Effective Date: 19 May 2026
Last Updated: 19 May 2026
Links4Jobs Limited | 4 Colwall Road, Liverpool, L33 5XJ, United Kingdom
legal@links4jobs.com | links4jobs.com
These Links4Jobs Terms & Conditions ("Terms & Conditions") is a legally binding supplement to the Links4Jobs Platform Terms and Conditions ("Main Terms") published at links4jobs.com/terms. It has been prepared to ensure that Links4Jobs Limited ("Links4Jobs", "we", "us", "our") complies with applicable legislation in every jurisdiction from which users access the Platform, or in connection with which employers post vacancies or job seekers seek employment. Where the Main Terms and these Terms & Conditions address the same subject matter, these Terms & Conditions shall prevail to the extent of any conflict insofar as concerns users in the relevant jurisdiction.
These Terms & Conditions does not replace or diminish any rights or protections afforded to users under the Main Terms. Rather, it adds to them by setting out jurisdiction-specific rights, obligations, and disclosures that go beyond what is required under the laws of England and Wales. All defined terms used in these Terms & Conditions shall have the same meaning as in the Main Terms unless separately defined herein.
These Terms & Conditions applies to: (a) any individual or entity who accesses or uses the Platform from a country other than the United Kingdom; (b) any employer or recruiter who posts vacancies on the Platform for positions located outside the United Kingdom; (c) any job seeker who uses the Platform to search for or apply for positions located outside the United Kingdom; and (d) any user whose personal data is subject to the laws of a jurisdiction covered by these Terms & Conditions, regardless of their physical location at the time of access.
Where a user falls within more than one jurisdiction covered by these Terms & Conditions — for example, a British national residing in Australia — the provisions most protective of that user's rights shall apply where they are not in conflict, and the user may rely on rights afforded under any applicable jurisdiction.
Links4Jobs recognises that international data protection, consumer protection, employment, and digital platform laws are evolving rapidly across all regions. We are committed to monitoring legislative and regulatory developments in all jurisdictions from which our platform is accessible and to updating these Terms & Conditions accordingly. These Terms & Conditions will be reviewed no less than annually and following any material legislative change in a covered jurisdiction. Material changes will be notified to users in accordance with the procedures set out in clause 1.4 of the Main Terms.
Nothing in these Terms & Conditions constitutes legal advice. The obligations set out herein reflect our understanding of applicable law as of the date of these Terms & Conditions and are provided for transparency and user awareness. Users and employers with specific legal questions relating to their jurisdiction should obtain independent legal advice from qualified local counsel. Links4Jobs accepts no liability for reliance on these Terms & Conditions as a source of legal advice.
All data protection rights requests, regulatory enquiries, and jurisdiction-specific legal notices should be addressed to: Links4Jobs Limited, 4 Colwall Road, Liverpool, L33 5XJ, United Kingdom, or by email to privacy@links4jobs.com (data protection matters) or legal@links4jobs.com (legal and compliance matters). Specific jurisdiction contacts are set out in Section 14 of these Terms & Conditions.
Users who are habitually resident in, or who access the Platform from, a Member State of the European Union or a country forming part of the European Economic Area (collectively, "EU/EEA") are entitled to the protections afforded by the following legal instruments, each as implemented or applied in the relevant Member State: Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data ("EU GDPR"); Directive 2002/58/EC of the European Parliament and of the Council concerning the processing of personal data and the protection of privacy in the electronic communications sector ("ePrivacy Directive"), as implemented by national law in each Member State; Regulation (EU) 2022/2065 of the European Parliament and of the Council of 19 October 2022 on a Single Market for Digital Services ("Digital Services Act" or "DSA"), in force in full from 17 February 2024; Directive 2011/83/EU of the European Parliament and of the Council on consumer rights ("Consumer Rights Directive") as implemented in national law; and Directive 2023/970/EU of the European Parliament and of the Council of 10 May 2023 on pay transparency ("Pay Transparency Directive"), which Member States were required to transpose by 7 June 2026.
For the purposes of the EU GDPR, Links4Jobs Limited acts as a data controller within the meaning of Article 4(7) EU GDPR in respect of personal data collected from EU/EEA residents through the Platform. Where Links4Jobs processes personal data on behalf of employers or recruiters using the Platform (for example, by transmitting candidate CV data to a prospective employer at the candidate's direction), Links4Jobs acts as a data processor within the meaning of Article 4(8) EU GDPR in respect of that processing activity, and the relevant employer or recruiter acts as the data controller. Written data processing agreements compliant with Article 28 EU GDPR are available to employers upon request by contacting legal@links4jobs.com.
As Links4Jobs has no establishment in any EU/EEA Member State, we are required by Article 27 EU GDPR to designate in writing a representative in a Member State of the EU/EEA where the data subjects whose personal data we process in connection with the offering of goods or services are located. Links4Jobs is in the process of formally appointing such a representative. The name, address, email address, and telephone number of the appointed EU representative will be published at links4jobs.com/eu-representative and will be updated in these Terms & Conditions upon appointment. Until such time, EU/EEA residents may address all data protection queries to privacy@links4jobs.com.
Notwithstanding the above, the designation of an EU representative does not affect the ability of EU/EEA supervisory authorities or data subjects to take legal action against Links4Jobs directly in accordance with applicable law.
Links4Jobs processes the personal data of EU/EEA residents exclusively on one of the following lawful bases as set out in Article 6 EU GDPR:
Where we process special categories of personal data (as defined in Article 9 EU GDPR), including data relating to disability, health, or trade union membership, which may be disclosed by job seekers voluntarily in the course of the application process, we process such data only on the basis of your explicit consent (Article 9(2)(a) EU GDPR) or, where necessary, to establish, exercise, or defend legal claims (Article 9(2)(f) EU GDPR). We take particular care to handle such data with appropriate technical and organisational safeguards including access controls, encryption at rest and in transit, and staff training.
EU/EEA residents have the following rights under Chapter III of the EU GDPR, exercisable free of charge by submitting a written request to privacy@links4jobs.com. We will respond to all verified requests within one calendar month of receipt, extendable by a further two months where the request is complex or numerous, in which case we will notify you within the first month:
The primary transfer of EU/EEA residents' personal data is to the United Kingdom, where Links4Jobs is established and where data is primarily stored and processed. This transfer is governed by the European Commission's adequacy decision of 28 June 2021 (Commission Implementing Decision (EU) 2021/1772), which recognised the United Kingdom as providing an essentially equivalent level of protection for personal data to that guaranteed within the European Union under the EU GDPR. This adequacy decision is subject to periodic review by the European Commission; Links4Jobs will monitor any developments and will put in place supplementary safeguards if the decision is modified, restricted, or withdrawn.
Where personal data of EU/EEA residents is transferred by Links4Jobs to third-country recipients other than the UK (for example, to third-party technology service providers located in the United States), such transfers are effected exclusively by means of: (a) Standard Contractual Clauses ("SCCs") as approved by the European Commission in its Implementing Decision (EU) 2021/914 of 4 June 2021, specifically Module Two (controller to processor) where the recipient acts as processor; (b) an adequacy decision by the European Commission in respect of the recipient country; or (c) such other appropriate safeguards as are recognised under Article 46 EU GDPR. Copies of the applicable transfer mechanism documentation are available on request from privacy@links4jobs.com. Transfer Impact Assessments (TIAs) have been conducted for each third country to which data is transferred and are available for inspection by EU/EEA supervisory authorities upon request.
Links4Jobs retains personal data of EU/EEA residents only for as long as is necessary to fulfil the purposes for which it was collected, in accordance with the principle of storage limitation under Article 5(1)(e) EU GDPR. Specific retention periods applicable to EU/EEA residents are as follows: active account data (including profile, CV, and contact information) is retained for the duration of account activity; inactive account data is retained for no more than 24 months from the date of last login, after which users will be notified and their accounts and data scheduled for deletion unless reactivated; application data transmitted to employers is retained by Links4Jobs for 6 months from the date of the relevant application, following which it is deleted from our systems, subject to the employer's independent retention obligations; data retained for legal compliance purposes (including VAT records and contractual records) is retained for such period as is required by the applicable legal obligation; and data subject request records are retained for 6 years for audit purposes. These periods may be extended where required by a court order or regulatory requirement, in which case we will notify you as permitted by applicable law.
The Digital Services Act (Regulation (EU) 2022/2065) ("DSA") applies to Links4Jobs as an online platform as defined in Article 3(i) DSA, providing hosting services that store and disseminate information to the public, accessible by users located in EU/EEA Member States. Links4Jobs is not a Very Large Online Platform ("VLOP") or Very Large Online Search Engine ("VLOSE") as defined under Article 33 DSA as it does not have 45 million or more average monthly active recipients of the service in the EU. Accordingly, Links4Jobs is subject to the standard obligations for online platforms set out in Chapter III of the DSA.
2.8.1 Legal Representative for DSA Purposes
In accordance with Article 13 DSA, Links4Jobs is in the process of designating a legal representative established in a Member State in which Links4Jobs offers its services, for the purpose of being addressed by EU Member State authorities, the European Commission, and the European Board for Digital Services on all matters relating to DSA compliance. The details of the designated legal representative will be published at links4jobs.com/dsa-representative upon appointment. The single point of contact for all DSA-related communications in the interim is legal@links4jobs.com.
2.8.2 Mechanisms to Report Illegal Content
In accordance with Article 16 DSA, Links4Jobs provides EU/EEA users with an accessible, easy-to-use mechanism to report content or conduct on the Platform that the user considers to be illegal under EU or national Member State law. Illegal content in the context of an employment platform may include, but is not limited to: fraudulent or non-existent job advertisements; discriminatory job postings violating Directive 2006/54/EU or national anti-discrimination law; job postings advertising forced labour, trafficking, or exploitation; postings advertising positions in sanctioned or prohibited industries; postings containing hate speech as defined under Directive 2000/43/EC or national implementing legislation; and content constituting criminal incitement under applicable national criminal law.
Reports may be submitted by emailing legal@links4jobs.com with the subject line "DSA Illegal Content Report" or by using the in-platform reporting function available on each job posting and user profile page. Each report submitted must include sufficient information to enable Links4Jobs to identify the allegedly illegal content, the legal provision alleged to be infringed, and the reporter's contact details if they wish to receive feedback. Reports from private individuals will be treated as anonymous unless the reporter expressly consents to disclosure of their identity.
Upon receipt of a report: (a) we will send an acknowledgement without undue delay; (b) we will assess the report in good faith and in a timely, diligent, and objective manner; (c) we will take a decision and communicate it to the reporter, including information about the redress mechanisms available where the decision is adverse to the reporter; and (d) where we determine that the reported content is illegal, we will remove or disable access to it without undue delay and, where required by applicable law, notify the competent law enforcement authority.
2.8.3 Transparency in Content Moderation
In accordance with Article 17 DSA, when Links4Jobs restricts, removes, or otherwise takes a content moderation action in relation to content submitted by a user established or located in the EU/EEA, or restricts access to or terminates the account of such a user, we will provide that user with a clear and specific statement of reasons, including: which specific content is affected and why it was actioned; the legal or contractual basis relied upon; information about the automated tools, if any, used in making the decision; and information about the user's right to challenge the decision.
2.8.4 Internal Complaint Handling and Out-of-Court Dispute Settlement
In accordance with Articles 20 and 21 DSA, Links4Jobs provides an accessible internal complaints system for EU/EEA users to challenge content moderation decisions taken against their content or accounts free of charge. Complaints should be submitted to support@links4jobs.com with the subject line "DSA Content Moderation Complaint" within six months of the date of the relevant decision. We will process all complaints in a timely, non-discriminatory, diligent, and non-arbitrary manner and will communicate the outcome with reasons. EU/EEA users who are not satisfied with the outcome of our internal complaints process may refer their complaint to a certified out-of-court dispute settlement body designated under Article 21 DSA in their Member State. A list of certified bodies is maintained by the relevant national Digital Services Coordinator in each Member State.
2.8.5 Prohibition on Dark Patterns
In accordance with Article 25 DSA, Links4Jobs does not design, organise, or operate the Platform in a way that deceives, manipulates, or otherwise distorts or impairs the ability of users to make free and informed decisions. In particular, we do not use interface design features that: make the cancellation of a service more difficult or time-consuming than subscribing to it; give greater visual prominence to certain choices than others in a way that nudges users towards decisions they might not otherwise make; make it more difficult to exercise data protection rights than to consent to data collection; or repeatedly request consent after it has been refused ("consent nudging"). Users who believe they have encountered a dark pattern on the Platform are encouraged to report it to legal@links4jobs.com.
