Applicants


(a)        Rule 4 shall apply to all applications for temporary or contract employment.


(b)        Full details of the work, conditions of employment, method and frequency of payment must be supplied to applicants immediately on assignment to temporary employment in accordance with requirements of current legislation.


(c)        All payments, tax refunds, benefits and tax certificates must be given promptly to temporary employees when due.




  1. Client (Employer) Handling


  • Members must provide full details of fees, charges, expenses and all Terms and Conditions of Business (confirmed in writing) before proceeding with a recruitment assignment.
  • Members are not allowed under any circumstances to “poach” applicants whom they have placed in permanent employment without the express permission of the employer.
  • Members must protect the confidentiality of any information obtained on client’s business in the course of a recruitment assignment and use such information only for the purpose of staff selection and recruitment for that client.




  1. Disputes/Complaints:


  • The agency that obtains the first interview with the client is entitled to the fee if the applicant is successful.
  • All complaints will follow the standard grievance procedure set out in clause 8 of this code of Conduct
  • Members should not under any circumstances involve clients or applicants in inter-agency disputes.
  • All complaints/grievances should be aired through the Grievance Committee.
  1. Testing:


Where testing procedures are taking place, these tests must be carried out by properly licensed and qualified testers and must comply with normal standards and ethics of test procedures.




  1. Grievance Procedure:


When a complaint is recorded a copy of it is sent to the Members involved and any other parties involved. A written response is required within 7 days. On receipt of same, the Disciplinary Committee (DC) will investigate the complaint and may at its discretion interview all or any of the parties involved. The DC will make a decision on the complaint/grievance including recommending any action which is required based on facts placed before it at that time.


A complete record of events will be kept. The Executive Committee (EC) may decide to hear an appeal against a decision of DC. A decision on an appeal will be final. If the appeal is to be heard, the President and two members of the EC nominated by the EC and who are not members of the DC will hear the appeal.


The DC or the EC at their discretion may adjudicate on a complaint/grievance or appeal as the case may be based on written submissions or oral representations or a combination of both.


Under section 12 of the Articles of Association, a decision may be made whether to suspend or expel the member.


NRF has an important role to play in continuously improving standards within the recruitment industry. Complaints against NRF members whether from applicants, clients or other Members will be investigated at all times.


Following full investigation the Executive Committee of NRF. has the right to acquit, suspend, reprimand or expel a member and to publish it’s decision.




  1. Agency Staff


Members must not make direct or indirect approaches to any staff employed by another member agency. A breach of this rule will result in instant expulsion from the Federation. Members are advised to advertise openly any vacancies within their organisation and to follow proper ethical procedures in recruiting staff.







  1. Advertising


(1).       Display advertisements should wherever possible, carry the “NRF Member”


(2)        Only real jobs may be advertised.






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