Advertising Policies

Effective Date: February 6, 2026

Jurisdiction: United Kingdom and International Markets

Table of Contents

1. Introduction and Scope

2. General Advertising Principles

3. Job Advertisement Requirements

4. Prohibited Job Advertisements

5. Employer Branding and Recruitment Advertising

6. Paid Advertising and Sponsored Content

7. Discrimination and Equal Opportunity Requirements

8. Salary and Compensation Advertising

9. Geographic and Location-Based Advertising

10. Industry-Specific Advertising Requirements

11. Recruitment Agency Advertising Standards

12. Advertising Review and Approval Process

13. Third-Party and Affiliate Advertising

14. Data Protection and Privacy in Advertising

15. Advertising to Vulnerable Groups

16. International Advertising Compliance

17. Advertising Metrics and Performance Claims

18. Prohibited Advertising Practices

19. Enforcement and Penalties

20. Appeals and Dispute Resolution

21. Updates and Modifications

22. Contact Information

1. Introduction and Scope

1.1 Purpose

These Advertising Policies govern all forms of advertising, promotional content, and commercial

communications on Links4Jobs.com (the "Platform"), including the website and mobile applications. These

policies apply to job postings, employer branding content, sponsored placements, and all other commercial

activities.

1.2 Who Must Comply

These policies apply to:

• Employers posting job advertisements

• Recruitment agencies and headhunters• Staffing companies and employment businesses

• Third-party advertisers

• Affiliate partners

• Any entity conducting commercial activity on the Platform

1.3 Legal Framework

All advertising must comply with:

• UK: Advertising Standards Authority (ASA) Code, Consumer Protection from Unfair Trading

Regulations 2008, Equality Act 2010, Employment Rights Act 1996

• EU: Unfair Commercial Practices Directive, Employment Equality Framework Directive

• International: Local advertising standards and employment laws in target markets

• Platform Terms of Service and Community Guidelines

1.4 Definitions

• Advertisement/Ad: Any job posting, sponsored content, employer branding material, or

promotional content

• Advertiser: Any entity placing advertisements on the Platform

• Job Advertisement: Specific posting for an employment opportunity

• Sponsored Content: Paid promotional placement or enhanced visibility

• Employer Branding: Company profile content, culture information, and promotional materials

2. General Advertising Principles

2.1 Truthfulness and Accuracy

All advertisements must:

• Contain accurate, truthful, and current information

• Not mislead or deceive users

• Be substantiated by verifiable evidence

• Clearly distinguish opinion from fact

• Avoid exaggeration or hyperbole that could mislead

• Represent employment opportunities genuinely available

2.2 Clarity and Transparency

Advertisements must:

• Be clearly written in understandable language

• Use plain English (or appropriate local language)

• Clearly identify the advertiser

• Disclose material terms and conditions

• Make all limitations or restrictions obvious

• Clearly mark sponsored or paid content

2.3 Legal Compliance

All advertisements must:

• Comply with UK and local advertising regulations• Adhere to employment law requirements

• Respect intellectual property rights

• Follow data protection regulations (GDPR/UK GDPR)

• Meet industry-specific regulatory requirements

• Comply with tax and financial disclosure laws where applicable

2.4 Social Responsibility

Advertisements must:

• Not exploit vulnerable individuals

• Avoid causing offense unnecessarily

• Not promote harmful or illegal activities

• Respect cultural sensitivities

• Support diversity and inclusion

• Promote safe working practices

3. Job Advertisement Requirements

3.1 Mandatory Information

Every job advertisement must include:

Essential Details:

• Accurate job title reflecting actual role

• Clear description of duties and responsibilities

• Required qualifications, skills, and experience

• Employment type (permanent, temporary, contract, part-time, full-time)

• Work location or clear indication of remote work

• Expected working hours or shift patterns

• Application deadline (if applicable)

• Application process and instructions

Employer Information:

• Company name (anonymous postings require justification)

• Industry sector

• Company size indication (where relevant)

• Legitimate contact information

Legal Requirements:

• Compliance with National Minimum Wage/Living Wage (UK)

• Right to Work requirements statement

• Equal opportunities statement (recommended)

• Data protection notice for applicants

3.2 Recommended Information

Best practice includes:

• Salary range or indication

• Benefits package overview• Career progression opportunities

• Training and development opportunities

• Company culture and values

• Working environment details

• Start date expectations

• Reporting structure

3.3 Job Title Standards

Job titles must:

• Accurately reflect the actual position

• Use gender-neutral language

• Avoid misleading terms (e.g., "manager" for non-managerial roles)

• Not exaggerate seniority or responsibility

• Be specific rather than vague

• Align with industry standard terminology

Examples:

• ✓ Correct: "Sales Representative"

• ✗ Incorrect: "Salesman" (gender-specific)

• ✓ Correct: "Marketing Coordinator"

• ✗ Incorrect: "Marketing Guru" (unprofessional/vague)

3.4 Job Description Standards

Descriptions must:

• Provide realistic overview of role

• List primary responsibilities clearly

• Specify reporting relationships

• Describe work environment accurately

• Include relevant context about the team/department

• Outline key performance indicators (if applicable)

• Be proportionate in length to role complexity

3.5 Requirements and Qualifications

When listing requirements:

• Distinguish between essential and desirable criteria

• Justify requirements as genuine occupational requirements

• Avoid unnecessary barriers to entry

• Be specific about education, certification, or licensing needs

• Clearly state experience levels required

• List technical skills and competencies needed

• Specify language requirements only when necessary for the role

3.6 Application Instructions

Must clearly specify:• How to apply (platform application, email, external site)

• Required application materials (CV, cover letter, portfolio, etc.)

