Registration Cover Summary

Agency Worker:

Date:

Job Role:

Specifications:

Registration Notes

What would you consider to be your main roles in Education (first choice)?:

What SEND (Special Educational Needs & Disabilities) are you comfortable working with?:

Which subjects do you have experience teaching?:

How do you travel to work and far are you willing to travel?:

Are there any schools you would not work at?:

Registration Checklist

Y : Photo 
Y : CV
Y : ID 1 (Driving License)
    : ID 2
    : POA 1 (within 3 months) Bank Statement/Utility Bill
    : POA 2 (within 3 months)
    : Proof of NI
Y : Right to Work
    : Payroll Docs
Y : DBS
    : DBS Update Check
    : DBS Application Form
Y : Teacher Reference Number
Y : Application Form
    : Safeguarding Training
    : Childcare Disqualification
    : GDPR Consent Form
Y : Qualifications

All Documents with a ‘Y’ in the box are mandatory fields that need to be attached to an email and sent across before the registration process can go any further.

Terms of Engagement for Agency Workers (contract for services)
1. THE CONTRACT
1.1. These terms of business and the attached Schedule(s) (“the Terms”) constitute the contract between the Agency and the Client for the Introduction of permanent or contract staff (to be engaged directly by the Client) and are deemed to be accepted by the Client by virtue of an Introduction or the engagement of a Candidate, or the passing by the Client of any information about a Candidate to any third party following an Introduction.
1.2. These Terms contain the entire agreement between the parties and unless otherwise agreed in writing by a director of the Agency, these Terms prevail over any other terms of business or purchase conditions(or similar) put forward by the Client.
1.3. No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between a director of the Agency and the Client and are set out in writing and a copy of the varied terms is given to the Client stating the date on or after which such varied terms shall apply.
1.4. The Agency acts as an employment agency (as defined in Section 13(2) of the Employment Agencies Act 1973) when Introducing Candidates to the Client for direct Engagement by that client.

2. ASSIGNMENTS AND INFORMATION TO BE PROVIDED
2.1. The Employment Business will endeavour to obtain suitable Assignments for the Agency Worker to perform the agreed Type of Work. The Agency Worker shall not be obliged to accept any Assignment offered by the Employment Business.
2.2. The Agency Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is ava ilable and agrees that:
2.2.1. the suitability of the work to be offered shall be determined solely by the Employment Business; and
2.2.2. the Employment Business shall incur no liability to the Agency Worker should it fail to offer Assignments of the Type of Work or any other work to the Agency Worker.
2.3. At the same time as an Assignment is offered to the Agency Worker the Employment Business shall provide the Agency Worker with an Assignment Details Form setting out the following:
2.3.1. the identity of the Hirer, and if applicable the nature of their business.
2.3.2. the date the Assignment is to commence and the duration or likely duration of Assignment.
2.3.3. the Type of Work, location and hours during which the Agency Worker would be required to work.
2.3.4. the Actual Rate of Pay that will be paid and any expenses payable by or to the Agency Worker.
2.3.5. any risks to health and safety known to the Hirer in relation to the Assignment and the steps the Hirer has taken to prevent or control such risks; and
2.3.6. what experience, training, qualifications and any authorisation required by law or a professional body the Hirer considers necessary or which are required by law to work in the Assignment.
2.4. Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any Public or Bank Holiday) following save where:
2.4.1. the Agency Worker is being offered an Assignment in the same position as one in which the Agency Worker has previously been supplied within the previous 5 business days and such information has already been given to the Agency Worker and remains unchanged: or
2.4.2. subject to clause 2.5, the Assignment is intended to last for 5 consecutive business days or less and such information has previously been given to the Agency Worker before and remains unchanged, the Employment Business needs only to provide written confirmation of the identity of the Hirer and the likely duration of the Assignment.
2.5. Where the provisions of clause 2.4.2 are met but the Assignment extends beyond the intended 5 consecutive business day period, the Employment Business shall provide such information set out in clause 2.3 to the Agency Worker in paper or electronic form within 8 days of the start of the Assignment.
2.6. For the purpose of calculating the average number of weekly hours worked by the Agency Worker on an Assignment for the purpos es of the WTR, the start date for the relevant averaging period shall be the date on which the Agency Worker commences the First Assignment.
2.7. If, before or during an Assignment or during the Relevant Period, the Hirer wishes to Engage the Agency Worker directly or through another employment business, the Agency Worker acknowledges that the Employment Business will be entitled either to charge the Hirer a Transfer Fee or to agree a Period of Extended Hire with the Hirer at the end of which the Agency Worker may be Engaged directly by the Hirer or through another employment business without further charge to the Hirer. In addition the Employment Business will be entitled to charge a Transfer Fee to the Hirer if the Hirer introduces the Agency Worker to a third party (other than another employment business) who subsequently Engages the Agency Worker, directly or indirectly, before or during an Assignment or within the Relevant Period.
2.8. If
if the Agency Worker is entitled to any terms and conditions relating to the duration of working time, night work, rest periods and/or rest breaks under the AWR which are different and preferential to rights and entitlements relating to the same under the WTR, any such terms and conditions will be as set out in the relevant Assignment Details Form or any variation
to the relevant Assignment Details Form (as appropriate).
3. AGENCY WORKER’S OBLIGATIONS
3.1. The Agency Worker is not obliged to accept any Assignment offered by the Employment Business but if the Agency Worker does ac cept an Assignment, during every Assignment and afterwards where appropriate, s/he will:
3.1.1. co-operate with the Hirer’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Hirer’s organisation.
the Agency Worker has completed the Qualifying Period on the start date of the relevant Assignment or following completion of the
Qualifying Period during the relevant Assignment, and

