Unity Workforce Solutions
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Privacy Policy

Last updated: 17 July 2026

1. About this policy

Unity Workforce Solutions Ltd respects your privacy and is committed to protecting your personal information. This Privacy Policy explains how we collect, use, store and share personal information when you visit our website, contact us, register as a candidate, apply for a vacancy, provide recruitment information, represent an employer or otherwise use our permanent-recruitment services.

It also explains your rights under the UK General Data Protection Regulation, the Data Protection Act 2018 and other applicable UK law.

2. Who we are

Unity Workforce Solutions Ltd provides permanent-recruitment services across sectors including healthcare, IT and technology, and warehouse and logistics. For the personal information described in this policy, Unity Workforce Solutions Ltd will normally act as the data controller.

3. Who this policy applies to

  • Candidates, applicants and other work-seekers aged 18 or over.
  • Employer, hirer and prospective-client representatives.
  • Referees, suppliers, professional advisers and business partners.
  • Website visitors and people who submit an enquiry.

4. Personal information we collect

Candidates and applicants

  • Name, address, telephone number, email address and other contact details.
  • CV, employment history, education, skills, experience, qualifications and professional registrations.
  • Role, location, salary and working-arrangement preferences.
  • Interview notes, communications, application history and employer feedback.
  • References and referee details.
  • Identity and right-to-work documents.
  • Training, competency, licence and compliance records.
  • Information needed to assess suitability for a vacancy.
  • Information received from employers, referees, job boards, professional networking platforms and lawful public sources.

Sensitive and screening information

Where it is necessary, proportionate and lawful for a particular role, we may process health or disability information, reasonable-adjustment information and other special category personal information.

For eligible roles, Unity Workforce Solutions Ltd may carry out or facilitate Disclosure and Barring Service checks and process information relating to criminal convictions, cautions, barring decisions or related security measures. We will explain the required level of screening to the candidate and will only carry out checks where the role and the law permit them.

Employer and business contacts

  • Name, job title, organisation and business contact details.
  • Vacancy descriptions, hiring requirements and recruitment instructions.
  • Meeting notes, correspondence and relationship-management records.
  • Candidate feedback, placement decisions and contractual or billing information.

Website visitors and enquirers

  • Name, contact details and information submitted through a form or email.
  • IP address, browser, device, security and technical information.
  • Website request logs and information generated by security technologies, including Google reCAPTCHA v3.

5. How we collect information

  • Directly from you through forms, email, telephone calls, meetings and interviews.
  • When you provide a CV, apply for a vacancy or complete recruitment checks.
  • From employers, hirers, referees, professional bodies and screening sources.
  • From job boards, recruitment platforms and publicly available professional sources.
  • From website hosting, email, security and IT service providers.

6. How we use personal information

  • Register and communicate with candidates.
  • Assess experience, eligibility and suitability for permanent vacancies.
  • Match candidates with suitable employers and opportunities.
  • Send a candidate’s identifiable CV or profile to an employer after appropriate discussion or authority.
  • Arrange interviews, obtain feedback and support permanent placements.
  • Verify identity, right to work, employment history, qualifications and professional registrations.
  • Carry out or facilitate lawful DBS and other role-specific checks.
  • Provide reasonable adjustments and meet equality, safeguarding and legal obligations.
  • Manage employer, supplier and business relationships.
  • Respond to enquiries and maintain recruitment and business records.
  • Protect our website, forms, systems and users from spam, abuse, fraud and malicious activity.
  • Establish, exercise or defend legal claims and handle complaints.
  • Improve our services and plan future communications.

7. Lawful bases

Contract and steps before a contract

We may process information where this is necessary to provide requested recruitment services, take steps at your request before entering a contract, or perform a contract with you.

Legal obligation

We may process information to meet legal or regulatory requirements, including recruitment, equality, immigration, safeguarding, tax, record-keeping and fraud-prevention obligations.

Legitimate interests

We may process information where necessary for our legitimate interests in operating a recruitment business, identifying suitable candidates, filling vacancies, maintaining business relationships, protecting systems, keeping appropriate records and pursuing or defending legal claims, provided those interests are not overridden by your rights.

Consent

We may rely on consent where required, including for particular uses of sensitive information or future electronic marketing. Consent may be withdrawn at any time.