• Application deadline if applicable

• Expected response timeframe

• Contact for questions

• Accessibility accommodations available

4. Prohibited Job Advertisements

4.1 Fraudulent or Deceptive Advertisements

Strictly Prohibited:

• Fake job postings with no genuine vacancy

• Positions created solely for data collection

• Bait-and-switch tactics (advertising one role, offering another)

• Misrepresentation of company identity

• False claims about salary, benefits, or working conditions

• Pyramid schemes or multi-level marketing disguised as employment

• Commission-only roles advertised as salaried positions without disclosure

• Unpaid trial periods beyond legal limits

• Jobs requiring purchase of products or starter kits

4.2 Discriminatory Advertisements

Prohibited under Equality Act 2010 and similar legislation:

Cannot specify or suggest preference based on:

• Age (unless genuine occupational requirement)

• Disability

• Gender reassignment

• Marriage and civil partnership

• Pregnancy and maternity

• Race, ethnicity, or national origin

• Religion or belief

• Sex or gender

• Sexual orientation

Prohibited Language Examples:

• "Young and dynamic team" (age discrimination)

• "Recent graduate" (age discrimination)

• "Native English speaker" (racial discrimination unless justified)

• "Energetic and able-bodied" (disability discrimination)

• "Attractive appearance" (potentially discriminatory)

• Gender-specific pronouns (he/she) when describing candidate

Exceptions:

• Genuine Occupational Requirements (GOR) must be:

• Crucial to the job• Proportionate means of achieving legitimate aim

• Clearly justified in advertisement

• Examples: Religious organizations, authenticity requirements for actors, changing room attendants

4.3 Exploitative Advertisements

Not Permitted:

• Below minimum wage positions (unless legal exemptions apply)

• Excessive unpaid trial periods

• Roles requiring significant personal financial investment

• Positions targeting vulnerable groups for exploitation

• Zero-hour contracts misrepresented as guaranteed hours

• False self-employment arrangements (disguised employment)

• Roles requiring illegal activity

• Positions violating working time regulations

4.4 Inappropriate Content

Prohibited:

• Adult entertainment or sexual services

• Illegal activities or substances

• Gambling roles (where not properly licensed)

• Weapons sales or manufacturing (without proper licensing)

• Content promoting violence or harm

• Roles requiring unethical practices

• Jobs in sanctioned industries or countries

4.5 Misleading Claims

Cannot Include:

• Guaranteed earnings without substantiation

• "Get rich quick" schemes

• Unrealistic income projections

• False urgency ("Hiring TODAY ONLY!")

• Fake scarcity ("Only 2 positions left!")

• Deceptive job titles to attract applicants

• Misleading remote work claims

5. Employer Branding and Recruitment Advertising

5.1 Company Profile Requirements

Employer profiles must:

• Provide accurate company information

• Include verifiable company registration details

• Represent company size and status truthfully

• Display authentic company culture and values• Use legitimate company logos and branding

• Link to official company website

• Include accurate industry classification

5.2 Employer Brand Content Standards

Promotional content should:

• Reflect genuine employee experiences

• Use authentic employee testimonials (with permission)

• Accurately represent workplace environment

• Show real company facilities (not stock photos without disclosure)

• Present truthful diversity and inclusion statistics

• Represent benefits and perks accurately

• Include disclaimers for aspirational content

5.3 Awards and Certifications

When advertising accolades:

• Only claim awards actually received

• Specify award year and granting organization

• Use current certifications only (not expired)

• Provide evidence upon request

• Correctly represent scope of award

• Examples: "Best Places to Work 2026," "Living Wage Employer," "Disability Confident Leader"

5.4 Company Statistics and Claims

Must ensure:

• Growth statistics are verifiable

• Revenue figures are from official sources

• Employee count is current and accurate

• Market position claims are substantiated

• Industry rankings are from credible sources

• Success rates or performance metrics are proven

5.5 Employee Testimonials and Reviews

When using testimonials:

• Obtain written permission from employees

• Use real names or explain if anonymized

• Ensure testimonials are recent and relevant

• Don't cherry-pick to mislead

• Represent diverse employee perspectives

• Include context (role, tenure, location)

• Comply with ASA guidance on testimonials

5.6 Workplace Images and Videos

Visual content must:• Show actual workplace locations

• Feature real employees (with consent)

• Accurately represent working conditions

• Not mislead about facilities or equipment

• Include disclaimers if using stock imagery

• Respect employee privacy and dignity

• Comply with accessibility standards (alt text, captions)

6. Paid Advertising and Sponsored Content

6.1 Sponsored Job Postings

Sponsored/featured jobs must:

• Clearly indicate sponsored status

• Not mislead about application priority

• Accurately represent all job details

• Comply with all standard advertising policies

• Provide genuine employment opportunities

• Honor advertised terms and conditions

Labeling Requirements:

• Use clear labels: "Sponsored," "Featured," "Promoted"

• Position labels prominently and visibly

• Maintain label visibility on all devices

• Use consistent terminology across Platform

6.2 Premium Placement Advertising

Enhanced visibility products must:

• Clearly disclose paid nature of placement

• Not create unfair advantage through deception

• Maintain same content quality standards

• Honor duration and placement commitments

• Provide transparent pricing

• Allow advertisers to control budget and duration

6.3 Employer Branding Campaigns

Paid branding content must:

• Be clearly identified as advertising

• Meet truth in advertising standards

• Comply with ASA Code for digital advertising

• Not mislead about employment opportunities

• Respect user experience (not overly intrusive)