2.8.6 Advertising Transparency
In accordance with Article 26 DSA, where targeted advertising is displayed to EU/EEA users through the Platform, each advertisement will be clearly identified as advertising, will identify the natural or legal person on whose behalf the advertisement is displayed, and will disclose the main parameters used to target the advertisement, including whether it is based on profiling. EU/EEA users may access information about the main parameters used for targeting advertisements shown to them by visiting their account settings page. Users may opt out of interest-based advertising in their account settings or through our cookie consent management platform, and this will not result in fewer advertisements, only in less targeted ones.
2.8.7 Annual Transparency Report
In accordance with Article 15 DSA, Links4Jobs will publish an annual transparency report on our content moderation activities, including the number of orders received from Member State authorities, the number of notices of illegal content received, the actions taken in response, and an overview of our content moderation systems and processes. This report will be published at links4jobs.com/transparency-report within the timeframes prescribed by the DSA.
EU/EEA consumers who purchase paid services through the Platform have the following rights under Directive 2011/83/EU on consumer rights as implemented in their Member State, in addition to any equivalent or greater rights afforded under the Main Terms:
Right of withdrawal: You have a right to withdraw from any distance contract concluded with Links4Jobs within 14 calendar days without giving any reason (the "cooling-off period"). For digital content services, the cooling-off period begins on the day the contract is concluded. For service contracts, the cooling-off period begins on the day the contract is concluded. If you have expressly requested that we begin performing a service before the expiry of the cooling-off period and have acknowledged that you will thereby lose your right of withdrawal, the right of withdrawal is forfeited from the moment the service has been fully performed. To exercise your right of withdrawal, you must inform us by an unequivocal statement (by email to support@links4jobs.com) of your decision to withdraw from the contract before the expiry of the cooling-off period. We will provide a model withdrawal form on request.
Pre-contractual information: Before you are bound by any paid contract, we will provide you with all information required under Article 6 of the Consumer Rights Directive, including the total price inclusive of VAT (or the manner of price calculation where the total cannot be calculated in advance), the minimum duration of the contract, the conditions for exercise of the right of withdrawal, and our complaints handling procedures.
Conformity of digital services: Links4Jobs warrants that paid digital services will conform to the contract at the time of supply and throughout the subscription period. Where a paid service fails to conform, you have the right to require us to bring it into conformity free of charge within a reasonable time, or — if conformity is impossible or we fail to bring it into conformity within a reasonable time — to a proportionate reduction in price or to termination of the contract with a full refund.
Online Dispute Resolution: In accordance with Regulation (EU) No 524/2013 on online dispute resolution for consumer disputes, we inform EU/EEA consumers that the European Commission has established an Online Dispute Resolution (ODR) platform accessible at ec.europa.eu/consumers/odr, through which consumers may seek out-of-court resolution of disputes with traders. Links4Jobs' email address for the purposes of ODR is legal@links4jobs.com. Whilst Links4Jobs is established in the United Kingdom and is not mandated to participate in EU ADR schemes, we commit to engaging in good faith with any complaint lodged through the ODR platform.
Users in EU/EEA Member States are protected by the ePrivacy Directive 2002/58/EC as implemented in national law (for example, the Télécommunications et Société de l'Information laws in France, the Bundesdatenschutzgesetz in Germany, the LOPD and LSSI-CE in Spain, and equivalent national implementing legislation in other Member States). These laws require that we obtain freely given, specific, informed, and unambiguous prior consent before we store or access information on a terminal device through cookies or similar technologies, except where strictly necessary for the transmission of a communication or for the provision of an information society service explicitly requested by the user.
Links4Jobs operates a Consent Management Platform ("CMP") that presents EU/EEA users with granular choices over cookie categories upon first visit and at any subsequent time through the "Cookie Preferences" link in the Platform footer. The categories of cookies used by the Platform are: (a) strictly necessary cookies, which are essential for the Platform to function and which are exempt from the consent requirement; (b) functional cookies, which remember your preferences and settings, for which we seek consent; (c) analytics cookies, which help us understand how you use the Platform, for which we seek consent; and (d) advertising and targeting cookies, which are used to deliver relevant advertisements, for which we seek consent and which are not activated unless you give explicit prior consent. Consent given through our CMP constitutes valid consent under the ePrivacy Directive for EU/EEA users.
Employers posting job vacancies for positions located in EU/EEA Member States must ensure that their recruitment practices and job postings comply with all applicable EU employment legislation and its national implementing measures. The principal instruments of which employers should be aware include:
Working Time Directive (2003/88/EC): job postings must not advertise positions with working hours, rest periods, or annual leave entitlements below the minimum standards set by the Directive and national implementing legislation. Postings must accurately represent expected working hours.
Equal Treatment Directive (2006/54/EC): all job postings must comply with the principle of equal treatment between men and women in access to employment, vocational training, and promotion. Postings must not specify or imply a preference for one sex and must not contain criteria that indirectly discriminate on grounds of sex.
Pay Transparency Directive (2023/970/EU): applicable to job postings in Member States that have transposed the Directive (transposition deadline 7 June 2026), employers must provide in job vacancy notices or prior to the job interview the initial salary or its range, based on objective, gender-neutral criteria. Employers with ten or more employees are prohibited from asking job seekers about their pay history. Links4Jobs will, as an additional platform obligation, encourage all employers posting EU positions to include salary ranges in their postings as a matter of best practice even in advance of full national transposition.
Posted Workers Directive (96/71/EC as amended by 2018/957/EU): employers posting job advertisements for positions that will involve the posting of workers to other EU Member States must ensure that such postings comply with the terms and conditions of employment applicable in the host Member State, including minimum rates of pay, maximum working periods and minimum rest periods, minimum paid annual leave, and health and safety requirements. Job postings involving cross-border work must accurately describe the employment conditions applicable in the host state.
Transparent and Predictable Working Conditions Directive (2019/1152/EU): employers must provide workers with the essential aspects of the working relationship in writing at the start of employment. Job postings must not misrepresent the nature, duration, or terms of the position being offered.
Users who are habitually resident in, or who access the Platform from, the Republic of India, or employers posting vacancies for positions in India, are subject to the following legal framework: the Information Technology Act, 2000 ("IT Act 2000") and subordinate rules including the Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011 ("SPDI Rules 2011") and the Information Technology (Intermediary Guidelines and Digital Media Ethics Code) Rules, 2021 ("IT Intermediary Rules 2021"); the Digital Personal Data Protection Act, 2023 ("DPDP Act"), enacted on 11 August 2023 and the Digital Personal Data Protection Rules, 2025 ("DPDP Rules"), notified 13 November 2025, being implemented in three stages; the Consumer Protection Act, 2019 and the Consumer Protection (E-Commerce) Rules, 2020; the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959; the Contract Labour (Regulation and Abolition) Act, 1970; the Minimum Wages Act, 1948 (as updated by the Code on Wages, 2019); the Equal Remuneration Act, 1976; the Maternity Benefit Act, 1961 (as amended in 2017); the Prevention, Protection and Redressal of Sexual Harassment of Women at Workplace Act, 2013; the Rights of Persons with Disabilities Act, 2016; the Transgender Persons (Protection of Rights) Act, 2019; the Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979; the Bonded Labour System (Abolition) Act, 1976; and applicable state-level shops and establishments legislation.
The DPDP Act 2023 applies to the processing of digital personal data of individuals located in India ("Data Principals") where the data is processed within India, or where such processing is in connection with any activity related to offering goods or services to Data Principals in India. Links4Jobs processes the personal data of Indian users in connection with providing its recruitment marketplace services and accordingly acts as a "Data Fiduciary" within the meaning of Section 2(i) of the DPDP Act, being a person who, alone or in conjunction with other persons, determines the purpose and means of processing of personal data.
The DPDP Act is being brought into force in three stages. Stage 1 (the constitution of the Data Protection Board of India) took effect on 13 November 2025. Stage 2 (the opening of Consent Manager registration) takes effect on 13 November 2026. Stage 3 (full compliance obligations, including consent and notice requirements, breach notification, and Data Principal rights) takes effect on 13 May 2027. Links4Jobs will achieve and maintain compliance with each stage as it takes effect and will update these Terms & Conditions at each stage.
In accordance with Sections 5 and 6 of the DPDP Act and the requirements of the DPDP Rules, at or before the time we collect personal data from a Data Principal in India for a specified purpose, we will provide a notice to that Data Principal in clear, plain language that: itemises each item of personal data to be collected; specifies the purpose for which each item will be processed; provides the name and contact details of the Data Fiduciary (Links4Jobs Limited, legal@links4jobs.com); informs the Data Principal of their right to consent to processing and to withdraw consent; provides information about the means by which the Data Principal may exercise their rights under the DPDP Act; and notifies the Data Principal of their right to file a complaint with the Data Protection Board of India.
Consent obtained from Indian Data Principals will: be free (not bundled with consent to other terms as a condition of service use, except where processing is strictly necessary for that service); specific (limited to the identified purposes listed in the notice); informed (based on the notice described above); unconditional (not subject to any condition of advantage or detriment); and unambiguous (based on a clear affirmative action, such as ticking an unchecked box). We will not rely on bundled consent, pre-ticked boxes, or silence as a means of obtaining consent from Indian Data Principals.
A Data Principal may withdraw consent at any time by contacting privacy@links4jobs.com or by using the account settings privacy controls. Withdrawal of consent will not affect the lawfulness of processing carried out before withdrawal. Where consent is withdrawn in relation to a service that relies entirely on that consent as its lawful basis, we may no longer be able to provide that service and will inform you accordingly.
In accordance with the DPDP Act 2023 (effective Stage 3, 13 May 2027) and, as applicable prior to that date, the IT Act 2000 and SPDI Rules 2011, Indian Data Principals have the following rights, exercisable by written request to privacy@links4jobs.com:
In accordance with Rule 5(9) of the SPDI Rules 2011, the IT Intermediary Rules 2021, and the requirements of the DPDP Act 2023, Links4Jobs designates the following as its Grievance Officer for all data protection and platform-related grievances from Indian users:
Grievance Officer, Links4Jobs Limited, 4 Colwall Road, Liverpool, L33 5XJ, United Kingdom. Email: legal@links4jobs.com. Subject line: "India Grievance — [nature of grievance]".
All grievances submitted to the Grievance Officer will be: acknowledged in writing within 5 business days of receipt; investigated in good faith; resolved, with a written reasoned outcome communicated to the complainant, within 30 calendar days of acknowledgement; and escalated to the Data Protection Board of India (once constituted and operational) if not resolved within the above timeframe or if the complainant remains dissatisfied.
Links4Jobs operates as an intermediary within the meaning of Section 2(1)(w) of the IT Act 2000, being a person who on behalf of another person receives, stores, or transmits a particular electronic record or provides any service with respect to that record. As an intermediary, Links4Jobs is entitled to the safe harbour protections provided by Section 79 of the IT Act 2000, provided that we comply with our obligations under the IT Intermediary Rules 2021.
In accordance with the IT Intermediary Rules 2021, Links4Jobs: publishes and makes reasonably accessible these Terms, its Privacy Policy, and its content guidelines in English and will, upon reasonable demand, make reasonable efforts to provide them in any language specified in the Eighth Schedule to the Constitution of India; does not host, store, or publish content that is unlawful under the IT Act 2000 or any applicable Indian law, including content that infringes intellectual property rights, constitutes impersonation or defamation, is obscene, or facilitates fraud or forgery; removes or disables access to content within 36 hours of receiving actual knowledge, whether through a court order or notification by the competent authority, that the content is required to be removed under applicable law; preserves and makes available records of content that has been removed for a period of 180 days as required by the IT Intermediary Rules 2021 for investigative purposes; and designates the Grievance Officer identified above for handling complaints related to the Platform.
The SPDI Rules 2011 define "sensitive personal data or information" as personal information including passwords; financial information such as bank account or credit card or debit card or other payment instrument details; physical, physiological, and mental health conditions; sexual orientation; medical records and history; biometric information; and any detail relating to the above clauses as provided to the body corporate for providing service. Links4Jobs processes sensitive personal data only where strictly necessary for the Platform's recruitment services and only with the Data Principal's explicit consent. We do not collect biometric data. Where candidates choose to disclose information relating to disability, health conditions, or other sensitive categories in their CVs or profiles — which we actively discourage unless required for a specific accessibility-related application — we process such data with enhanced security controls and limit access to authorised personnel only.
Indian users who are "consumers" within the meaning of Section 2(7) of the Consumer Protection Act, 2019 — being persons who buy goods or avail services for consideration and for personal use — have rights including: the right to be protected against unfair trade practices and misleading advertisements; the right to information about quality, quantity, potency, purity, standard, and price of goods and services; the right to seek redressal against unfair or restrictive trade practices or unscrupulous exploitation; and the right to consumer education. In addition, the Consumer Protection (E-Commerce) Rules, 2020 impose obligations on entities engaged in e-commerce activities in India, including displaying prices in Indian Rupees, providing clear information about return and refund policies, and not engaging in any unfair trade practice whether on the Platform or otherwise.