3.1.2. observe any relevant rules and regulations of the Hirer’s establishment (including normal hours of work) to which attention has been drawn or which the Agency Worker might reasonably be expected to ascertain.
3.1.3. take all reasonable steps to safeguard his or her own health and safety and that of any other person who may be present or be affected by his or her actions on the Assignment and comply with the Health and Safety policies and procedures of the Hirer;
3.1.4. not engage in any conduct detrimental to the interests of the Employment Business and/ or Hirer which includes any conduct which could bring the Employment Business and/or the Hirer into disrepute and/or which results in the loss of custom or business by either the Employment Business or the Hirer;
3.1.5. not commit any act or omission constituting unlawful discrimination against or harassment of any member of the Employment Business' or the Hirer's staff.
3.1.6. not at any time divulge to any person, nor use for his or her own or any other person’s benefit, any Confidential Information relating to the Hirer’s or the Employment Business’ employees, business affairs, transactions or finances.
3.1.7. on completion of the Assignment or at any time when requested by the Hirer or the Employment Business, return to the Hirer or where appropriate, to the Employment Business, any Hirer property or items provided to the Agency Worker in connection with or for the purpose of the Assignment, including, but not limited to any equipment, materials, documents, swipe cards or ID cards, uniforms, personal protective equipment or clothing.
3.2. If the Agency Worker accepts any Assignment offered by the Employment Business, as soon as possible prior to the commencement of each such Assignment and during each Assignment (as appropriate) and at any time at the Employment Business' request, the Agency Worker undertakes to:
3.2.1. inform the Employment Business of any Calendar Weeks prior to the date of commencement of the relevant Assignment and/or during the relevant Assignment in which the Agency Worker has worked in the same or a similar role with the relevant Hirer via any third party and which the Agency Worker believes count or may count toward the Qualifying Period.
3.2.2. provide the Employment Business with all the details of such work, including (without limitation) details of where, when and the period(s) during which such work was undertaken, and any other details requested by the Employment Business; and
3.2.3. inform the Employment Business if s/he has prior to the date of commencement of the relevant Assignment and/or during the relevant Assignment carried out work which could be deemed to count toward the Qualifying Period for the relevant Assignment in accordance with Regulation 9 of the AWR because s/he has:
3.2.3.1. 3.2.3.2.
3.2.3.3.
completed two or more assignments with the Hirer.
completed at least one assignment with the Hirer and one or more earlier assignments with any member of the Hirer's Group; and/or
worked in more than two roles during an assignment with the Hirer and on at least two occasions worked in a role that was not the same role as the previous role.
3.3. If the Agency Worker is unable for any reason to attend work during the course of an Assignment s/he should inform the Employ ment Business within 1 hour of the commencement of the Assignment or shift. In the event that it is not possible to inform the Employment Business within these timescales, the Agency Worker should alternatively inform the Hirer and then the Employment Business as soon as possible.
3.4. If, either before or during the course of an Assignment, the Agency Worker becomes aware of any reason why s/he may not be suitable for an Assignment, s/he shall notify the Employment Business without delay.
3.5. The Agency Worker warrants that in relation to these Terms, s/he shall comply strictly with all provisions applicable to him/her under the Data Protection Laws and shall not do or permit to be done anything which might cause the Employment Business or the Hirer to breach any Data Protection Laws.
3.6. The Agency Worker acknowledges that any breach of his/her obligations set out in these Terms may cause the Employment Business to suffer loss and that the Employment Business reserves the right to recover such losses from the Agency Worker.
4. TIMESHEETS
4.1.
4.2. 4.3.
At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of 1 week or less or is completed before the end of a week) the Agency Worker shall deliver to the Employment Business a timesheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Hirer.
Subject to clause 4.3 the Employment Business shall pay the Agency Worker for all hours worked regardless of whether the Employment Business has received payment from the Hirer for those hours.
Where the Agency Worker fails to submit a properly authenticated timesheet the Employment Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Agency Worker and the reasons that the Hirer has refused to sign a timesheet in respect