• Follow platform creative specifications

6.4 Programmatic and Targeted AdvertisingWhen using targeted advertising:

• Comply with GDPR/UK GDPR requirements

• Obtain proper consent for data use

• Respect user privacy settings

• Not discriminate based on protected characteristics

• Provide opt-out mechanisms

• Be transparent about targeting criteria

• Comply with ePrivacy Directive (Cookie Law)

6.5 Advertising Bundles and Packages

Package offerings must:

• Clearly describe what's included

• Provide transparent pricing

• Specify duration and limitations

• Honor committed deliverables

• Allow for reasonable modifications

• Provide usage reporting and analytics

• Include clear cancellation terms

6.6 Influencer and Affiliate Advertising

If applicable:

• Clearly disclose affiliate relationships

• Follow ASA guidance on influencer marketing

• Ensure influencers disclose #ad or similar

• Maintain accountability for affiliate content

• Not use misleading testimonials

• Comply with Competition and Markets Authority (CMA) guidance

7. Discrimination and Equal Opportunity Requirements

7.1 UK Equality Act 2010 Compliance

All advertisements must:

• Avoid direct or indirect discrimination

• Not create unnecessary barriers to protected groups

• Use inclusive language throughout

• Avoid stereotyping in images or text

• Apply consistent standards to all candidates

• Provide reasonable adjustments information

7.2 Protected Characteristics

Cannot discriminate based on:

• Age: No age limits unless GOR (e.g., alcohol sales)

• Disability: Must consider reasonable adjustments• Gender Reassignment: Equal treatment required

• Marriage/Civil Partnership: Cannot require or exclude

• Pregnancy/Maternity: Must not disadvantage

• Race: No racial, ethnic, or national origin discrimination

• Religion/Belief: Neutral unless GOR for religious organizations

• Sex: Gender-neutral language required

• Sexual Orientation: Equal treatment mandatory

7.3 Inclusive Language Requirements

Mandatory Practices:

• Use gender-neutral job titles

• Employ "they/them" or plural forms

• Avoid gendered pronouns in job descriptions

• Use "server" not "waiter/waitress"

• Use "salesperson" not "salesman"

• Use "chair" or "chairperson" not "chairman"

• Use "firefighter" not "fireman"

Avoid:

• Age-related terms: "young," "mature," "recent graduate," "digital native"

• Physical descriptors: "attractive," "fit," "energetic," "able-bodied"

• Cultural assumptions: "native speaker," "local," "traditional"

• Family status: "single," "married," "family-oriented"

7.4 Positive Action (Lawful)

Permitted under specific circumstances:

• Encouraging applications from underrepresented groups

• Targeted outreach to diverse communities

• Statements like "We particularly welcome applications from [group]"

• Providing additional support during application process

• Cannot use as basis for final hiring decision (selection must be on merit)

Example Acceptable Statement:

"We are committed to diversity and particularly welcome applications from underrepresented groups,

including ethnic minorities, people with disabilities, and LGBTQ+ candidates. All appointments are made on

merit."

7.5 Genuine Occupational Requirements (GOR)

When claiming GOR:

• Clearly state the requirement

• Justify why it's essential for the role

• Demonstrate proportionality

• Apply narrowly (specific characteristic, not broad category)

• Seek legal advice if uncertain

• Document justificationExamples:

• ✓ Religious youth worker for faith-based organization

• ✓ Female changing room attendant (privacy/decency)

• ✓ Actor of specific ethnicity for authenticity

• ✗ "Female preferred" for receptionist role

• ✗ "Young team" for tech startup

7.6 International Equal Opportunity Standards

For international markets, comply with:

• EU: Employment Equality Directive

• USA: Equal Employment Opportunity Commission (EEOC) guidelines

• Canada: Canadian Human Rights Act

• Australia: Fair Work Act and Anti-Discrimination Acts

• Local anti-discrimination legislation

8. Salary and Compensation Advertising

8.1 Salary Disclosure Requirements

Mandatory Compliance:

• Must meet or exceed National Minimum Wage (UK: £11.44/hour for 21+, as of April 2024)

• Must meet or exceed National Living Wage where applicable

• Cannot advertise below legal minimum for any age group

• Must specify if role is commission-based, and provide realistic earning potential

Best Practice (Transparency):

• Provide salary range or specific figure

• State if salary is negotiable

• Indicate annual, monthly, or hourly rate clearly

• Specify currency (especially for international roles)

• Note if salary is pro-rated for part-time

• Include typical pay progression information

8.2 Compensation Structure Clarity

Must clearly state:

• Base salary vs. total compensation

• Fixed vs. variable pay components

• Commission structure (if applicable)

• Bonus eligibility and typical amounts

• Payment frequency (weekly, monthly)

• Any probationary pay differences

• Overtime rates if applicable

Prohibited:

• Misleading "up to" figures without realistic context

• Guaranteed high earnings without substantiation• Omitting that role is commission-only

• Exaggerating typical earnings

• Using OTE (On-Target Earnings) without realistic achievement rates

8.3 Benefits Advertising

When advertising benefits:

• Accurately describe what's included

• Specify eligibility requirements (probation period, full-time only, etc.)

