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Recruiters and employment brokers approach to assuring ethical and sustainable work practices

Recruitment and employment brokering agencies, and HR recruitment personnel have a duty of care to ensure that their clients have ethical and sustainable work practices.

If you work in a recruitment or worker placement function or role, you should be mindful of potential labour rights risks when placing a candidate (prospective worker) with a client (business or organisation requiring workers). 

Placing a worker in a workplace that has unlawful and/or unfair work practices may affect your reputation or the reputation of your agency. This can affect your and your agencies’ ability to attract both clients and candidates in the future. It can also seriously harm the welfare of the worker, and potentially result in the worker leaving the position prematurely. 

You should take reasonable steps to ensure that your candidate is placed in to a workplace that treats its workers fairly. Please note:

  • It is not in your candidate’s best interest to be placed in a work place which has unfair or illegal work practices, and where they do not receive their legal rights and entitlements.
  • Placing a worker in to such an organisation, either on a contract or on as an employee, may contribute to poor practices continuing.
  • You need to be able to make sure that the workplace you are putting a worker forward for is fair and complies with employment standards. This will protect your reputation and the workers wellbeing. 

You should undertake due diligence on any employer before placing any workers with them. This should be incorporated into the systems and processes of your agency.

Employment due diligence questions for recruiters

Page last revised: 09 September 2020

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