Indian consumers may lodge complaints with the National Consumer Helpline by telephone at 1800-11-4000 (toll free) or 14404, by visiting consumerhelpline.gov.in, or by filing a consumer complaint with the appropriate District Consumer Disputes Redressal Commission, State Consumer Disputes Redressal Commission, or the National Consumer Disputes Redressal Commission, depending on the value of the goods or services in dispute.
Employers posting vacancies for positions in India must ensure that their postings and recruitment practices comply with all applicable central and state employment legislation. The principal applicable laws and their requirements include:
Code on Wages, 2019 (incorporating the Minimum Wages Act, 1948; the Payment of Wages Act, 1936; the Payment of Bonus Act, 1965; and the Equal Remuneration Act, 1976): All job postings for positions in India must state salary or wage information at or above the applicable central or state minimum wage for the relevant scheduled employment category. Employers must not discriminate in remuneration on grounds of sex for the same or similar work.
Maternity Benefit Act, 1961 (as amended 2017): Job postings must not discriminate against women on grounds of pregnancy or maternity. Employers must comply with their obligations to provide 26 weeks of paid maternity leave, crèche facilities, and related benefits.
Prevention of Sexual Harassment of Women at Workplace Act, 2013 ("POSH Act"): Employers with ten or more employees are required to constitute an Internal Complaints Committee. Job postings must not contain content that constitutes sexual harassment. Links4Jobs will remove postings that violate the POSH Act.
Rights of Persons with Disabilities Act, 2016: Employers with twenty or more employees who are government establishments are required to reserve 4% of posts for persons with specified disabilities. Private sector employers are encouraged to comply with the equal opportunity provisions. Job postings must not discriminate against persons with disabilities.
Transgender Persons (Protection of Rights) Act, 2019: All job postings must comply with the prohibition on discrimination against transgender persons in employment and in access to employment. Employers must not refuse or terminate employment, or make adverse conditions of employment, solely on the ground of being a transgender person.
Contract Labour (Regulation and Abolition) Act, 1970: Employers engaging contract labour through placement agencies found through the Platform must hold valid licences under the Act where required and must ensure that the terms and conditions of employment of contract labour comply with the Act.
Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959: Employers in establishments employing 25 or more persons in specified industries are required to notify vacancies to the employment exchange. Links4Jobs' platform listing does not substitute for compliance with this statutory notification requirement.
Inter-State Migrant Workmen Act, 1979: Employers recruiting workmen through a contractor from one state for employment in another state must comply with registration, licensing, and workmen welfare obligations under the Act.
Links4Jobs prohibits all discriminatory job postings and reserves the right to remove any posting that on its face or by reasonable inference discriminates on any ground protected by Indian law, including religion, race, caste, sex, place of birth, disability, or any other protected characteristic.
Users accessing the Platform from the United States of America, or employers posting positions in the United States, are subject to applicable US federal and state law. Unlike the EU GDPR or the UK GDPR, the United States does not have a single comprehensive federal privacy law. Instead, privacy is regulated through a patchwork of sector-specific federal statutes and comprehensive state privacy laws. The principal laws applicable to Links4Jobs and its US users are: the California Consumer Privacy Act of 2018 ("CCPA"), as substantially amended by the California Privacy Rights Act of 2020 ("CPRA", effective 1 January 2023), together referred to as "CCPA/CPRA"; the California Privacy Protection Agency ("CPPA") regulations including updated regulations effective 1 January 2026; Virginia Consumer Data Protection Act ("VCDPA", effective 1 January 2023); Colorado Privacy Act ("CPA", effective 1 July 2023); Connecticut Data Privacy Act ("CTDPA", effective 1 July 2023); Texas Data Privacy and Security Act ("TDPSA", effective 1 July 2024); Florida Digital Bill of Rights ("FDBR", effective 1 July 2024) applicable to controllers processing data of 100,000 or more consumers; the CAN-SPAM Act of 2003, 15 U.S.C. § 7701 et seq.; Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq.; the Age Discrimination in Employment Act of 1967 ("ADEA"), 29 U.S.C. § 621 et seq.; the Americans with Disabilities Act of 1990 ("ADA"), 42 U.S.C. § 12101 et seq., as amended by the ADA Amendments Act of 2008; the Equal Pay Act of 1963, 29 U.S.C. § 206(d); the Pregnancy Discrimination Act of 1978, 42 U.S.C. § 2000e(k); the Genetic Information Non-Discrimination Act of 2008 ("GINA"), 42 U.S.C. § 2000ff et seq.; and the Fair Credit Reporting Act ("FCRA"), 15 U.S.C. § 1681 et seq. (applicable to employers conducting background checks).
If you are a California resident within the meaning of the CCPA (a natural person who is a California resident, as defined in Section 17014 of Title 18 of the California Code of Regulations), you have the following rights in relation to the personal information Links4Jobs holds about you:
California residents may exercise any of the above rights by submitting a verifiable consumer request to privacy@links4jobs.com or by calling our toll-free privacy enquiry line [to be established]. We will acknowledge receipt of your request within 10 business days and will respond to the request within 45 calendar days of receipt. Where we are unable to respond within 45 days, we will notify you before expiry of the initial period and may extend our response period by a further 45 days, providing the reason for the extension. We will not charge a fee for processing a verifiable consumer request unless it is excessive, repetitive, or manifestly unfounded.
We will verify your identity before processing your request by asking you to confirm information we already hold about you, such as your registered email address and account details. If you submit a request through an authorised agent, the agent must provide a signed permission from you, and we may require you to directly verify your identity.
For purposes of the CCPA, Links4Jobs collects the following categories of personal information: identifiers (including name, email address, telephone number, IP address, and platform username); professional or employment-related information (including CV data, employment history, qualifications, and job application materials); internet or other electronic network activity information (including browsing behaviour on the Platform, search queries, and Platform interaction data); and inferences drawn from the above to create a profile about a user's job preferences, skills, and suitability for roles. Links4Jobs does not sell this information and does not share it for cross-context behavioural advertising without explicit consent.
Residents of states with comprehensive consumer data protection legislation enacted after the CCPA — including Virginia (VCDPA), Colorado (CPA), Connecticut (CTDPA), Texas (TDPSA), Florida (FDBR), Oregon, Montana, New Hampshire, New Jersey, Nebraska, Iowa, Indiana, Tennessee, and any other state that enacts equivalent legislation — have rights broadly equivalent to those described in clause 4.2 above. These typically include: the right to access; the right to correct; the right to delete; the right to portability; and the right to opt out of targeted advertising, sale of personal data, and profiling for significant decisions. Links4Jobs will process rights requests from residents of these states in a manner consistent with CCPA/CPRA obligations. Requests should be submitted to privacy@links4jobs.com. We will continue to monitor state-level legislative developments and will update our practices accordingly.
All commercial electronic mail messages sent by Links4Jobs to recipients in the United States comply with the CAN-SPAM Act, 15 U.S.C. § 7701 et seq. In accordance with the Act: every commercial message clearly and conspicuously identifies that it is an advertisement or solicitation except where the recipient has given affirmative consent to receipt of such messages; the header information, including the "From", "To", and "Reply-To" fields, accurately identifies Links4Jobs as the initiator of the message; every message includes our physical postal address (4 Colwall Road, Liverpool, L33 5XJ, United Kingdom); every message includes a clear and conspicuous opt-out notice containing a functioning return email address or other internet-based mechanism to opt out of future commercial messages; no message is sent more than 10 business days after processing an opt-out request from any recipient; we do not send messages using deceptive subject lines; we do not harvest email addresses, use address-harvesting software, or use dictionaries to automatically generate electronic mail addresses; and we do not pass personal information to third parties for the purpose of enabling those parties to send commercial electronic mail messages in violation of the CAN-SPAM Act.
Employers who post job vacancies for positions located in the United States must comply with all applicable federal employment anti-discrimination law as enforced by the US Equal Employment Opportunity Commission ("EEOC"). The principal applicable statutes are:
Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e): prohibits discrimination in all aspects of employment — including job advertising, recruitment, hiring, compensation, classification, promotion, transfer, discharge, and terms and conditions of employment — on the basis of race, colour, religion, sex (including pregnancy, childbirth, or related medical conditions, and including sexual orientation and gender identity as clarified by the Supreme Court in Bostock v. Clayton County, 590 U.S. 644 (2020)), and national origin. Job postings must not express or imply any preference, limitation, specification, or discrimination based on these characteristics, and must not include requirements that would screen out applicants on these grounds. Applies to employers with 15 or more employees.
Age Discrimination in Employment Act of 1967 (29 U.S.C. § 621): prohibits discrimination against applicants and employees aged 40 and over in all aspects of employment. Job postings must not express or imply any preference for younger workers, must not include age-related requirements that lack objective justification, and must not use language that codes for age preference (such as "digital native", "recent graduate", or "young and dynamic team"). Applies to employers with 20 or more employees.
Americans with Disabilities Act of 1990 and ADA Amendments Act of 2008 (42 U.S.C. § 12101): prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, advancement, discharge, compensation, job training, and other terms and conditions of employment. Employers must provide reasonable accommodations to applicants with disabilities unless doing so would cause undue hardship. Job postings must not screen out qualified individuals with disabilities through unjustifiable physical or mental qualification requirements. Applies to employers with 15 or more employees.
Equal Pay Act of 1963 (29 U.S.C. § 206(d)): requires that men and women in the same establishment performing jobs that require equal skill, effort, and responsibility under similar working conditions receive equal pay. Job postings must accurately represent compensation without gender-based differentiation.
Pregnancy Discrimination Act of 1978: prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions as a form of sex discrimination under Title VII. Job postings must not discriminate against pregnant applicants or those who have recently given birth.
Genetic Information Non-Discrimination Act of 2008 (42 U.S.C. § 2000ff): prohibits the use of genetic information in employment decisions and prohibits employers from requesting, requiring, or purchasing genetic information about employees or their family members. Job postings must not solicit genetic information.
Links4Jobs will review all job postings that are reported as potentially discriminatory and will remove postings that appear on their face or by reasonable inference to violate US federal anti-discrimination law. Employers whose postings are removed in reliance on this provision will be notified and provided with an explanation and the opportunity to resubmit a compliant posting.
In addition to federal law, employers posting positions in US states must comply with applicable state employment law, which in many states provides protections that go beyond federal law. States with particularly broad anti-discrimination protections, minimum wage requirements, salary disclosure laws, or pay transparency requirements include California, New York, Illinois, Colorado, Washington, and others. Salary disclosure laws now require employers in Colorado, New York City, New York State, California, Washington, and other jurisdictions to include salary ranges in job postings. Links4Jobs will, as a platform policy, require all US-based job postings to include a salary range as this is increasingly a legal requirement and universally recognised as a best employment practice.
Employers who use information obtained through background check providers in connection with applications submitted through the Platform must comply with the FCRA, 15 U.S.C. § 1681 et seq. The FCRA imposes the following obligations on employers: prior to obtaining a consumer report (background check) on an applicant, the employer must make a clear and conspicuous written disclosure to the applicant in a document that consists solely of that disclosure and obtain a written authorisation from the applicant; before taking any adverse employment action based wholly or partly on the contents of a consumer report, the employer must provide the applicant with a copy of the report and a written description of their rights under the FCRA (pre-adverse action notice); after taking adverse action, the employer must provide the applicant with an adverse action notice containing the name, address, and telephone number of the consumer reporting agency that supplied the report, a statement that the agency did not make the adverse decision and cannot explain why the decision was made, and a notice of the applicant's right to dispute the accuracy or completeness of any information in the report. Links4Jobs is not a consumer reporting agency, does not prepare consumer reports, and does not conduct background checks. Employer compliance with the FCRA is entirely the employer's responsibility.
Users accessing the Platform from Canada, or employers posting positions in Canada, are subject to the following legal framework: the Personal Information Protection and Electronic Documents Act, S.C. 2000, c. 5 ("PIPEDA"), which applies to the collection, use, and disclosure of personal information in the course of commercial activities; applicable provincial privacy legislation, including the Personal Information Protection Act, S.A. 2003, c. P-6.5 (Alberta "PIPA"), the Personal Information Protection Act, S.B.C. 2003, c. 63 (British Columbia "PIPA"), and An Act respecting the protection of personal information in the private sector, R.S.Q. c. P-39.1 (Quebec "Law 25") which was substantially amended in 2023 to introduce rights modelled on the EU GDPR; Canada's Anti-Spam Legislation, S.C. 2010, c. 23 ("CASL"); the Canada Labour Code, R.S.C. 1985, c. L-2; the Canadian Human Rights Act, R.S.C. 1985, c. H-6; the Employment Equity Act, S.C. 1995, c. 44; and the Pay Equity Act, S.C. 2018, c. 27, s. 340, applicable to federally regulated employers.