• Note if benefits are contributory

• Clarify statutory vs. enhanced benefits

• Provide realistic monetary value if claimed

• Distinguish between mandatory and optional benefits

Common Benefits to Clarify:

• Pension: State contribution rates, auto-enrollment details

• Healthcare: Specify coverage level, waiting periods, dependents

• Holiday: Clarify if inclusive of bank holidays

• Sick pay: Statutory vs. company scheme

• Flexible working: Actual flexibility available

• Professional development: Budget, time allowance

8.4 Equity and Stock Options

When advertising equity compensation:

• Clearly explain vesting schedules

• Note speculative nature of startup equity

• Avoid misleading valuation claims

• Explain exercise prices if relevant

• Comply with Financial Conduct Authority (FCA) rules if applicable

• Don't misrepresent likelihood of liquidity event

8.5 Geographic Pay Variations

For roles with location-based pay:

• Clearly state geographic differentials

• Specify how location affects compensation

• Apply differentials consistently

• Justify variations based on market rates

• Ensure compliance with equal pay legislation

8.6 Pay Transparency Legislation Compliance

Stay current with emerging requirements:

• UK: Monitor developments in pay gap reporting

• EU: EU Pay Transparency Directive (implementation ongoing)

• USA: Various state-level salary disclosure laws

• Other jurisdictions: Local pay transparency requirements9. Geographic and Location-Based Advertising

9.1 Work Location Accuracy

Must clearly specify:

• Primary work location (address or area)

• Whether role is office-based, remote, or hybrid

• Expected on-site frequency for hybrid roles

• Multiple locations if applicable

• Travel requirements and frequency

• Geographic coverage area (for field roles)

9.2 Remote Work Advertising

For remote positions:

• State if fully remote or hybrid

• Specify geographic restrictions (e.g., "UK-based only")

• Clarify time zone requirements

• Note if any in-person requirements exist

• Specify equipment provision

• Clarify expense reimbursement policies

• State if role can be performed internationally

Clear Examples:

• "Fully remote (UK-based candidates only)"

• "Hybrid: 2 days/week in London office"

• "Remote with quarterly team meetings in Manchester"

• "Work from anywhere (European time zones)"

9.3 Relocation Advertising

When advertising relocation:

• Clearly state if relocation is required

• Specify relocation support offered

• Indicate if role sponsors visas

• Note any relocation expense limits

• Clarify family relocation support

• Specify timing expectations for relocation

9.4 International Work Opportunities

For cross-border roles:

• Specify which countries/regions eligible

• Clarify visa sponsorship availability

• Note right-to-work requirements

• Specify tax implications if known

• Indicate employment law jurisdiction

• Note language requirements• Clarify remote work permissions

9.5 Multi-Location Roles

For positions across locations:

• List all relevant locations

• Specify primary base

• Clarify travel expectations

• Note expense coverage

• Indicate if choice of location available

• Specify reporting structure across locations

9.6 Geo-Targeting in Advertising

When targeting ads by location:

• Ensure accuracy of geographic targeting

• Don't exclude protected groups through targeting

• Comply with equal opportunity requirements

• Target based on legitimate job requirements

• Document business justification

• Allow for exceptions (e.g., willing to relocate)

10. Industry-Specific Advertising Requirements

10.1 Healthcare and Medical Roles

Must include:

• Required registrations (GMC, NMC, HCPC, etc.)

• Professional indemnity requirements

• Specialization or certification needs

• Disclosure and Barring Service (DBS) requirements

• CQC compliance references where applicable

• Continuing Professional Development (CPD) expectations

10.2 Financial Services

Required disclosures:

• FCA authorization requirements

• Professional qualifications (CFA, CISI, etc.)

• Regulatory compliance expectations

• Senior Managers & Certification Regime (SM&CR;) applicability

• Financial promotions compliance

10.3 Education and Teaching

Must specify:

• Qualified Teacher Status (QTS) requirements

• Subject specialization requirements• Age group/key stage

• DBS check requirements (enhanced)

• Ofsted or equivalent regulatory context

• Term-time vs. full-year employment

10.4 Legal Professions

Required information:

• Solicitors Regulation Authority (SRA) requirements

• Bar Standards Board (BSB) status needed

• Practice area and department

• Post-Qualification Experience (PQE) level

• Professional indemnity insurance

10.5 Engineering and Technical Roles

Should include:

• Professional registration (IET, IMechE, ICE, etc.)

• Chartered status requirements

• Specific technical certifications

• Security clearance requirements

• Safety-critical role designations

10.6 Transportation and Logistics

Must specify:

• Driving license categories required

• Driver Certificate of Professional Competence (CPC)

• Tachograph compliance

• Medical examination requirements

• Operator license requirements

• ADR certification (hazardous goods)

10.7 Hospitality and Food Service

Required disclosures:

• Food safety certification (Level 2 minimum)

• Licensing requirements (personal license for alcohol)

• Allergen training requirements

• Right to work verification processes

10.8 Construction and Trades

Must include:

• CSCS card requirements

• Trade-specific qualifications (NVQ, City & Guilds)

• Health and safety training (IOSH, NEBOSH)

• Asbestos awareness where relevant

• Working at height certification10.9 Security Industry

Required information:

• SIA license requirements (specific sectors)

• Security screening level

• Physical requirements if genuine occupational requirement

• Shift patterns and unsociable hours

10.10 Regulated Industries (General)

All regulated sector advertisements must:

• Reference relevant regulatory bodies

• Specify mandatory qualifications/registrations

• Note compliance and ethical requirements

• Indicate ongoing regulatory obligations

• Provide professional development expectations

11. Recruitment Agency Advertising Standards

11.1 Agency Identification

Recruitment agencies must:

• Clearly identify themselves as an agency (not the employer)

• Display agency name prominently

• Provide agency contact details

• Include registration/license numbers where required

• Distinguish between direct employer and agency roles

• Use honest agency branding

Required Disclosure:

"This role is advertised by [Agency Name], a recruitment agency acting on behalf of our client."