of those hours. This may delay any payment due to the Agency Worker. The Employment Business shall make no payment to the Agency Worker for hours not worked.
4.4. For the avoidance of doubt and for the purposes of the WTR, the Agency Worker’s working time shall only consist of those periods during which s/he is carrying out activities or duties for the Hirer as part of the Assignment. Time spent travelling to the Hirer’s premises (apart from time spent travelling between two or more premises of the Hirer), lunch breaks and other rest breaks shall not count as part of the Agency Worker’s working time for these purposes. This clause 4.4 is subject to any variation set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form which the Employment Business may make for the purpose of compliance with the AWR.
5. PAY AND DEDUCTIONS
5.1. For each Assignment the Employment Business shall pay to the Agency Worker the Hourly Rate. The Actual Rate of Pay will be notified on a per Assignment basis and set out in the relevant Assignment Details Form.
5.2. If the Agency Worker has completed the Qualifying Period on the start of the relevant Assignment or following completion of the Qualifying Period during the relevant Assignment, the Employment Business shall pay to the Agency Worker the Actual QP Rate of Pay which will be notified on a per Assignment basis and set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form.
5.3. The Hourly Rate, Actual Pay of Rate or Actual QP Rate of Pay, as applicable, will be paid weekly in arrears, subject to any Deductions and or Agreed Deductions, together with any agreed Emoluments.
5.4. Subject to any statutory entitlement under the relevant legislation referred to in clauses 6 (Annual leave) and 7 (Sickness absence) below and any other statutory entitlement, the Agency Worker is not entitled to receive payment from the Employment Business or the Hirer for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.
5.5. Subject to compliance with Regulation 12 of the Conduct Regulations the Employment Business reserves the right in its absolute discretion to deduct from the Agency Worker’s pay any sums which s/he may owe the Employment Business including, without limitation, any overpayments or loans made to the Agency Worker by the Employment Business or any losses suffered by the Employment Business as a result of his/her negligence or breach of either the Employment Business’s or the Hirer’s rules.
5.6. If the Employment Business provides any equipment or clothing to the Agency Worker to be used in the course of an Assignment with the Hirer, the Agency Worker must take reasonable care of the equipment or clothing. Furthermore, the Agency Worker must return any equipment or clothing to the Employment Business upon termination of the Terms or within 3 days of a request from the Employment Business. In the event that the Agency Worker does not comply with the obligations set out in this clause, the Employment Business reserves the right to deduct the cost of replacement equipment or clothing from any sums owed to the Agency Worker. The question of wh ether the Agency Worker has taken reasonable care of the equipment or clothing will be solely assessed by the Employment Business’s reasonable judgement.
5.7. Where the Agency Worker holds a valid A1, E101 or E102 Certificate confirming coverage by a social security scheme in a Member State other than the UK, the Agency Worker must declare this to the Employment Business and produce the Certificate. In such cases the Employment Business shall not deduct Class 1 National Insurance Contributions from the Actual Rate of Pay or the Actual QP Rate of Pay (where applicable) but it shall be the responsibility of the Agency Worker to pay such social fee contributions as may be applicable in the Member State concerned. In the event that the Agency Worker fails to pay such contributions and the Employment Business is required to pay contributions either in the UK or the Member State concerned, the Agency Worker undertakes to indemnify the Employment Business and the Employment Business shall be entitled to deduct the amount paid in contributions from any sums owed to the Agency Worker.
6. ANNUAL LEAVE
6.1. The Agency Worker is entitled to paid annual leave according to the statutory minimum as provided by the WTR from time to time. The current statutory entitlement to paid annual leave under the WTR is 5.6 weeks.
6.2. Entitlement to payment for annual leave under clause 6.1 accrues in proportion to the amount of time worked by the Agency Worker on Assignment during the Leave Year.
6.3. Under the AWR, on completion of the Qualifying Period the Agency Worker may be entitled to paid and/or unpaid annual leave in addition to the Agency Worker's entitlement to paid annual leave under the WTR and in accordance with clauses 6.1 and 6.2. If this is the case, any such entitlement(s), the date from which any such entitlement(s) will commence and how payment for such entitleme nt(s) accrues will be as set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form.
6.4. All annual leave must be taken during the course of the Leave Year in which it accrues and, save as may be set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form, none may be carried forward to the next year. The Agency Worker is responsible for ensuring that all paid annual leave is requested and taken within the Leave Year.
6.5. If the Agency Worker wishes to take paid annual leave during the course of an Assignment s/he should notify the Employment Bu siness of the dates of his/her intended absence giving notice of at least twice the length of the period of annual leave that s/he wishes to take. In certain circumstances the Employment Business may require the Agency Worker to take paid annual leave at specific times or notify the Agency Worker of periods when paid annual leave cannot be taken. Where the Agency Worker has given notice of a request to tak e paid annual leave in accordance with this clause, the Employment Business may give counter-notice to the Agency Worker to postpone or reduce