PIPEDA is based on the ten fair information principles in Schedule 1: Accountability; Identifying Purposes; Consent; Limiting Collection; Limiting Use, Disclosure, and Retention; Accuracy; Safeguards; Openness; Individual Access; and Challenging Compliance. Links4Jobs complies with each of these principles in respect of personal information of Canadian residents. Canadian residents have the right to access personal information held about them and to challenge its accuracy, subject to limited exceptions. Access and correction requests should be directed to privacy@links4jobs.com. We will respond within 30 days.
Quebec residents have additional rights under Law 25 (An Act to modernize legislative provisions as regards the protection of personal information, S.Q. 2021, c. 25), which came fully into force on 22 September 2023. These additional rights include: the right to data portability (the right to receive personal information in a structured, commonly used technological format and to communicate that information to any person or body); the right to de-indexation (the right to require that personal information be de-indexed from an information technology product that disseminates it if the dissemination causes serious injury); and enhanced consent rights requiring explicit consent for the collection and communication of sensitive personal information. Complaints under PIPEDA may be directed to the Office of the Privacy Commissioner of Canada at priv.gc.ca or 1-800-282-1376. Complaints under Law 25 may be directed to the Commission d'accès à l'information at cai.gouv.qc.ca.
Canada's Anti-Spam Legislation (CASL) applies to commercial electronic messages ("CEMs") sent to Canadian electronic addresses and is among the strictest anti-spam legislation in the world. CASL contains three core prohibitions: (a) the prohibition on sending CEMs without consent; (b) the prohibition on altering transmission data in electronic messages without consent; and (c) the prohibition on installing computer programs without consent. Links4Jobs complies with CASL in the following respects: Links4Jobs sends CEMs to Canadian recipients only with express consent, obtained by a clear, positive, and unambiguous act (such as ticking an unchecked opt-in box), or with implied consent as defined by section 10(9) CASL for a period not exceeding 2 years following a business relationship or 6 months following an enquiry. Every CEM sent by Links4Jobs identifies Links4Jobs as the sender, includes our mailing address, includes a contact method, and includes a functional unsubscribe mechanism enabling the recipient to unsubscribe from all further CEMs from Links4Jobs by the same or equivalent mechanism used to send the message. Unsubscribe requests are actioned without delay and in any event within 10 business days. Following unsubscription, Links4Jobs will not send further CEMs to that recipient except as expressly permitted by CASL.
Employers posting vacancies for positions in Canada must comply with applicable federal and provincial employment legislation. Federally regulated employers (those in industries under federal jurisdiction, including banking, telecommunications, broadcasting, and inter-provincial transportation) must comply with the Canada Labour Code, which sets minimum standards for wages, hours of work, leave entitlements, and unjust dismissal. Provincial employers must comply with the employment standards legislation of the relevant province or territory, including the Employment Standards Act, 2000 (Ontario), S.O. 2000, c. 41; the Employment Standards Code, R.S.A. 2000, c. E-9 (Alberta); the Employment Standards Act, R.S.B.C. 1996, c. 113 (British Columbia); and equivalents in other provinces. All employers must comply with the Canadian Human Rights Act and applicable provincial human rights codes, which prohibit discrimination in employment on grounds including race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, and conviction for which a pardon has been granted or a record suspension has been ordered.
Users who are habitually resident in, or who access the Platform from, the Commonwealth of Australia, or employers posting positions in Australia, are subject to: the Privacy Act 1988 (Cth), as amended by the Privacy and Other Legislation Amendment Act 2024 (Cth), which received Royal Assent on 10 December 2024 and made the most significant reforms to Australian privacy law in over three decades; the thirteen Australian Privacy Principles ("APPs") contained in Schedule 1 of the Privacy Act 1988 (Cth) as so amended; the Notifiable Data Breaches scheme ("NDB scheme") under Part IIIC of the Privacy Act 1988 (Cth), applicable to entities with an annual turnover of $3 million or more; the statutory tort of serious invasion of privacy introduced by the Privacy and Other Legislation Amendment Act 2024 (Cth), effective 10 June 2025; the Spam Act 2003 (Cth); the Do Not Call Register Act 2006 (Cth); the Fair Work Act 2009 (Cth) and Fair Work Regulations 2009 (Cth); the National Employment Standards ("NES") contained in Part 2-2 of the Fair Work Act 2009; the National Minimum Wage Order (revised annually by the Fair Work Commission); the Age Discrimination Act 2004 (Cth); the Disability Discrimination Act 1992 (Cth) and the Disability (Access to Premises — Buildings) Standards 2010; the Racial Discrimination Act 1975 (Cth); the Sex Discrimination Act 1984 (Cth) as amended by the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth); the Australian Human Rights Commission Act 1986 (Cth); and applicable state and territory anti-discrimination, work health and safety, and employment standards legislation.
Links4Jobs collects, holds, uses, and discloses personal information of Australian residents in accordance with the Privacy Act 1988 (Cth) as amended and the APPs. The following APPs are of particular relevance to users of the Platform:
APP 1 (Open and transparent management of personal information): Links4Jobs maintains and makes available a clearly expressed and up-to-date Privacy Policy describing our personal information handling practices. This document and the Privacy Policy together satisfy Links4Jobs' APP 1 obligations in relation to Australian users.
APP 3 (Collection of solicited personal information): We collect only personal information that is reasonably necessary for one or more of our functions or activities — primarily the provision of recruitment marketplace services. We collect personal information directly from individuals wherever reasonably practicable. Where we collect personal information from third parties (for example, from a third-party social login service), we take reasonable steps to ensure that individual is aware of the collection.
APP 5 (Notification of the collection of personal information): At or before the time we collect personal information from an Australian individual, or as soon as practicable thereafter, we will take reasonable steps to notify that individual of our identity and contact details, the fact and circumstances of collection, the purposes of collection, the consequences of not providing the information, the bodies and classes of persons to whom we may disclose the information, whether we are likely to disclose the information to overseas recipients and in which countries those recipients are located, and how the individual may access and correct the information and make complaints.
APP 6 (Use or disclosure of personal information): We use and disclose personal information only for the primary purpose for which it was collected (the provision of recruitment marketplace services) and for reasonably related secondary purposes that the individual would reasonably expect. We do not use personal information for direct marketing without the individual's consent (APP 7) and do not use or disclose personal information for any purpose relating to an identifiable individual's credit eligibility or capacity.
APP 8 (Cross-border disclosure): Where Links4Jobs discloses personal information to an overseas recipient (including storage and processing in the UK by Links4Jobs itself), we take reasonable steps to ensure that the overseas recipient does not breach the APPs in relation to that information, unless we are required to make the disclosure by Australian law. The UK has been assessed by the Australian Government as providing substantially similar protections to those under the APPs. We maintain written data processing agreements with all overseas processors.
APP 11 (Security of personal information): We take reasonable steps to protect personal information from misuse, interference, and loss, and from unauthorised access, modification, or disclosure, including through technical safeguards (encryption, access controls, firewalls), organisational measures (staff training, privacy impact assessments), and physical security measures. Where we no longer need personal information and are not required by law to retain it, we take reasonable steps to destroy it or ensure that it is de-identified.
APP 12 (Access to personal information): Australian individuals may request access to personal information we hold about them by contacting privacy@links4jobs.com. We will respond within 30 days. We will not charge a fee for responding to an access request, though we may charge a reasonable fee for providing access where the request is complex or involves a large volume of data, in which case we will advise you of the fee before processing.
APP 13 (Correction of personal information): Where we hold personal information that is inaccurate, out of date, incomplete, irrelevant, or misleading, we must take reasonable steps to correct it, either on our own initiative or upon request. Correction requests should be directed to privacy@links4jobs.com.
In accordance with the Notifiable Data Breaches ("NDB") scheme under Part IIIC of the Privacy Act 1988 (Cth), Links4Jobs will notify the Office of the Australian Information Commissioner ("OAIC") and all affected individuals as soon as practicable where Links4Jobs has reasonable grounds to believe that an eligible data breach has occurred. An eligible data breach occurs where: (a) there is unauthorised access to, or unauthorised disclosure of, or loss of, personal information held by Links4Jobs; and (b) a reasonable person would conclude that the access, disclosure, or loss is likely to result in serious harm to one or more of the affected individuals. Where we have identified a suspected eligible data breach, we will conduct an expedited assessment within 30 days and, where the breach is confirmed, will notify both the OAIC and affected individuals without undue delay. Affected individuals will be notified by email to their registered email address and, where that is not practicable, by publication of a notice on the Platform's homepage. Notifications will include the nature of the breach, the types of information involved, the steps Links4Jobs has taken to contain the breach, and recommended steps individuals can take to protect themselves. The OAIC can be contacted at oaic.gov.au, by telephone at 1300 363 992, or by post at GPO Box 5218, Sydney NSW 2001.
The Privacy and Other Legislation Amendment Act 2024 (Cth) introduced a new statutory cause of action for serious invasion of privacy, which took effect on 10 June 2025. Under this tort, an individual may bring a claim where: (a) Links4Jobs invaded their privacy by intruding upon their seclusion (such as watching, surveilling, or recording the individual in a private space) or by misusing information relating to them; (b) a reasonable person in the position of the plaintiff would have had a reasonable expectation of privacy in the circumstances; (c) the invasion of privacy was intentional or reckless; and (d) the invasion of privacy was serious. Links4Jobs' platform operations are designed to prevent any such invasion of privacy. We do not conduct surveillance of users; we do not disclose personal information for purposes outside the recruitment marketplace; and we maintain robust access controls to prevent unauthorised access to user data. Australian individuals who believe their privacy has been seriously invaded by Links4Jobs may bring a claim in the Federal Court or Federal Circuit and Family Court of Australia.
All commercial electronic messages sent by Links4Jobs to Australian electronic addresses comply with the Spam Act 2003 (Cth). Under the Spam Act, it is a civil offence to send commercial electronic messages to Australian electronic addresses without consent. Links4Jobs: sends commercial electronic messages to Australian recipients only with express consent (an explicit opt-in) or inferred consent (where consent can be reasonably inferred from the conduct of the recipient and the nature of the relationship); includes in every commercial message a clear identification of Links4Jobs as the sender and our contact details; includes in every commercial message a functional unsubscribe facility that is easy to use, free of charge, and valid for 30 days from the time the message was sent; and processes unsubscribe requests within 5 business days. The Australian Communications and Media Authority ("ACMA") enforces the Spam Act. Complaints may be submitted to acma.gov.au.
Employers posting vacancies for positions in Australia must comply with the Fair Work Act 2009 (Cth) and all applicable industrial instruments (Modern Awards and Enterprise Agreements), as well as relevant state and territory legislation. The key obligations include:
National Employment Standards (NES): the NES in Part 2-2 of the Fair Work Act 2009 set out eleven minimum employment entitlements that cannot be excluded by agreement. Job postings must not offer terms and conditions below the NES minimum, including: maximum weekly hours (38 hours per week for full-time employees plus reasonable additional hours); flexible working arrangements; parental leave and related entitlements; annual leave; personal/carer's leave and compassionate leave; community service leave; long service leave; public holidays; notice of termination and redundancy pay; and the Fair Work Information Statement.
National Minimum Wage: Job postings must state remuneration at or above the current National Minimum Wage Order as determined annually by the Fair Work Commission, or the applicable Modern Award minimum rate, whichever is higher. Links4Jobs will remove job postings that on their face offer remuneration below the applicable minimum wage.
Anti-discrimination obligations: Employers must not discriminate in recruitment on any ground protected by the Age Discrimination Act 2004, the Disability Discrimination Act 1992, the Racial Discrimination Act 1975, the Sex Discrimination Act 1984, or applicable state and territory anti-discrimination legislation. Protected attributes under these laws collectively include age, disability, race, sex, sexual orientation, gender identity, intersex status, pregnancy, breastfeeding, marital status, family responsibilities, religion, and political opinion. Job postings must not specify any requirements that exclude applicants on these grounds without objective justification.
Positive duty to eliminate sexual harassment: The Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth) introduced a positive duty on persons conducting a business or undertaking to take reasonable and proportionate measures to eliminate, as far as possible, certain unlawful conduct including sexual harassment, sex discrimination, and victimisation. This positive duty applies to the recruitment process. Links4Jobs will remove postings or employer accounts found to be associated with recruitment practices that constitute sexual harassment.