11.2 Client Disclosure

Agencies should:

• Name the hiring company when possible

• If confidential, explain why ("leading financial services firm")

• Never use fake company names

• Provide client sector and general information

• Indicate client size and structure

• Ensure client has authorized the posting

11.3 Fee Disclosure

Must comply with Conduct Regulations 2003:

• Cannot charge work-seekers fees for finding work (UK)

• Must disclose any legitimate charges upfront

• Provide written terms before providing services• Clearly state who pays fees (employer)

• For temporary work, provide Key Information Document

• Comply with Agency Workers Regulations 2010

11.4 Temporary Worker Regulations

For temporary roles, must:

• Provide Key Information Document before assignment

• Clearly state temporary nature of role

• Specify expected duration

• Explain pay arrangements (PAYE, umbrella)

• Note holiday pay entitlement

• Clarify equal treatment rights (after 12 weeks)

11.5 Exclusive Roles

If claiming exclusivity:

• Must genuinely be exclusive agreement

• Cannot mislead about availability

• Should specify duration of exclusivity

• Note if other agencies may also recruit

11.6 Database Building

Prohibited to:

• Advertise fake jobs to collect CVs

• Misrepresent position status

• Use job ads solely for candidate sourcing

• Register candidates for non-existent roles

11.7 Agency Compliance

Agencies must:

• Hold appropriate licenses (if required in jurisdiction)

• Comply with Employment Agencies Act 1973

• Follow Conduct of Employment Agencies and Employment Businesses Regulations 2003

• Maintain professional standards

• Provide truthful information to both clients and candidates

• Keep accurate records

• Have appropriate insurance

12. Advertising Review and Approval Process

12.1 Automated Review

All advertisements undergo:

• Automated keyword screening

• Prohibited content detection• Discrimination language flagging

• Scam pattern recognition

• Duplicate content identification

• Compliance checking against policies

12.2 Manual Review Triggers

Advertisements flagged for human review if:

• Automated systems identify potential issues

• High-value or prominent placements

• Sensitive industries or roles

• International postings

• User reports or complaints

• First-time advertisers (risk-based approach)

12.3 Review Criteria

Reviewers assess:

• Policy compliance

• Legal compliance

• Accuracy and truthfulness

• Appropriate language and tone

• Complete required information

• Absence of prohibited content

• Overall quality and professionalism

12.4 Approval Timeframes

Standard processing:

• Automated approval: Instant for compliant ads

• Manual review: Within 24 business hours

• Complex cases: Up to 48 business hours

• Appeals: Within 5 business days

12.5 Rejection and Feedback

If advertisement rejected:

• Clear explanation of policy violation

• Specific guidance for correction

• Opportunity to edit and resubmit

• Right to appeal decision

• Reference to relevant policy sections

12.6 Ongoing Monitoring

Approved advertisements subject to:

• Continued compliance monitoring

• User feedback review

• Periodic quality checks• Complaint investigation

• Performance monitoring

• Post-publication review for sponsored content

13. Third-Party and Affiliate Advertising

13.1 Third-Party Advertiser Requirements

Third-party advertisers must:

• Register and verify identity

• Accept platform terms and conditions

• Maintain accuracy of contact information

• Comply with all advertising policies

• Respond to Platform communications promptly

• Maintain professional conduct

13.2 Affiliate Partnership Standards

Affiliate partners must:

• Disclose affiliate relationship transparently

• Not misrepresent association with Links4Jobs

• Maintain quality standards in promotion

• Comply with platform brand guidelines

• Use approved marketing materials only

• Track and report accurately

• Follow Competition and Markets Authority (CMA) guidance

13.3 Advertising Network Integration

If using ad networks:

• Ensure ads meet platform standards

• Filter inappropriate content

• Maintain user experience quality

• Respect user privacy settings

• Comply with GDPR/UK GDPR

• Provide opt-out mechanisms

• Monitor ad quality continuously

13.4 Prohibited Third-Party Practices

Third parties cannot:

• Engage in click fraud or artificial inflation

• Use misleading redirects

• Employ malware or malicious code

• Scrape or harvest user data

• Spam users with unsolicited communications

• Misrepresent relationships or endorsements• Violate platform intellectual property

13.5 Third-Party Liability

Third parties are responsible for:

• Content accuracy and legality

• Compliance with all applicable laws

• Damages arising from policy violations

• User complaints related to their ads

• Intellectual property infringement

• Data protection breaches

14. Data Protection and Privacy in Advertising

14.1 GDPR/UK GDPR Compliance

All advertising must:

• Process data lawfully and transparently

• Obtain valid consent where required

• Respect user privacy preferences

• Implement appropriate security measures

• Honor data subject rights

• Maintain records of processing activities

• Conduct DPIAs for high-risk processing

14.2 Applicant Data Collection

When collecting applicant data through ads:

• Provide clear privacy notice

• Collect only necessary information

• State purpose of data collection

• Specify retention periods

• Explain data sharing practices

• Obtain explicit consent for marketing

• Provide easy opt-out mechanisms

14.3 Behavioral Advertising

For targeted/behavioral advertising:

• Obtain informed consent via cookie consent

• Comply with ePrivacy Directive (Cookie Law)

• Provide clear privacy information

• Allow users to manage preferences

• Honor Do Not Track signals

• Limit data retention

• Ensure data security

14.4 Data Sharing with AdvertisersPlatform may share aggregated data:

• Only anonymized/aggregated analytics

• No personal data without consent

• Transparent about what's shared

• Secure data transfer methods

• Contractual data protection obligations

• Compliance with data processor requirements

14.5 User Privacy Rights

Users have right to:

• Access their data

• Rectify inaccurate data

• Erase data (right to be forgotten)

• Restrict processing

• Data portability

• Object to processing

• Not be subject to automated decision-making

14.6 International Data Transfers

When transferring data internationally:

• Ensure adequate protection level

• Use Standard Contractual Clauses (SCCs)

• Conduct Transfer Impact Assessments

• Document legal basis for transfers

• Inform users of international transfers

• Comply with Schrems II requirements

15. Advertising to Vulnerable Groups

15.1 Definition of Vulnerable Groups

Extra care required when advertising to:

• Young people (under 25)

• Unemployed individuals

• Those seeking career changes

• Low-income job seekers

• Non-native speakers

• People with disabilities

• Recent immigrants

• Those with limited digital literacy

15.2 Protection Standards

When advertising to vulnerable groups:

• Use clear, simple language• Avoid high-pressure tactics

• Provide realistic expectations

• Offer additional support information

• Be transparent about requirements

• Avoid exploitation of desperation

• Provide extra safeguards against scams

15.3 Youth Employment Advertising

For roles targeting younger workers:

• Comply with age-appropriate regulations

• Clearly state minimum age requirements

• Note parental consent if needed (under 18)

• Highlight training and development

• Provide mentoring information

• Ensure safe working conditions

• Comply with working time restrictions for minors

15.4 Apprenticeship and Training Advertising

Must clearly state:

• Apprenticeship vs. employment status

• Apprentice minimum wage compliance

• Training provider details

• Qualification outcomes

• Duration of program

• Employment prospects post-qualification

• Financial support available

15.5 Zero-Hour and Casual Work

When advertising flexible contracts:

• Clearly label as zero-hour or casual

• Don't guarantee minimum hours unless true

• Explain how shifts are allocated

• State true flexibility (employer vs. worker)

• Comply with Employment Rights Act

• Provide realistic earning examples

• Note rights and protections

15.6 Gig Economy and Platform Work

For gig/platform work:

• Clarify employment status (self-employed vs. worker)

• Explain payment structure clearly

• State commission/fee deductions

• Provide realistic earning expectations

• Note expenses worker must cover• Explain rating/performance systems

• Clarify rights and protections available

16. International Advertising Compliance

16.1 Multi-Jurisdiction Compliance

For international advertising:

• Comply with laws in each target market

• Adapt content for local requirements

• Respect cultural sensitivities

• Use appropriate language and translations

• Follow local advertising standards

• Consider time zones in posting

• Provide local contact options

16.2 Work Authorization Clarity

International ads must specify:

• Whether visa sponsorship available

• Right to work requirements

• Citizenship or residency requirements

• Relocation support offered

• Immigration process support

• Required permits or authorizations

• Application priority for certain nationals (if legal)

16.3 Currency and Compensation

For international roles:

• Specify currency clearly

• Consider purchasing power differences

• Note if salary competitive for location

• Explain cost of living context

• Clarify payment method

• Note any currency conversion policies

• State tax treatment if known

16.4 Regional Regulatory Variations

European Union:

• EU Employment Equality Directive

• Posted Workers Directive

• Working Time Directive

• Local country employment laws

United States:

• EEOC guidelines• State-specific requirements (salary disclosure, etc.)

• H-1B and visa sponsorship rules

• Benefits disclosure requirements

Canada:

• Canadian Human Rights Act

• Provincial employment standards

• LMIA requirements for foreign workers

• Bilingual requirements (Quebec)

Australia:

• Fair Work Act

• State-based requirements

• 457/482 visa sponsorship

• Superannuation requirements

Middle East:

• Kafala system considerations

• Local sponsorship requirements

• Cultural and religious considerations

• Gender-specific regulations in some jurisdictions

Asia-Pacific:

• Wide variation by country

• Work permit requirements

• Local language requirements

• Cultural advertising norms

16.5 Translation Requirements

When translating advertisements:

• Use professional translation services

• Ensure cultural appropriateness

• Maintain meaning and intent

• Avoid literal translations that mislead

• Review by native speakers

• Ensure legal terms properly translated

• Maintain consistency across languages

16.6 Cross-Border Data Transfers

International advertising must comply with:

• GDPR adequacy decisions

• Standard Contractual Clauses

• Binding Corporate Rules

• Local data localization laws

• Transfer Impact Assessments

• Privacy Shield invalidation (Schrems II)17. Advertising Metrics and Performance Claims

17.1 Truthful Performance Claims

When advertising platform performance:

• Base claims on verifiable data

• Use recent, representative statistics

• Clearly define metrics used

• Avoid cherry-picking data

• Provide context for comparisons

• Substantiate all claims

• Update regularly

17.2 Success Rate Advertising

If claiming success rates:

• Define what constitutes "success"

• Specify timeframe measured

• Use sufficient sample size

• Represent typical outcomes (not best case)

• Note variables affecting outcomes

• Don't guarantee individual results

• Comply with ASA guidance

17.3 Comparative Advertising

When comparing to competitors:

• Ensure comparisons are fair and meaningful

• Compare like with like

• Base on verifiable facts

• Not mislead through omission

• Not denigrate competitors

• Comply with Business Protection from Misleading Marketing Regulations 2008

• Maintain professional tone

17.4 Industry Awards and Rankings

When citing awards:

• Verify award is legitimate

• State year received

• Name awarding organization

• Specify category won

• Keep current (note if past award)