the amount of leave that the Agency Worker wishes to take. In such circumstances the Employment Business will inform the Agency Worker in writing giving at least the same length of notice as the period of leave that it wishes to postpone or reduce it by.
6.6. Subject to clause 6.3, the amount of payment which the Agency Worker will receive in respect of periods of annual leave taken during the course of an Assignment will be calculated in accordance with and paid in proportion to the number of hours which the Agency Worker has worked on Assignment.
6.7. Subject to clause 6.3, in the course of any Assignment during the first Leave Year, the Agency Worker is entitled to request leave at the rate of one-twelfth of the Agency Worker’s total holiday entitlement in each month of the leave year.
6.8. Save where this clause is amended by the Assignment Details Form, where a bank holiday or other public holiday falls during an Assignment and the Agency Worker does not work on that day, then subject to the Agency Worker having accrued entitlement to payment for leave in accordance with clause 6.2 or clause 6.3 (if applicable), the Agency Worker may, upon giving the notice in clause 6.5, take a bank holiday or other public holiday as part of his/her paid annual leave entitlement.
6.9. Where these Terms are terminated by either party, the Agency Worker shall repay to the Employment Business an amount in respect of any holiday periods taken in excess of the holiday entitlement for that year and the Agency Worker hereby authorises the Employment Business to take repayment of such monies by way of deduction from any final payment owed to the Agency Worker.
7. SICKNESS ABSENCE
7.1. 7.2.
7.3. 7.4.
7.5.
The Agency Worker may be eligible for Statutory Sick Pay provided that s/he meets the relevant statutory criteria.
The Agency Worker is required to provide the Employment Business with evidence of incapacity to work which may be by way of a self- certificate for the first 7 days of incapacity and a doctor’s certificate thereafter.
For the purposes of the Statutory Sick Pay scheme there is one qualifying day per week during the course of an Assignment and that qualifying day shall be the Wednesday in every week.
In the event that the Agency Worker submits a Statement of Fitness for Work (“the Statement”) or similar medical evidence, which indicates that the Agency Worker may, subject to certain conditions, be fit to work/return to work, the Employment Business will in its absolute discretion determine whether the Agency Worker will be (a) placed in a new Assignment or (b) permitted to continue in an ongoing Assignment. In making such determination the Employment Business may consult with the Hirer and the Agency Worker as appropriate to assess whether the conditions identified in the Statement or similar documentation can be satisfied for the duration of the Assignment.
Where clause 7.4 applies, the Agency Worker’s placement in a new Assignment or continuation in an ongoing Assignment may be subject to the Agency Worker agreeing to a variation of the Terms or the assignment details set out in the Assignment Details Form to accommodate any conditions identified in the Statement or other similar medical evidence as is appropriate.
8. TERMINATION
8.1. Any of the Employment Business, the Agency Worker or the Hirer may terminate the Agency Worker’s Assignment at any time without prior notice or liability.
8.2. The Agency Worker acknowledges that the continuation of an Assignment is subject to and conditioned by the continuation of the contract entered into between the Employment Business and the Hirer. In the event that the contract between the Employment Business and the Hirer is terminated for any reason the Assignment shall cease with immediate effect without liability to the Agency Worker (save for payment for hours worked by the Agency Worker up to the date of termination of the Assignment).
8.3. If the Agency Worker does not inform the Hirer or the Employment Business that they are unable to attend work during the course of an Assignment (as required in clause 3.3) this will be treated as termination of the Assignment by the Agency Worker in accordance with clause 8.1, unless the Agency Worker can show that exceptional circumstances prevented him or her from complying with clause 3.3.
8.4. If the Agency Worker is absent during the course of an Assignment and the Assignment has not been otherwise terminated under clauses 8.1 or 8.3 above the Employment Business will be entitled to terminate the Assignment in accordance with clause 8.1 if the work to which the Agency Worker was assigned is no longer available.
8.5. If the Agency Worker does not report to the Employment Business to notify his/her availability for work for a period of 3 weeks, this contract for services will automatically terminate and the Employment Business will forward his/her P45 to his/her last known address.