Users accessing the Platform from New Zealand, or employers posting positions in New Zealand, are subject to: the Privacy Act 2020 (NZ), which replaced the Privacy Act 1993 and is the principal privacy legislation; the thirteen Information Privacy Principles ("IPPs") under Schedule 1 of the Privacy Act 2020; the mandatory data breach notification obligations under subpart 4 of Part 6 of the Privacy Act 2020 (applicable from 1 December 2020); the Employment Relations Act 2000 (NZ); the Holidays Act 2003 (NZ); the Minimum Wage Act 1983 (NZ); the Human Rights Act 1993 (NZ); the Equal Pay Act 1972 (NZ) as amended by the Equal Pay Amendment Act 2020; and the Health and Safety at Work Act 2015 (NZ).
New Zealand residents have the right to request access to personal information held about them and to request correction of inaccurate information under the IPPs. Such requests should be submitted to privacy@links4jobs.com. Links4Jobs will comply with its obligations under the Privacy Act 2020 (NZ), including notifying the New Zealand Privacy Commissioner and affected individuals of serious privacy breaches. The Privacy Commissioner can be contacted at privacy.org.nz or at PO Box 10094, Wellington 6143, New Zealand. Employers posting positions in New Zealand must comply with the Employment Relations Act 2000, the Minimum Wage Act 1983 (with annual minimum wage adjustments), the Holidays Act 2003, and the Human Rights Act 1993 (which prohibits discrimination on 13 grounds including sex, marital status, religious belief, ethical belief, colour, race, ethnic or national origins, disability, age, political opinion, employment status, family status, and sexual orientation).
This section applies to users accessing the Platform from, or employers posting positions in, countries of the Gulf Cooperation Council ("GCC") — comprising the United Arab Emirates ("UAE"), the Kingdom of Saudi Arabia ("KSA"), the State of Qatar, the Kingdom of Bahrain, the Sultanate of Oman, and the State of Kuwait — and to other countries in the broader Middle East and North Africa ("MENA") region, including the Republic of Egypt, the Hashemite Kingdom of Jordan, the Lebanese Republic, the State of Israel, and the Kingdom of Morocco. Data protection legislation across the MENA region is developing rapidly, and Links4Jobs is committed to monitoring and complying with applicable requirements in each jurisdiction.
A particular concern in the MENA region as it relates to an employment platform is the ethical recruitment of migrant workers. The MENA region — particularly the GCC countries — is a major destination for migrant workers from South Asia, Southeast Asia, and Africa. Links4Jobs takes seriously its obligations to ensure that the Platform is not used to facilitate exploitative, deceptive, or fraudulent recruitment practices, in compliance with applicable national law, international labour standards, and the ethical recruitment principles described in Section 11 of these Terms & Conditions.
Federal Decree-Law No. 45 of 2021 Regarding the Protection of Personal Data ("UAE PDPL"), effective from 2 January 2022, is the UAE's first comprehensive federal data protection law. The UAE PDPL applies to the processing of personal data of individuals located in the UAE by entities established in or outside the UAE that process data in connection with the offering of goods or services to UAE residents. Links4Jobs processes personal data of UAE residents in connection with providing its recruitment marketplace services and is accordingly subject to the UAE PDPL.
The UAE PDPL establishes the following obligations and rights relevant to UAE residents: Links4Jobs must process personal data of UAE residents only where there is a lawful basis, including consent, performance of a contract, legal obligation, protection of vital interests, or legitimate interests (as set out in Article 4 UAE PDPL); UAE residents have the right to be informed about the processing of their personal data; the right to access their personal data; the right to correct inaccurate personal data; the right to request erasure of personal data where processing is no longer necessary; the right to restrict processing; the right to object to processing based on legitimate interests; and the right to data portability in a structured, commonly used format; Links4Jobs must notify the UAE Data Office and affected UAE individuals of any personal data breach within the timeframes specified under the UAE PDPL implementing regulations; and transfers of personal data of UAE residents to the UK are permissible where the UK provides an adequate level of protection (Links4Jobs maintains appropriate contractual safeguards for all international transfers). Data protection requests from UAE residents should be submitted to privacy@links4jobs.com.
Employers posting vacancies for positions in the UAE must comply with Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Labour Relations ("UAE Labour Law") and its implementing Cabinet Resolution No. 1 of 2022. The UAE Labour Law introduced significant reforms to employment regulation, including: the abolition of the no-objection certificate requirement enabling workers to change employers without their sponsor's permission (for certain categories of workers and after completing a specified period of service); regulation of flexible and remote working arrangements; stronger protections against arbitrary dismissal; enhanced provisions against discrimination and harassment; and a new minimum wage regime for certain categories of workers.
Wage Protection System (WPS): All employers in the UAE with ten or more employees are required to pay wages through the Wage Protection System administered by the Ministry of Human Resources and Emiratisation ("MOHRE"). Job postings must accurately state the salary and any allowances in UAE Dirhams (AED) and must not misrepresent the WPS status of the employer.
End-of-service gratuity: UAE Labour Law requires employers to pay end-of-service gratuity to employees who have completed at least one year of continuous service. Job postings must not misrepresent the entitlement to gratuity.
Emiratisation (Nationalisation): Private sector employers in certain industries are subject to Emiratisation targets under Cabinet Decision No. 18 of 2022 and related regulations. Job postings must accurately represent whether a position is restricted to UAE nationals under applicable Emiratisation requirements.
Prohibition on passport confiscation and recruitment fees: Under UAE law and applicable international law (including ILO Convention No. 29), employers and recruitment agencies are prohibited from confiscating workers' passports or identity documents, requiring workers to pay recruitment fees, or subjecting workers to conditions of debt bondage. Links4Jobs will remove and report to MOHRE any posting or employer account found to be engaging in or facilitating such practices.
Kafala and visa sponsorship: Most foreign workers in the UAE are employed under the kafala (sponsorship) system, under which the worker's immigration status is tied to their employer. Employers posting positions for foreign workers must accurately represent the visa and work permit requirements, the sponsoring entity, and the conditions under which a worker may change employers or leave the UAE, including the reforms introduced by the UAE Labour Law 2021.
The Personal Data Protection Law of Saudi Arabia ("KSA PDPL"), issued by Royal Decree No. M/19 dated 9 Shawwal 1443H (10 May 2022) and its implementing regulations (the Personal Data Protection Regulations), took full effect on 14 September 2023. The KSA PDPL applies to the processing of personal data of individuals located in Saudi Arabia, including by entities established outside Saudi Arabia that process data by any means in connection with individuals in Saudi Arabia.
The KSA PDPL establishes that personal data must be processed only for specified, explicit, and legitimate purposes; that data subjects must be notified of the purposes of processing and must provide consent (or another lawful basis must be established); that data subjects have the right to access, correct, and request erasure of their personal data; that cross-border transfers of personal data to countries providing adequate protection are permitted (the Saudi Data and Artificial Intelligence Authority ("SDAIA") maintains a list of countries providing adequate protection); and that personal data breaches must be notified to SDAIA without delay and to affected data subjects where the breach is likely to harm their interests. Links4Jobs processes personal data of KSA residents in the United Kingdom and will comply with cross-border transfer requirements under Article 29 of the KSA PDPL, including by maintaining appropriate contractual safeguards. Data protection requests from KSA residents should be submitted to privacy@links4jobs.com.
Employers posting vacancies for positions in the Kingdom of Saudi Arabia must comply with the Saudi Labour Law (Royal Decree No. M/51 dated 23 Sha'ban 1426H / 27 September 2005) and its amendments, together with the regulations issued by the Ministry of Human Resources and Social Development ("MHRSD"). The principal compliance obligations for employers posting Saudi positions include:
Nitaqat / Saudisation: Private sector employers in Saudi Arabia are required under the Nitaqat programme to employ specified percentages of Saudi national workers. The required percentage varies by industry sector and employer size. Employers posting positions on the Platform must accurately represent whether a position is open to non-Saudi nationals and must not post positions as open to foreign workers in contravention of applicable Nitaqat quotas. Links4Jobs reserves the right to remove postings that appear to facilitate non-compliance with Nitaqat requirements.
Wage Protection System: Saudi Arabia operates a Wage Protection System (WPS) requiring that wages be paid electronically within prescribed timeframes. Job postings must state salaries in Saudi Riyals (SAR) at or above applicable minimum levels.
Iqama (residency permit) sponsorship: Foreign workers in Saudi Arabia require Iqama sponsorship tied to their employer. Employers must accurately represent the availability of Iqama sponsorship, the conditions of the employer-employee relationship, and the worker's rights in respect of change of employer (particularly following the Labour Reform Initiative introduced by Royal Decree in 2021, which permits certain foreign workers to transfer employment and exit the Kingdom without employer consent).
Working conditions: Job postings must accurately represent working hours (maximum 8 hours per day / 48 hours per week, reduced to 6 hours per day during Ramadan for Muslim employees), leave entitlements, and other terms and conditions of employment.
Employers posting positions in Qatar must comply with Labour Law No. 14 of 2004 (as amended) and the regulations issued by the Ministry of Labour. Key obligations include compliance with the mandatory minimum wage regime introduced by Ministerial Decision No. 18 of 2020; compliance with Law No. 1 of 2022 amending certain provisions of the Labour Law, which strengthened protections against forced labour; compliance with Law No. 13 of 2018 amending the entry, exit, and residency law to permit most workers to change employers and exit Qatar without a no-objection certificate; accurate representation of the working conditions of the position, including accommodation, transport, and working hours applicable in Qatar's climate; and compliance with the Domestic Workers Law No. 15 of 2017 for positions involving domestic service.
Qatar's Personal Data Privacy Protection Law No. 13 of 2016 applies to the processing of personal data of individuals in Qatar. Links4Jobs will comply with the Law's requirements in respect of the collection, processing, and transfer of personal data of Qatar residents. Data requests from Qatar residents should be directed to privacy@links4jobs.com.
Employers posting positions in Bahrain, Oman, or Kuwait must comply with the applicable labour laws in those jurisdictions. In Bahrain, the applicable law is the Labour Law for the Private Sector, Law No. 36 of 2012 and its amendments, and the Bahrain Labour Market Regulatory Authority ("LMRA") regulations. The Bahrain PDPL (Law No. 30 of 2018 and its amendments) applies to personal data of Bahrain residents; data requests should be directed to privacy@links4jobs.com. In Oman, the applicable employment law is the Labour Law, Royal Decree No. 35 of 2003 as amended by Royal Decree No. 78 of 2020; Oman's Personal Data Protection Law (Royal Decree No. 6 of 2022) applies to personal data of Oman residents. In Kuwait, the applicable employment law is the Private Sector Labour Law, Law No. 6 of 2010, as amended; Kuwait does not currently have a comprehensive data protection law, and processing of Kuwaiti residents' personal data is governed by the general principles of the Electronic Transactions Law (Law No. 20 of 2014) and applicable civil law provisions. Links4Jobs will update these Terms & Conditions as data protection legislation in these jurisdictions develops.
Employers posting positions in Egypt, Jordan, Lebanon, Morocco, or other MENA jurisdictions must comply with applicable national labour and employment law. Of particular note:
Egypt: Law No. 12 of 2003 (Labour Law) and Law No. 151 of 2020 (Personal Data Protection Law) apply. The Egyptian Personal Data Protection Law is among the most recently enacted in the region and imposes requirements broadly modelled on the EU GDPR, including data subject rights and cross-border transfer restrictions.
Jordan: The Labour Law No. 8 of 1996 (as amended) and the Personal Data Protection Law (Law No. 24 of 2023) apply. The 2023 Jordanian Personal Data Protection Law creates a data protection authority and establishes rights for data subjects broadly aligned with international standards.
Morocco: Law No. 09-08 on the protection of individuals with regard to the processing of personal data, and the General Labour Law (Labour Code, Law No. 65-99), apply. Morocco has received an EU adequacy decision for the purposes of GDPR data transfers.
Data requests from residents of other MENA jurisdictions not individually listed above should be directed to privacy@links4jobs.com. Links4Jobs will process all such requests in accordance with the applicable national law and, where no specific national law applies or where the applicable standard is unclear, in accordance with the standards of the UK GDPR as the highest applicable international standard.
Users accessing the Platform from Singapore, or employers posting positions in Singapore, are subject to the Personal Data Protection Act 2012 ("PDPA") as amended by the Personal Data Protection (Amendment) Act 2020, the Personal Data Protection Commission ("PDPC") Advisory Guidelines, the Employment Act (Cap. 91A) and its subsidiary legislation, the Employment of Foreign Manpower Act ("EFMA") (Cap. 91A), the Fair Consideration Framework ("FCF") and Tripartite Guidelines on Fair Employment Practices ("TGFEP"), the Workplace Fairness Legislation (when enacted), and applicable MOM (Ministry of Manpower) regulations.