• Provide context and criteria

• Distinguish paid vs. merit-based awards

17.5 Client Testimonials in AdvertisingWhen using client/employer testimonials:

• Obtain written permission

• Use genuine, verifiable testimonials

• Identify source (or explain anonymization)

• Represent typical experiences

• Keep current and relevant

• Don't alter meaning through editing

• Comply with ASA testimonial guidance

17.6 Data Analytics Transparency

When providing advertisers with metrics:

• Define metrics clearly

• Use industry-standard measurements

• Provide accurate reporting

• Note data collection methods

• Highlight limitations or estimates

• Protect user privacy in reporting

• Regular accuracy audits

18. Prohibited Advertising Practices

18.1 Deceptive Practices

Strictly Forbidden:

• False or misleading statements

• Hidden fees or charges

• Bait-and-switch tactics

• Fake urgency or scarcity

• Guaranteed results without basis

• Omission of material information

• Misleading use of "free" or "guaranteed"

• False association with reputable entities

18.2 Manipulative Tactics

Not Permitted:

• Dark patterns (deceptive UI design)

• Hidden opt-ins or pre-checked boxes

• Confusing unsubscribe processes

• Difficult-to-cancel subscriptions

• Emotional manipulation of vulnerable users

• Fear-based advertising

• Shame-based messaging

18.3 Spamming and Unsolicited ContactProhibited:

• Mass unsolicited emails to users

• Automated messaging without consent

• Repeated contact after opt-out

• Purchasing email lists for cold contact

• Violating PECR (Privacy and Electronic Communications Regulations)

• SMS spam

• Excessive remarketing

18.4 Click Fraud and Artificial Inflation

Forbidden:

• Click farms or bot traffic

• Artificial view inflation

• Fake engagement metrics

• Paying for fake reviews

• Manipulating search rankings

• Creating fake accounts for engagement

• Coordinated inauthentic behavior

18.5 Intellectual Property Violations

Not Allowed:

• Using competitors' trademarks misleadingly

• Copyright infringement in ad materials

• Unauthorized use of celebrity images

• Fake endorsements

• Passing off as another brand

• Using others' content without permission

• Violating moral rights

18.6 Malicious Advertising

Absolutely Prohibited:

• Malware distribution

• Phishing attempts

• Drive-by downloads

• Exploiting security vulnerabilities

• Cryptocurrency mining scripts

• Tracking without consent

• Data harvesting malware

19. Enforcement and Penalties

19.1 Violation Categories

Minor Violations:• First-time formatting issues

• Inadvertent policy breaches

• Easily correctable errors

• No user harm

Moderate Violations:

• Repeated policy breaches

• Misleading content

• Inadequate disclosures

• User complaints

Severe Violations:

• Fraudulent advertising

• Discrimination

• Scam operations

• Legal violations

• User harm

Critical Violations:

• Criminal activity

• Child exploitation

• Systematic fraud

• Major data breaches

• Serious legal violations

19.2 Enforcement Actions

Warning:

• First-time minor violations

• Notice of policy breach

• Guidance for correction

• No account impact

Content Removal:

• Advertisement taken down

• Reason provided

• Opportunity to correct and repost

• May affect account standing

Temporary Suspension:

• Account advertising privileges suspended 7-30 days

• Based on severity and history

• Clear reinstatement conditions

• May require re-verification

Account Termination:

• Permanent ban from platform

• No refund of fees

• Severe or repeated violations• Fraudulent activity

• Legal violations

Financial Penalties:

• Refund of affected advertisers

• Forfeiture of advertising fees

• Potential damages for user harm

• As per Terms of Service

Legal Action:

• Report to relevant authorities:

• Action Fraud (scams)

• ICO (data protection)

• ASA (advertising standards)

• Police (criminal matters)

• Trading Standards

• Cooperation with law enforcement

• Civil proceedings for damages

• Injunctions where appropriate

19.3 Investigation Process

When violation reported or detected:

1. Initial review within 24-48 hours

2. Gather evidence and context

3. Contact advertiser for response (where appropriate)

4. Assess severity and intent

5. Determine appropriate action

6. Implement enforcement decision

7. Communicate outcome

8. Document for records

19.4 Repeat Offender Policy

Escalating consequences for repeat violations:

• First violation: Warning + guidance

• Second violation: Content removal + 7-day suspension

• Third violation: 30-day suspension + compliance review

• Fourth violation: Account termination

• Pattern of violations: Immediate termination

19.5 Advertiser Responsibility

Advertisers are liable for:

• All content in their advertisements

• Claims made by representatives• Third-party content they share

• Affiliate or partner advertising on their behalf

• Compliance with all applicable laws

• Accuracy of information provided

19.6 Platform Accountability

Links4Jobs.com commits to:

• Consistent policy enforcement

• Transparent decision-making

• Fair treatment of all advertisers

• Continuous improvement of detection systems

• Regular policy reviews

• User protection prioritization

• Regulatory cooperation

20. Appeals and Dispute Resolution

20.1 Right to Appeal

Advertisers may appeal:

• Content rejections

• Account suspensions

• Policy interpretations

• Enforcement decisions

• Billing disputes

• Feature access issues

20.2 Appeal Process

Step 1: Initial Appeal (Within 14 days)

• Submit via appeals@links4jobs.com

• Provide advertisement ID/reference

• Explain disagreement with decision

• Provide supporting evidence

• State desired resolution

Step 2: Review (Within 5-7 business days)