9. INTELLECTUAL PROPERTY RIGHTS
The Agency Worker acknowledges that all copyright, trademarks, patents and other intellectual property rights deriving from services carried out by him/her for the Hirer during the Assignment shall belong to the Hirer. Accordingly, the Agency Worker shall execute all such documents and do all such acts as the Employment Business shall from time to time require in order to give effect to its rights pursuant to this clause.
10. CONFIDENTIALITY
10.1. In order to protect the confidentiality and trade secrets of any Hirer and the Employment Business and without prejudice to every other duty to keep secret all information given to it or gained in confidence the Agency Worker agrees as follows:
10.1.1. not at any time, whether during or after an Assignment (unless expressly so authorised by the Hirer or the Employment Business as a necessary part of the performance of its duties) to disclose to any person or to make use of any of the trade secrets or the Confidential Information of the Hirer or the Employment Business with the exception of information already in the public domain;
10.1.2. to deliver up to the Hirer or the Employment Business (as directed) at the end of each Assignment all documents and other materials belonging to the Hirer (and all copies) which are in its possession including documents and other materials created by him/her during the course of the Assignment; and
10.1.3. not at any time to make any copy, abstract, summary or précis of the whole or any part of any document or other material belonging to the Hirer except when required to do so in the course of its duties under an Assignment in which event any such item shall belong to the Hirer or the Employment Business as appropriate.
11. DATA PROTECTION
The Agency Worker acknowledges that the Employment Business must process personal data about him/her in order to properly fulfil its obligations under these Terms and as otherwise required by law in relation to his/ her engagement in accordance with the Data Protection Laws. Such process ing will principally be for personnel, administrative and payroll purposes.
12. SEVERABILITY
If any of the provisions of these Terms shall be determined by any competent authority to be unenforceable to any extent, such provision shall, to that extent, be severed from the remaining Terms, which shall continue to be valid to the fullest extent permitted by applicable laws.
13. NOTICES
All notices which are required to be given in accordance with these Terms shall be in writing and may be delivered personally or by first class prepaid post to the registered office of the party upon whom the notice is to be served or any other address that the party has notified the other party in writing, including by email or facsimile transmission. Any such notice shall be deemed to have been served: if by hand when delivered; if by first class post 48 hours following posting; and if by email or facsimile transmission, when that email or facsimile is sent.
14. RIGHTS OF THIRD PARTIES
None of the provisions of these Terms are intended to be for the benefit of or enforceable by third parties and the operation of the Contracts (Rights of Third Parties) Act 1999 is excluded.
15. GOVERNING LAW AND JURISDICTION
These Terms are governed by the law of England & Wales/Scotland/Northern Ireland and are subject to the exclusive jurisdiction of the Courts of England & Wales/Scotland/Northern Ireland.