The PDPA requires Links4Jobs to: notify individuals at or before the time of collection of personal data of the purposes for which data is collected and used; obtain consent before collecting, using, or disclosing personal data (subject to exceptions such as legitimate interests as introduced by the 2020 Amendments); comply with the Purpose Limitation, Accuracy, Retention Limitation, Transfer Limitation, and Data Protection Obligations under the PDPA; notify the PDPC and affected individuals of data breaches that result in or are likely to result in significant harm within 3 calendar days of assessing that a notifiable breach has occurred (a mandatory breach notification obligation introduced by the 2020 Amendments, effective 1 February 2021); and appoint a Data Protection Officer ("DPO") responsible for ensuring compliance with the PDPA. Singapore residents may exercise their rights of access and correction under the PDPA by contacting privacy@links4jobs.com. Complaints may be directed to the PDPC at pdpc.gov.sg.
Employers posting positions in Singapore must comply with the Employment Act (Cap. 91A), which applies to all employees in Singapore except domestic workers and seafarers; the TGFEP requirements on fair hiring, including fair advertisement of jobs and the requirement to consider Singaporeans fairly before hiring Employment Pass holders; and the FCF, which requires employers to advertise positions on the MyCareersFuture portal for at least 14 days before applying for an Employment Pass, if applicable. Job postings for Singapore positions must not discriminate on grounds of age, race, gender, religion, family status, or disability.
Users accessing the Platform from Hong Kong SAR, or employers posting positions in Hong Kong, are subject to the Personal Data (Privacy) Ordinance, Cap. 486 ("PDPO"), the Office of the Privacy Commissioner for Personal Data ("PCPD") guidelines, the Employment Ordinance, Cap. 57, the Minimum Wage Ordinance, Cap. 608, the Disability Discrimination Ordinance, Cap. 487, the Sex Discrimination Ordinance, Cap. 480, the Race Discrimination Ordinance, Cap. 602, and the Family Status Discrimination Ordinance, Cap. 527.
The PDPO establishes six Data Protection Principles ("DPPs") governing the collection, accuracy, use, security, and access rights related to personal data. Links4Jobs processes personal data of Hong Kong residents in accordance with the six DPPs. Hong Kong residents have the right to check whether Links4Jobs holds their personal data, to obtain a copy of that data, and to require Links4Jobs to correct inaccurate data. Access and correction requests should be directed to privacy@links4jobs.com. Complaints may be directed to the PCPD at pcpd.org.hk. The PDPO was amended in 2021 to address doxxing offences; Links4Jobs prohibits any use of the Platform to compile or share personal data of others for the purpose of threatening, intimidating, or harassing those persons. Employers posting positions in Hong Kong must comply with the Employment Ordinance's minimum wage, annual leave, and statutory holiday requirements, and the four equal opportunities ordinances prohibiting discrimination in the recruitment process.
Users accessing the Platform from Japan, or employers posting positions in Japan, are subject to the Act on the Protection of Personal Information ("APPI") (Act No. 57 of 2003), as substantially amended by the Act for Partial Amendment of the Act on the Protection of Personal Information (Act No. 44 of 2021) and the Enforcement Rules of the Act on the Protection of Personal Information as revised by the Personal Information Protection Commission ("PPC"); the Labour Standards Act (Act No. 49 of 1947); the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment ("Equal Employment Opportunity Act"); the Act for Securing the Proper Operation of Worker Dispatching Undertakings and Improved Working Conditions for Dispatched Workers ("Worker Dispatch Act"); the Minimum Wage Act; and the Comprehensive Anti-Discrimination Act (if enacted).
The APPI (as amended in 2021, effective April 2022) requires Links4Jobs to: notify individuals of the purposes of use of personal information at the time of or prior to collection; use personal information only within the scope of the notified purposes; obtain prior consent for the third-party provision of personal information (subject to the opt-out procedure for certain categories); implement appropriate security control measures; respond to access, correction, addition, deletion, suspension of use, and erasure requests from data subjects; and notify the PPC and affected individuals of personal data breaches resulting in significant harm within the timeframe specified in the APPI and Enforcement Rules. Japanese residents may exercise APPI data subject rights by contacting privacy@links4jobs.com. Complaints may be directed to the PPC at ppc.go.jp. Employers posting positions in Japan must comply with the Labour Standards Act (including maximum hours, minimum wage, and leave entitlements), the Equal Employment Opportunity Act (prohibiting discrimination on grounds of sex in recruitment and employment), and the Worker Dispatch Act if using temporary staffing arrangements.
Users accessing the Platform from the Republic of Korea, or employers posting positions in South Korea, are subject to the Personal Information Protection Act ("PIPA") (Act No. 10142, enacted 29 March 2011, as substantially amended by Act No. 19234 of 2023, effective 15 September 2023); the Act on Promotion of Information and Communications Network Utilization and Information Protection; the Labour Standards Act; the Equal Employment Opportunity and Work-Family Balance Assistance Act; and the Act on the Prohibition of Age Discrimination in Employment and Aged Employment Promotion.
The 2023 amendments to PIPA significantly strengthened data subject rights and introduced provisions modelled on the EU GDPR, including: mandatory data breach notification within 72 hours of awareness; a statutory right to data portability; enhanced requirements for the processing of pseudonymous information; and increased penalties for violations. Links4Jobs processes personal data of South Korean residents in accordance with PIPA, including: obtaining prior consent for the collection and use of personal information; specifying the items collected, the purpose of use, and the retention period; providing a means to exercise data subject rights; and notifying the Personal Information Protection Commission and affected individuals of data breaches. South Korean residents may exercise PIPA rights by contacting privacy@links4jobs.com. Complaints may be directed to the Personal Information Protection Commission at pipc.go.kr.
Users accessing the Platform from Malaysia, or employers posting positions in Malaysia, are subject to the Personal Data Protection Act 2010 ("PDPA 2010") (as amended by the Personal Data Protection (Amendment) Act 2024, which was gazetted in 2024 and introduces mandatory data breach notification and updated consent requirements); the Employment Act 1955 (as amended by the Employment (Amendment) Act 2022, effective 1 January 2023); the Industrial Relations Act 1967; and the Equal Opportunity (Employment) Act 1973 (if enacted; as of March 2026, Malaysia does not have a standalone equal opportunity employment law but anti-discrimination provisions exist in the Constitution and sector-specific legislation).
Malaysian residents have rights under PDPA 2010 to access and correct personal data held by Links4Jobs, subject to certain exceptions. Access and correction requests should be directed to privacy@links4jobs.com. The 2024 amendments to the PDPA introduce mandatory breach notification requirements; Links4Jobs will comply with these requirements in respect of Malaysian residents' personal data. Employers posting positions in Malaysia must comply with the Employment Act 1955 (as amended), including the extension of core employment protections to all employees regardless of wage level under the 2022 amendments, minimum wage obligations under the Minimum Wages Order (revised periodically), and maternity and paternity leave entitlements.
Users accessing the Platform from Indonesia are subject to Government Regulation No. 71 of 2019 on the Implementation of Electronic Systems and Transactions and the Personal Data Protection Law No. 27 of 2022 ("UU PDP"), Indonesia's first comprehensive personal data protection law, enacted 17 October 2022 and providing a two-year transition period. Employers posting positions in Indonesia must comply with the Manpower Act No. 13 of 2003 (as amended by Job Creation Law No. 11 of 2020 and its implementing regulations). Indonesian residents may exercise data rights under UU PDP by contacting privacy@links4jobs.com.
Users accessing the Platform from the Philippines are subject to the Data Privacy Act of 2012 (Republic Act No. 10173) and the Implementing Rules and Regulations issued by the National Privacy Commission ("NPC"). Philippine residents have rights of access, correction, erasure, objection, and portability. Employers posting positions in the Philippines must comply with the Labour Code of the Philippines (Presidential Decree No. 442, as amended) and applicable DOLE (Department of Labour and Employment) regulations. Philippine residents may exercise data rights by contacting privacy@links4jobs.com. Complaints may be directed to the NPC at privacy.gov.ph.
Users accessing the Platform from Vietnam are subject to the Personal Data Protection Decree No. 13/2023/ND-CP (effective 1 July 2023), which is Vietnam's primary personal data protection instrument pending the enactment of a comprehensive personal data protection law. Employers posting positions in Vietnam must comply with the Labour Code 2019 (Law No. 45/2019/QH14). Vietnamese residents may exercise data rights by contacting privacy@links4jobs.com.
Users accessing the Platform from Thailand are subject to the Personal Data Protection Act B.E. 2562 (2019) ("PDPA"), fully effective since 1 June 2022. Employers posting positions in Thailand must comply with the Labour Protection Act B.E. 2541 (1998) as amended. Thai residents may exercise PDPA rights by contacting privacy@links4jobs.com.
This section applies specifically to the use of the Platform in connection with the international migration of workers from countries including Pakistan, Bangladesh, Sri Lanka, Nepal, Myanmar, Cambodia, and other South and Southeast Asian sending countries to work in the GCC, other MENA countries, East Asia, Europe, or any other destination country. Links4Jobs recognises that international migrant workers are among the most vulnerable populations served by employment platforms and that the risk of exploitative and deceptive recruitment is highest in this context. This section sets out Links4Jobs' specific commitments and the obligations of employers and recruiters in connection with international migrant worker recruitment.
Employers and recruiters posting positions that are intended to attract migrant workers from South or Southeast Asia must ensure that the recruitment process complies with the emigration regulations of the relevant sending country, which typically require government clearance of overseas employment contracts and may restrict or prohibit employment in certain destination countries or industries. The relevant authorities include: in Pakistan, the Bureau of Emigration and Overseas Employment ("BEOE") and the Overseas Employment Corporation ("OEC"); in Bangladesh, the Bureau of Manpower, Employment and Training ("BMET") and Wage Earners' Welfare Board; in Sri Lanka, the Sri Lanka Bureau of Foreign Employment ("SLBFE"); in Nepal, the Department of Foreign Employment ("DOFE") under the Foreign Employment Act, 2064 (2007); in Myanmar, the Department of Labour; in the Philippines, the Philippine Overseas Employment Administration ("POEA", now the Department of Migrant Workers through the Migrant Workers Act of 2022, Republic Act No. 11641); in Indonesia, the Indonesian National Board for Placement and Protection of Indonesian Overseas Workers ("BP3MI") under the Protection of Indonesian Migrant Workers Law No. 18 of 2017. Employers who post positions on the Platform that are intended to recruit workers from these countries must hold or ensure that their appointed recruitment agency holds the required licences or accreditations from the relevant sending country authority and from the receiving country authority, and must comply with all standard employment contract requirements imposed by the sending country.
Links4Jobs categorically prohibits any job posting, employer account, or recruitment agency account that: charges recruitment fees to workers, including any fees described as placement fees, processing fees, visa fees, training fees, or any other fee charged to the worker as a condition of obtaining employment; requires workers to deposit their passports, identity documents, or other official documents with the employer or recruiter at any stage of the recruitment or employment process; offers employment contracts in a language the worker does not understand without providing a translation; misrepresents the nature of the work, the identity of the employer, the location of employment, the working conditions, the wages, the deductions, or the accommodation arrangements; offers wages below the minimum applicable in the destination country; fails to provide a written employment contract before the worker departs their home country; imposes conditions of debt bondage through advance payments, loans, or other financial arrangements that restrict the worker's freedom to leave employment; or threatens or uses any form of coercion, fraud, or deception at any stage of the recruitment process.
These prohibitions reflect the requirements of ILO Convention No. 29 (Forced Labour), the ILO Protocol of 2014 to the Forced Labour Convention, ILO Convention No. 181 (Private Employment Agencies), the ILO General Principles and Operational Guidelines for Fair Recruitment (2016), and the Dhaka Principles for the Ethical Recruitment of Migrant Workers. Employers and recruiters who violate these prohibitions will have their postings removed and their accounts permanently banned from the Platform. Links4Jobs will report evidence of such violations to relevant national and international authorities, including the ILO, relevant national labour ministries, and the UN Special Rapporteur on trafficking in persons.
Users accessing the Platform from Pakistan are subject to the Personal Data Protection Bill (currently pending enactment as of March 2026) and the existing provisions of the Prevention of Electronic Crimes Act, 2016 ("PECA") applicable to data privacy. Until a comprehensive personal data protection law is enacted, Links4Jobs processes personal data of Pakistani residents in accordance with the standards of the UK GDPR as the applicable international standard. Users from Bangladesh are subject to the Digital Security Act 2018 (Bangladesh) and, once enacted, the proposed Bangladesh Data Protection Act. Users from Sri Lanka are subject to the Personal Data Protection Act No. 9 of 2022, enacted 19 March 2022, which creates a Data Protection Authority of Sri Lanka and establishes data subject rights broadly modelled on the EU GDPR. Sri Lankan residents may exercise rights under the PDPA 2022 by contacting privacy@links4jobs.com. Users from Nepal are subject to the Privacy Act 2018 (2075 BS) and the Privacy Regulation 2020. Residents of all these countries may exercise data rights relating to personal data processed by Links4Jobs by contacting privacy@links4jobs.com.