• Different reviewer examines case

• Consider new evidence

• Review original decision

• Assess policy application

• Determine outcome

Step 3: Decision

• Written explanation provided

• Clear reasoning given

• Final platform decision• Implementation of outcome

Step 4: Further Recourse

• If still dissatisfied, options include:

• ASA complaint (advertising standards)

• ICO complaint (data protection)

• Citizens Advice (consumer rights)

• Alternative Dispute Resolution

• Legal action (as last resort)

20.3 Expedited Appeals

Fast-track for:

• Time-sensitive campaigns

• Clear policy misapplication

• Technical errors

• Significant business impact

• Resolved within 24-48 hours

20.4 Dispute Mediation

For complex disputes:

• Voluntary mediation available

• Neutral third-party facilitator

• Confidential process

• Non-binding recommendations

• Faster than litigation

• Cost-effective resolution

20.5 Evidence Requirements

Effective appeals include:

• Specific policy references

• Supporting documentation

• Screenshots or examples

• Expert opinions (if relevant)

• Precedent cases

• Legal justification (if applicable)

20.6 Final Decisions

Platform's final decision is binding except:

• Clear procedural error

• New material evidence

• Change in law or regulation

• Demonstrable policy misinterpretation

• Legal remedies remain available21. Updates and Modifications

21.1 Policy Updates

Links4Jobs.com may update these policies to:

• Reflect legal or regulatory changes

• Improve user protection

• Address emerging issues

• Clarify ambiguities

• Incorporate feedback

• Align with best practices

21.2 Notification of Changes

Users will be notified via:

• Email to registered advertisers

• Platform announcement

• Updated effective date

• Highlight of material changes

• Reasonable notice period (minimum 30 days for significant changes)

21.3 Acceptance of Changes

Continued use after notification constitutes acceptance of updated policies. For material changes:

• Explicit acceptance may be required

• Option to discontinue use

• Refund of unused services (pro-rated)

• Export of data before departure

21.4 Version Control

• All policy versions archived

• Previous versions available on request

• Change log maintained

• Effective dates clearly marked

• Version numbers assigned

21.5 Feedback Mechanism

Users can provide feedback on policies:

• Email: policy-feedback@links4jobs.com

• Annual policy review survey

• Advertiser advisory group

• Regular consultation with stakeholders

22. Contact Information

22.1 Advertising Policy InquiriesGeneral Questions:

• Email: advertising-policy@links4jobs.com

• Phone: +44 (0) 20 XXXX XXXX

• Response time: 2-3 business days

22.2 Advertising Compliance

Compliance Matters:

• Email: ad-compliance@links4jobs.com

• Urgent issues: compliance-urgent@links4jobs.com

• Suspected violations: report-ad@links4jobs.com

22.3 Appeals

Appeals and Disputes:

• Email: appeals@links4jobs.com

• Subject line: "Appeal - [Ad ID/Reference]"

• Response time: 5-7 business days

22.4 Legal and Regulatory

Legal Matters:

• Email: legal@links4jobs.com

• Data Protection Officer: dpo@links4jobs.com

• Regulatory inquiries: regulatory@links4jobs.com

22.5 Advertiser Support

Technical and Account Support:

• Email: advertiser-support@links4jobs.com

• Phone: +44 (0) 20 XXXX XXXX

• Hours: Monday-Friday, 9am-6pm GMT

• Live chat: Available in platform

22.6 External Resources

UK Regulatory Bodies:

• Advertising Standards Authority (ASA): asa.org.uk

• Information Commissioner's Office (ICO): ico.org.uk

• Competition and Markets Authority (CMA): gov.uk/cma

• Advisory, Conciliation and Arbitration Service (ACAS): acas.org.uk

• Equality and Human Rights Commission: equalityhumanrights.com

International Contacts:

• EU: European Commission Employment Directorate

• USA: Equal Employment Opportunity Commission (EEOC)

• Canada: Canadian Human Rights Commission

• Australia: Fair Work OmbudsmanAppendix A: Quick Reference Checklist

Before Publishing Any Advertisement:

■ Accurate and truthful information

■ No discriminatory language or requirements

■ Clear job title and description

■ Salary meets legal minimums

■ Location clearly specified

■ Company properly identified

■ Contact information accurate

■ Required qualifications justified

■ Benefits accurately described

■ No misleading claims

■ Compliance with industry regulations

■ Privacy notice included (if collecting data)

■ Reasonable application process

■ Professional tone and language

■ Mobile-friendly formatting

Appendix B: Common Policy Violations and Corrections

Appendix C: Glossary of Terms

ASA: Advertising Standards Authority (UK advertising regulator)

GDPR: General Data Protection Regulation

UK GDPR: UK General Data Protection Regulation (post-Brexit)

GOR: Genuine Occupational Requirement

NMW: National Minimum Wage

NLW: National Living Wage

PECR: Privacy and Electronic Communications Regulations

DBS: Disclosure and Barring Service

EEOC: Equal Employment Opportunity Commission (USA)

FCA: Financial Conduct Authority

CMA: Competition and Markets Authority

OTE: On-Target EarningsPAYE: Pay As You Earn (UK tax system)

SIA: Security Industry Authority

CQC: Care Quality Commission

By advertising on Links4Jobs.com, you agree to comply with these Advertising Policies and all

applicable laws and regulations.

Links4Jobs.com reserves the right to refuse, remove, or modify any advertisement that violates

these policies or applicable law.

For current version of these policies, visit: links4jobs.com/advertising-policies

*Last Updated: February 6, 2026*

*Version: 1.0*

*Links4Jobs.com - Connecting Talent with Opportunity*