Special category and criminal offence information

Where we process health, disability or other special category information, or criminal offence information, we will identify an additional condition under the Data Protection Act 2018. This may include employment and social-protection law, safeguarding, substantial public interest, regulatory requirements or legal claims. Where required, we will maintain an appropriate policy document and complete a data protection impact assessment.

8. Candidate submissions to employers

We will normally discuss a specific opportunity with you before sending an identifiable CV or candidate profile to a prospective employer. We may discuss an anonymised summary with an employer when exploring potential opportunities. Employers receiving candidate information may act as separate data controllers and may provide their own privacy information.

9. Who we share information with

  • Prospective employers and hirers.
  • Referees and professional or regulatory bodies.
  • The Disclosure and Barring Service and other lawful screening or verification sources.
  • IT, hosting, email, CRM, website-form and cybersecurity providers.
  • Google, where reCAPTCHA v3 is used to protect website forms.
  • Legal, accounting, insurance and other professional advisers.
  • Regulators, courts, law-enforcement bodies and government departments where legally required.
  • A prospective purchaser, investor or successor in connection with a genuine business transaction.

We do not sell personal information.

10. Google reCAPTCHA v3

Our website uses Google reCAPTCHA v3 on forms to help distinguish genuine users from automated or abusive activity. When a protected form or relevant page is used, Google may receive technical and interaction information such as IP address, device and browser data, referrer information, page interactions and risk signals. Google may also use cookies or similar storage and access technologies for security and fraud-prevention purposes.

We use reCAPTCHA to protect our website and communication channels. Its operation is subject to Google’s applicable privacy policy and terms. We aim to limit reCAPTCHA to pages and forms where it is required and will review its configuration as our website changes.

11. International transfers

Some technology or screening providers may process information outside the United Kingdom. Where this happens, we will use an appropriate lawful transfer mechanism, such as an adequacy regulation, approved contractual safeguards or another mechanism permitted by UK data protection law.

12. Retention

  • Candidate CVs, registration information and recruitment records: up to two years after the candidate’s last meaningful contact with us.
  • Unsuccessful application records: up to two years.
  • General enquiries and contact-form submissions: up to two years after the enquiry is closed.
  • Right-to-work, identity, DBS, professional-registration and compliance records: for the period required by law and the relevant recruitment purpose.
  • Client, contractual and financial records: normally up to six years after the relevant relationship or transaction ends.
  • Website security logs and reCAPTCHA-related records held by us: only for as long as reasonably necessary for security, investigation and legal purposes.

We may retain information longer where required by law, necessary for safeguarding, or relevant to an actual or anticipated complaint, dispute or legal claim. Information that is no longer required will be securely deleted, destroyed or anonymised.

13. Security

We use appropriate organisational and technical measures designed to protect personal information against unauthorised access, accidental loss, misuse, alteration, disclosure and destruction. Access is restricted to people and service providers who require it for legitimate purposes.

14. Marketing

Unity Workforce Solutions Ltd does not currently operate a general email newsletter or routine promotional mailing programme. We may introduce vacancy alerts or relevant marketing communications in the future. Before doing so, we will establish an appropriate lawful basis, provide clear information and offer a simple way to unsubscribe.

Messages concerning an application, vacancy, interview, placement, enquiry or existing business relationship are service communications rather than marketing.

15. Automated decision-making

We do not currently make decisions producing legal or similarly significant effects about candidates solely through automated processing. Technology may assist with administration, search, security or matching, but recruitment decisions involve human review.

16. Age restriction

Our candidate and recruitment services are intended for people aged 18 or over. We do not knowingly register or recruit children through this website.

17. Your rights

  • Request access to your personal information.
  • Request correction of inaccurate or incomplete information.
  • Request deletion in circumstances where the law provides that right.
  • Request restriction of processing.
  • Object to processing based on legitimate interests.
  • Object to direct marketing.
  • Request transfer of certain information.
  • Withdraw consent where processing relies on consent.
  • Complain to the Information Commissioner’s Office.

These rights are not absolute. We may need to verify your identity and may retain or continue processing information where permitted or required by law. We will normally respond to a valid request within one month.

18. Complaints

Please contact us first if you are concerned about how we use personal information. You also have the right to complain to the Information Commissioner’s Office, the UK data-protection regulator.

19. Changes to this policy

We may update this policy when our services, systems, screening practices, third-party providers or legal obligations change. The latest version will be published on our website with its revised date.