Data protection legislation is proliferating across Africa, with over 30 African states having enacted or being in the process of enacting personal data protection laws. The African Union Convention on Cyber Security and Personal Data Protection ("Malabo Convention", adopted 27 June 2014) provides a regional framework. The following principles apply to Links4Jobs' processing of personal data of all African residents, regardless of whether their specific country has enacted a comprehensive data protection law: data must be collected for a specified, explicit, and legitimate purpose; collection must be limited to what is necessary; data subjects must be informed of the purposes of processing; data must be accurate and kept up to date; data must be kept secure against unauthorised access, disclosure, or loss; data must not be retained for longer than necessary; and data subjects have the right to access, correct, and in certain circumstances delete their personal data. Residents of all African jurisdictions may exercise data rights by contacting privacy@links4jobs.com.
Users accessing the Platform from South Africa, or employers posting positions in South Africa, are subject to the Protection of Personal Information Act, 4 of 2013 ("POPIA"), which came fully into force on 1 July 2021. POPIA is modelled on the EU Data Protection Directive (1995/46/EC) and its implementing Regulation and establishes eight conditions for lawful processing: Accountability; Processing Limitation; Purpose Specification; Further Processing Limitation; Information Quality; Openness; Security Safeguards; and Data Subject Participation. Links4Jobs processes personal data of South African residents in compliance with all eight conditions.
South African residents have the following rights under POPIA: the right to be notified of the collection of their personal information and the identity of the responsible party; the right to establish whether Links4Jobs holds their personal information; the right to request access to and correction of personal information; the right to object to the processing of personal information; the right to submit a complaint to the Information Regulator; and the right to institute civil proceedings against Links4Jobs for infringement of their rights under POPIA. Access, correction, and objection requests should be directed to privacy@links4jobs.com. Complaints may be directed to the Information Regulator at inforegulator.org.za, by email to inforeg@justice.gov.za, or by post to JD House, 27 Stiemens Street, Braamfontein, Johannesburg, 2001.
Employers posting positions in South Africa must comply with: the Labour Relations Act 66 of 1995 ("LRA") (including protections against unfair dismissal and unfair labour practices); the Basic Conditions of Employment Act 75 of 1997 ("BCEA") (setting minimum employment conditions including maximum working hours, leave entitlements, and notice periods); the Employment Equity Act 55 of 1998 ("EEA") (prohibiting unfair discrimination in employment and requiring designated employers to implement affirmative action measures); the National Minimum Wage Act 9 of 2018 (establishing the national minimum wage, adjusted annually); and the Occupational Health and Safety Act 85 of 1993. Job postings for South African positions must comply with the EEA's prohibition on discrimination on nineteen listed grounds including race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, and birth.
Users accessing the Platform from Nigeria, or employers posting positions in Nigeria, are subject to the Nigeria Data Protection Act, 2023 ("NDPA"), which was signed into law on 12 June 2023 and replaced the Nigeria Data Protection Regulation 2019 ("NDPR") as the primary data protection legislation. The NDPA established the Nigeria Data Protection Commission ("NDPC") as an independent authority responsible for regulating data protection. The NDPA applies to the processing of personal data of individuals in Nigeria and of Nigerian citizens wherever they reside, where the processing is by a controller established in Nigeria or where the processing is related to the offering of goods or services to individuals in Nigeria.
The NDPA adopts a broadly EU GDPR-aligned framework, establishing lawful bases for processing, data subject rights (including access, rectification, erasure, restriction, portability, and objection), requirements for data processing agreements, mandatory breach notification (to the NDPC within 72 hours and to affected individuals without undue delay), and cross-border transfer restrictions. Nigerian residents may exercise NDPA data rights by contacting privacy@links4jobs.com. Complaints may be directed to the NDPC at ndpc.gov.ng. Employers posting positions in Nigeria must comply with the Labour Act, Cap. L1 (as amended), the Employees' Compensation Act 2010, the Industrial Training Fund Act, and applicable state employment laws.
Users accessing the Platform from Kenya, or employers posting positions in Kenya, are subject to the Data Protection Act No. 24 of 2019, which came into force on 25 November 2019, and the Data Protection (General) Regulations 2021, the Data Protection (Compliance and Enforcement) Regulations 2021, and the Data Protection (Registration of Data Controllers and Data Processors) Regulations 2021. The Office of the Data Protection Commissioner ("ODPC") is the regulatory authority. The Data Protection Act establishes data protection principles broadly aligned with the EU GDPR, data subject rights (access, rectification, erasure, restriction, objection, portability), mandatory breach notification (to the ODPC within 72 hours and to affected data subjects), and requirements for data processing agreements. Kenyan residents may exercise data rights by contacting privacy@links4jobs.com. Complaints may be directed to the ODPC at odpc.go.ke. Employers posting positions in Kenya must comply with the Employment Act (Cap. 226), the Labour Relations Act (Cap. 234), the Work Injury Benefits Act, and the minimum wage orders published periodically by the Cabinet Secretary for Labour.
Users accessing the Platform from Egypt, or employers posting positions in Egypt, are subject to the Personal Data Protection Law No. 151 of 2020 ("Egyptian PDPL") and its executive regulations. The Egyptian PDPL is among the more recent comprehensive data protection laws in the MENA region and establishes: requirements for lawful processing; data subject rights including access, rectification, erasure, restriction, and portability; requirements for data breach notification to the Egyptian Personal Data Protection Centre ("PDPC") within 72 hours; and cross-border transfer restrictions. Egyptian residents may exercise data rights by contacting privacy@links4jobs.com. Employers posting positions in Egypt must comply with Labour Law No. 12 of 2003.
Users from Ghana are subject to the Data Protection Act, 2012 (Act 843) and the Data Protection Commission. Users from Rwanda are subject to the Law No. 058/2021 of 13/10/2021 on the Protection of Personal Data and Privacy. Users from Uganda are subject to the Data Protection and Privacy Act, 2019. Users from Tanzania are subject to the Electronic and Postal Communications Act and the Personal Data Protection Commission Act 2022 (which established the Personal Data Protection Commission). Users from Senegal are subject to the Act No. 2008-12 of 25 January 2008 on the Protection of Personal Data. Residents of all these and other African jurisdictions may exercise data rights by contacting privacy@links4jobs.com. Links4Jobs will process all such requests in accordance with applicable national law.
Latin America has a relatively mature data protection landscape, with most major economies having enacted comprehensive privacy legislation, several of which predate or are broadly equivalent to the EU GDPR. This section addresses the principal applicable laws in the largest Latin American markets.
Users accessing the Platform from Brazil, or employers posting positions in Brazil, are subject to the Lei Geral de Proteção de Dados Pessoais ("LGPD"), Law No. 13,709 of 14 August 2018, as amended by Law No. 13,853 of 8 July 2019. The LGPD is modelled on the EU GDPR and applies to any processing of personal data of individuals located in Brazil, regardless of the location of the data controller. The Autoridade Nacional de Proteção de Dados ("ANPD") is the supervisory authority established to enforce the LGPD.
The LGPD establishes: ten legal bases for processing personal data (including consent, legitimate interests, performance of a contract, compliance with legal obligations, and the protection of life); nine rights for data subjects (including access, rectification, anonymisation, portability, deletion, information about sharing, information about the possibility of denying consent and its consequences, opposition to processing, and review of automated decisions); requirements for data breach notification to the ANPD within a reasonable period (the ANPD has issued guidance suggesting 2 business days for preliminary notification) and to affected data subjects where the breach involves significant risk or harm; and cross-border transfer restrictions, permitting transfers to countries that provide an adequate level of protection or based on contractual clauses, binding corporate rules, or specific regulatory authorisation. Brazilian residents may exercise LGPD rights by contacting privacy@links4jobs.com. Complaints may be directed to the ANPD at gov.br/anpd.
Employers posting positions in Brazil must comply with the Consolidação das Leis do Trabalho ("CLT", Decree-Law No. 5,452 of 1 May 1943, as amended), Brazil's primary labour legislation, including: minimum wage requirements (adjusted annually by Presidential decree); maximum working hours (44 hours per week, 8 hours per day); paid leave entitlements (30 calendar days per year for employees with up to 5 absences); 13th salary obligations; FGTS (Fundo de Garantia do Tempo de Serviço) contributions; registration of employment in the Carteira de Trabalho e Previdência Social ("CTPS"); and anti-discrimination requirements under the CLT and the Lei de Igualdade Salarial entre Homens e Mulheres (Law No. 14,611 of 3 July 2023, which strengthened equal pay obligations and introduced salary transparency requirements for employers with 100 or more employees).
Users accessing the Platform from Argentina, or employers posting positions in Argentina, are subject to the Ley de Protección de Datos Personales ("LPDP", Law No. 25,326 of 2000) and the implementing Decree No. 1558/2001. Argentina has received a European Commission adequacy decision, meaning that transfers of EU/EEA personal data to Argentina are permitted without additional safeguards. Argentina is in the process of updating its data protection law to align more closely with the EU GDPR through the Proyecto de Ley de Protección de Datos Personales, which had been under discussion in the Argentine Congress as of March 2026. Argentine residents may exercise data rights under LPDP — including access, rectification, deletion, and confidentiality — by contacting privacy@links4jobs.com or by submitting a request to the Agencia de Acceso a la Información Pública ("AAIP") at argentina.gob.ar/aaip. Employers posting positions in Argentina must comply with the Ley de Contrato de Trabajo ("LCT", Law No. 20,744, as amended), including minimum wage requirements established by the Consejo del Salario Mínimo, Vital y Móvil, and anti-discrimination provisions under the LCT and Law No. 23,592 on Antidiscriminatory Acts.
Users accessing the Platform from Mexico, or employers posting positions in Mexico, are subject to the Ley Federal de Protección de Datos Personales en Posesión de los Particulares ("LFPDPPP", published 5 July 2010) and its implementing Reglamento (published 21 December 2011). The Instituto Nacional de Transparencia, Acceso a la Información y Protección de Datos Personales ("INAI") is the supervisory authority. The LFPDPPP requires controllers to provide an aviso de privacidad (privacy notice) at or before the time of collection of personal data, obtain consent for the collection and processing of personal data, comply with the ARCO rights (Acceso, Rectificación, Cancelación, y Oposición — access, rectification, cancellation/deletion, and opposition), implement appropriate security measures, and notify INAI and data subjects of data breaches. Mexican residents may exercise ARCO rights by contacting privacy@links4jobs.com. Complaints may be directed to INAI at inai.org.mx. Employers posting positions in Mexico must comply with the Ley Federal del Trabajo ("LFT", as amended by the labour reform of 2019, which introduced collective bargaining reforms and protections for outsourcing arrangements), minimum daily wage requirements set by the Comisión Nacional de los Salarios Mínimos ("CONASAMI"), and anti-discrimination provisions under the LFT and the Ley Federal para Prevenir y Eliminar la Discriminación.
Users from Chile are subject to the Ley sobre Protección de la Vida Privada (Law No. 19,628 of 1999) and the proposed comprehensive data protection reform bill, which was being debated in the Chilean Congress as of March 2026. Users from Colombia are subject to the Ley Estatutaria de Protección de Datos Personales ("Ley 1581 de 2012") and its implementing Decree 1377 of 2013 and subsequent regulations. The Superintendencia de Industria y Comercio ("SIC") is the supervisory authority. Users from Peru are subject to the Ley de Protección de Datos Personales (Law No. 29,733 of 2011) and its Reglamento (Supreme Decree No. 003-2013-JUS). Residents of these and other Latin American jurisdictions may exercise data rights by contacting privacy@links4jobs.com. Links4Jobs will process all such requests in accordance with applicable national law and, where no specific national law applies or where the applicable standard is unclear, in accordance with the standards of the UK GDPR.
All employers posting vacancies on the Platform, regardless of the jurisdiction in which the position is located, are required to comply with the eight ILO Core Labour Standards as codified in the ILO Declaration on Fundamental Principles and Rights at Work (adopted 18 June 1998, amended 10 June 2022). These eight standards, contained in the following ILO Conventions, are recognised as fundamental human rights in the employment context:
Links4Jobs will remove postings that on their face or by reasonable inference violate any ILO Core Labour Standard and will report credible evidence of forced labour, child labour, human trafficking, or other serious violations to the relevant national and international authorities, including the ILO, the UK's Gangmasters and Labour Abuse Authority ("GLAA"), and the relevant national labour inspectorate of the jurisdiction concerned.
Links4Jobs endorses and commits to upholding the ILO General Principles and Operational Guidelines for Fair Recruitment (2016) and the accompanying Definition of Recruitment Fees and Related Costs (2019), which together establish that: no recruitment fees or related costs should be charged to or collected from workers; work should be legal and carried out in a safe and appropriate working environment; terms and conditions of employment should be fair and clearly disclosed to the worker before recruitment; workers should be treated with dignity and respect; workers should be free to terminate their employment and leave the country of employment, subject to reasonable notice obligations; and workers' freedom of movement should not be restricted by debt bondage, retention of identity documents, or other coercive measures.
Links4Jobs endorses the Dhaka Principles for the Ethical Recruitment of Migrant Workers (2012), which were developed by the Institute for Human Rights and Business in consultation with migrant worker sending and receiving country governments, recruiters, and civil society organisations. The Dhaka Principles complement the ILO Fair Recruitment Guidelines by providing operational guidance specific to international labour migration, including the principles that: employers, not workers, should pay recruitment costs; employment contracts should be written in a language the worker understands and should be provided before departure; workers should not be required to deposit their identity documents; workers should have access to grievance mechanisms and should be free to change employer; and workers should be assisted with safe and dignified return and reintegration. Employers and recruitment agencies that use the Platform to recruit migrant workers must comply with the Dhaka Principles. Links4Jobs will remove and permanently ban from the Platform any employer or recruiter found to be operating in systematic violation of the Dhaka Principles.
Links4Jobs recognises its responsibilities under the UN Guiding Principles on Business and Human Rights ("UNGP", endorsed by the UN Human Rights Council in 2011). Under the UNGPs, businesses have a responsibility to respect human rights, which means: avoiding causing or contributing to adverse human rights impacts through their own activities; seeking to prevent or mitigate adverse human rights impacts that are directly linked to their operations, products, or services by their business relationships, even if they have not contributed to those impacts; and carrying out human rights due diligence to identify, prevent, and mitigate human rights risks. In the context of an employment platform, this means that Links4Jobs will: conduct periodic human rights risk assessments of its platform and recruitment processes; implement policies and procedures to prevent the Platform from being used to facilitate forced labour, trafficking, child labour, or other human rights violations; provide effective grievance mechanisms for individuals who believe their human rights have been adversely affected by Links4Jobs' operations; and report transparently on its human rights performance in its annual transparency report.
All payments made to Links4Jobs Limited in connection with the use of the Platform — including but not limited to fees for job postings, advertising packages, premium listings, and subscription plans — are strictly non-refundable, except where expressly required by applicable mandatory consumer protection law in the jurisdiction of the paying party. By completing a purchase or initiating payment for any Platform service, the user expressly acknowledges and accepts the non-refundable nature of such payment. Links4Jobs strongly encourages all users to review the features, terms, and specifications of any paid service before completing payment.
All fees paid for the creation, publication, or promotion of job postings on the Platform are non-refundable once the posting has been submitted and approved for live display, regardless of: (a) whether the posting attracted any applications; (b) whether the vacancy was filled; (c) whether the employer withdraws or closes the posting before the end of the purchased display period; (d) whether the content of the posting is subsequently modified or removed for non-compliance with Links4Jobs’ policies or applicable law; or (e) any other circumstance arising after submission and approval.
Where a job posting is removed by Links4Jobs for breach of these Terms or applicable law prior to the commencement of its display period (i.e., before it goes live on the Platform), Links4Jobs will, at its sole discretion, offer a credit to the employer’s account equivalent to the fee paid for that specific posting, redeemable against a future compliant posting within twelve (12) months. Such credits are not transferable, have no cash value, and will not be offered where the breach is serious, deliberate, or repeat in nature.
All fees paid for advertising products offered through the Platform — including featured employer branding, banner advertising, promoted job listings, sponsored search placements, targeted candidate outreach campaigns, and any other paid promotional product — are strictly non-refundable once a campaign or placement has been activated, whether or not the full purchased impression count, click-through target, or display duration has been achieved. This policy applies irrespective of: (a) the performance or outcome of the advertising campaign; (b) any change in the employer’s circumstances or recruitment requirements after campaign activation; (c) any error in the content of the advertisement where that error was introduced by the employer or its authorised representative; or (d) the withdrawal or suspension of the employer’s account during the campaign period for reasons attributable to the employer.
Where a Links4Jobs technical error causes a material failure in the delivery of a paid advertising placement (for example, a failure to display an advertisement during its contracted placement window due to a fault on Links4Jobs’ systems), Links4Jobs will, as its sole remedy and liability, make reasonable efforts to re-run the affected placement at no additional charge or, where re-running is not practicable, provide a pro-rata credit to the employer’s account. No monetary refund will be issued in such circumstances. Links4Jobs does not guarantee specific advertising performance metrics, impression volumes, click-through rates, or application volumes as a result of any advertising product.
Where a user or employer purchases a subscription plan providing ongoing access to Platform features (including but not limited to unlimited job postings, applicant tracking tools, candidate database access, or priority support), the following terms apply:
(a) Monthly subscriptions: fees paid for any current billing month are non-refundable upon cancellation. Cancellation takes effect at the end of the current billing cycle and the subscriber retains access to the subscribed features until that date.
(b) Annual subscriptions: fees paid for an annual subscription term are non-refundable in whole or in part, regardless of the date of cancellation during the annual term. Where a subscriber cancels an annual subscription, access to the subscribed features will continue until the end of the contracted annual period, after which the subscription will not renew.
(c) Auto-renewal: subscriptions renew automatically at the end of each billing cycle. It is the subscriber’s responsibility to cancel a subscription before the renewal date if they do not wish to be charged for the subsequent period. Fees charged on renewal are non-refundable. Links4Jobs will provide advance notice of renewal and any change in subscription fees no less than fourteen (14) days before the renewal date by email to the registered account address.
(d) Account termination: where Links4Jobs terminates a subscription account for breach of these Terms or the Main Terms, no refund of any subscription fee (whether for the current period or any unused portion of an annual term) will be payable.
Nothing in this Section 12 restricts or excludes any right to a refund that a user has under mandatory applicable law that cannot be disapplied by contract. In particular:
(a) EU/EEA consumers: the statutory 14-day right of withdrawal under Directive 2011/83/EU (as described in Section 2.9 of these Terms & Conditions) applies to contracts concluded with EU/EEA consumers, subject to the express waiver of withdrawal rights where the consumer has requested immediate performance of a digital service and the service has been fully performed.
(b) Indian consumers: refund rights available to Indian consumers under the Consumer Protection Act, 2019 and the Consumer Protection (E-Commerce) Rules, 2020 are not affected by this Section.
(c) Australian consumers: refund rights available under the Australian Consumer Law (Schedule 2 to the Competition and Consumer Act 2010 (Cth)) in respect of major failures to supply services in conformity with consumer guarantees are not excluded or limited by this Section.
(d) All other jurisdictions: to the extent that any mandatory provision of applicable national consumer law grants a user the right to a refund that cannot be waived by contract, such right is unaffected by this Section 12.
Refund requests on the basis of mandatory statutory rights should be directed to support@links4jobs.com with the subject line “Refund Request — [nature of request]” and will be assessed on a case-by-case basis. All other requests for refunds will be declined in accordance with this Section 12.
The copyright subsisting in original works created by users of the Platform and submitted as content — including CVs, job descriptions, company profiles, and written reviews — is protected not only under the Copyright, Designs and Patents Act 1988 (UK) but also under international copyright law. The Platform operates in countries that are signatories to the Berne Convention for the Protection of Literary and Artistic Works (1886, as revised), which requires each signatory state to recognise copyright protection for works originating in other Berne Union countries without the need for registration or other formalities. The principal implications for users of the Platform are: copyright in your original content subsists from the moment of creation; no registration is required in any Berne Union country (currently 181 member states) for your copyright to be recognised; copyright protection is automatic and will be recognised internationally; and the minimum term of copyright protection under the Berne Convention is the life of the author plus 50 years (many states, including the UK, EU member states, the US, and Australia, provide for life plus 70 years).
The Agreement on Trade-Related Aspects of Intellectual Property Rights ("TRIPS Agreement", Annex 1C to the Marrakesh Agreement Establishing the World Trade Organisation, 1994) supplements the Berne Convention by incorporating minimum intellectual property standards into the international trade framework. TRIPS requires all WTO member states (currently 166 members) to provide protection for copyright, trademarks, geographical indications, industrial designs, patents, layout-designs of integrated circuits, undisclosed information, and the control of anti-competitive practices in contractual licences. Links4Jobs' intellectual property rights in the Platform — including software, database rights, trade marks, and compilation rights — are protected under UK and international law incorporating the TRIPS Agreement. Users who infringe Links4Jobs' intellectual property rights may be subject to claims in any jurisdiction in which they operate.
In addition to copyright in individual works, the Platform as a whole (including its databases of job postings, candidate profiles, and employer profiles) may qualify for protection as a database under the Copyright and Rights in Databases Regulations 1997 (SI 1997/3032) implementing Council Directive 96/9/EC on the legal protection of databases. The database right protects against extraction or reutilisation of a substantial part of the contents of a database without authorisation. Users may not systematically extract or reutilise any substantial part of the Platform's content, whether in the UK or internationally, without Links4Jobs' express written consent.
For all data protection, regulatory, and legal matters relating to any jurisdiction covered by these Terms & Conditions, please contact Links4Jobs at the following addresses:
General legal and compliance: legal@links4jobs.com | Links4Jobs Limited, 4 Colwall Road, Liverpool, L33 5XJ, United Kingdom
Data protection and privacy (all jurisdictions): privacy@links4jobs.com
EU/EEA — Data protection, DSA compliance: legal@links4jobs.com (EU representative to be appointed — details to follow at links4jobs.com/eu-representative)
India — Grievance Officer (IT Act / DPDP Act): legal@links4jobs.com | Subject: "India Grievance — [nature]"
DSA content moderation complaints (EU/EEA): support@links4jobs.com | Subject: "DSA Content Moderation Complaint"
Illegal content reports (EU/EEA): legal@links4jobs.com | Subject: "DSA Illegal Content Report"
Ethical recruitment violations / ILO complaints: legal@links4jobs.com | Subject: "Ethical Recruitment Report"
Accessibility: accessibility@links4jobs.com
Security incidents: security@links4jobs.com
The following regulatory authorities have jurisdiction over relevant aspects of Links4Jobs' operations in the territories indicated. This list is not exhaustive but identifies the principal authorities to which users may direct complaints:
United Kingdom: Information Commissioner's Office (ico.org.uk); Ofcom (ofcom.org.uk, Online Safety Act); ACAS (acas.org.uk, employment); Equality and Human Rights Commission (equalityhumanrights.com)
European Union / EEA: National supervisory authority in your Member State of habitual residence (full list at edpb.europa.eu); Digital Services Coordinator in your Member State; European Commission (for DSA matters)
India: Data Protection Board of India (dpdboard.gov.in, once operational); Ministry of Electronics and Information Technology (meity.gov.in); National Consumer Helpline (1800-11-4000)
United States: Federal Trade Commission (ftc.gov); California Privacy Protection Agency (cppa.ca.gov); EEOC (eeoc.gov, employment discrimination)
Australia: Office of the Australian Information Commissioner (oaic.gov.au); Australian Communications and Media Authority (acma.gov.au, spam)
Canada: Office of the Privacy Commissioner of Canada (priv.gc.ca); Commission d'accès à l'information (cai.gouv.qc.ca, Quebec)
UAE: UAE Data Office (dataoffice.ae); Ministry of Human Resources and Emiratisation (mohre.gov.ae)
Saudi Arabia: Saudi Data and Artificial Intelligence Authority — SDAIA (sdaia.gov.sa)
Singapore: Personal Data Protection Commission (pdpc.gov.sg)
Japan: Personal Information Protection Commission (ppc.go.jp)
South Korea: Personal Information Protection Commission (pipc.go.kr)
Philippines: National Privacy Commission (privacy.gov.ph)
South Africa: Information Regulator (inforegulator.org.za)
Nigeria: Nigeria Data Protection Commission (ndpc.gov.ng)
Kenya: Office of the Data Protection Commissioner (odpc.go.ke)
Brazil: Autoridade Nacional de Proteção de Dados — ANPD (gov.br/anpd)
New Zealand: Privacy Commissioner (privacy.org.nz)
These Terms & Conditions are governed by the laws of England and Wales, without prejudice to mandatory consumer and data protection rights that apply in the jurisdiction of habitual residence of the relevant user. Where these Terms & Conditions are in conflict with mandatory local law in the relevant jurisdiction, local mandatory law shall prevail.
Last Updated:19 May 2026 | Version 1.0 | Links4Jobs Limited
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