1. Equal opportunities
Niche Education Ltd shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Niche Education Ltd will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy.
2. Candidate/ temporary worker and intermediary details Temporary Worker Details
• Name (first and last names are mandatory, middle names are optional)
• Home address and postcode

• National Insurance number
• Telephone number
• Email address
• Date of Birth
• Identity check
• Detail the documents seen to confirm the candidate’s/ temporary worker’s
identity
• Right to work check
Do you have immigration permission to work in the UK?
• In line with Home Office guidance on the prevention of illegal working we will
need to verify and take a copy of your original ID documentation as evidence of your right to work in the UK if you are to be engaged by Niche Education Ltd for temporary work.
• Teacher Reference Number
Yes/ No
If permission is restricted, note any restrictions.
Criminal record disclosure
We are asking you to complete this form in relation to job roles which are not exempt from the Rehabilitation of Offenders Act 1974. For this reason, you are only required to disclose information about
unspent convictions. You are not required to disclose spent convictions on this form.
Additionally, you are not required to declare any information about ‘protected’ offences – (offences to which the filtering rules apply).
If you wish to be put forward for/if any role is identified which may be suitable for you but which is exempt from the Rehabilitation of Offenders Act 1974, meaning that you are required to disclose spent convictions, we will ask you to complete an additional criminal disclosure form. You are not required complete that additional form if you do not wish to be put forward for that type of work.
Information required Details
Do you have any unspent criminal convictions? Yes / no
Data Protection Statement
Niche Education Ltd provides work-finding services to its clients and work-seekers. We must process personal data (including sensitive personal data) so that we can provide these services – in doing so, we act as a data controller. This is why we have asked for your personal data on this form. When we process your personal data, we must do so in accordance with data protection laws. Those laws require us to give you a Privacy Statement to explain how we manage your personal data. Please see our Privacy Statement.
Data protection
In this document we explain how Niche Education Ltd manages your personal data.
Collection and use of personal data
a. Purpose of processing and legal basis
Niche Education Ltd will collect your personal data (which may include sensitive personal data) and will process your personal data for the purposes of providing you with work-finding services. This includes for example, contacting you about job opportunities, assessing your suitability for those opportunities, updating our databases, putting you forward for job opportunities, arranging payments to you and developing and managing our services and relationship with you and our clients.
In some cases we may be required to use your data for the purpose of investigating, reporting and detecting crime and also to comply with laws that apply to us. We may also use your information during the course of internal audits to demonstrate our compliance with certain industry standards.
The legal bases we rely upon to offer these services to you are:
• • • •
b.
Your consent
Where we have a legitimate interest
To comply with a legal obligation that we have
To fulfil a contractual obligation that we have with you
Legitimate interest
This is where Niche Education Ltd has a legitimate reason to process your data provided it is reasonable and does not go against what you would reasonably expect from us. Where Niche Education Ltd has relied on a legitimate interest to process your personal data our legitimate interests is/are as follows:
• This information is required for the purposes of reporting under the Income Tax (Pay as you Earn) (Amendment No. 2) Regulations 2015 (“ITEPA reporting”). This information is required for the purposes of reporting under the Income Tax (Pay as you Earn) (Amendment No. 2) Regulations 2015 (“ITEPA reporting”).
c. Recipient/s of data
Niche Education Ltd will process your personal data and/or sensitive personal data with the following recipients: These can include for example:

• Clients that you introduce or supply individuals to.
• Candidates’ former or prospective new employers that you obtain or provide references to
• The Recruitment and Employment Confederation
• Any other third parties who carry out audits to ensure that we run business correctly.
• Our insurers
• Our legal advisers
• Social networks
• Our IT and CRM providers
• Any public information sources and third-party organisations that you may use to carry out suitability checks on work-seekers
• Government, law enforcement agencies and other regulators e.g the Police, Home Office, HMRC, Employment Agencies Standards Inspectorate (EASI), Local Authority Designated Officers (LADOs),
GLAA,
• Any other organisations an individual asks you to share their data with. Please note that this is not
d. Statutory/contractual requirement
Your personal data is required by law and/or a contractual requirement (e.g. our client may require this personal data), and/or a requirement necessary to enter into a contract. You are obliged to provide the personal data and if you do not the consequences of failure to provide the data are:
1. Data Retention
Niche Education Ltd will retain your personal data only for as long as is necessary for the purpose we collect it. Different laws may also require us to keep different data for different periods of time.
The Conduct of Employment Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year from (a) the date of their creation or (b) after the date on which we last provide you with work-finding services.
2. Your rights
Please be aware that you have the following data protection rights:
• The right to be informed about the personal data Niche Education Ltd processes on you.
• The right of access to the personal data Niche Educationl Ltd processes on you.
• The right to rectification of your personal data.
• The right to erasure of your personal data in certain circumstances.
• The right to restrict processing of your personal data.
• The right to data portability in certain circumstances.
• The right to object to the processing of your personal data that was based on a public or legitimate interest.
• The right not to be subjected to automated decision making and profiling; and
• The right to withdraw consent at any time.
Where you have consented to Niche Education Ltd processing your personal data you have the right to withdraw that consent at any time by contacting us.
There may be circumstances where Niche Education Ltd will still need to process your data for legal or official reasons. We will inform you if this is the case. Where this is the case, we will restrict the data
to only what is necessary for the purpose of meeting those specific reasons.
If you believe that any of your data that Niche Education Ltd processes is incorrect or incomplete, please contact us using the details above and we will take reasonable steps to check its accuracy and correct it where necessary.
You can also contact us using the above details if you want us to restrict the type or amount of data, we process for you, access your personal data or exercise any of the other rights listed above.
Complaints or queries
If you wish to complain about this privacy notice or any of the procedures set out in it, please contact jae@niche-education.com
You also have the right to raise concerns with Information Commissioner’s Office on 0303 123 1113 or at https://ico.org.uk/concerns/, or any other relevant supervisory authority should your personal data be processed outside of the UK, if you believe that your data protection rights have not been adhered to.
If, during the course of a temporary assignment, the Client wishes to employ me direct, I acknowledge that Niche Education Ltd will be entitled either to charge the client an introduction/transfer fee, or to agree an extension of the hiring period with the Client (after which I may be employed by the Client without further charge being applicable to the Client).
Signed by candidate / temporary worker:
.......................................................................................... Date: ..........................................................................................
CHILDCARE DISQUALIFICATION DECLARATION
Anyone who satisfies the definition of a disqualified person under the Regulations is prohibited from working in connection with any early years care, childcare for children in later years, i.e. below the age of 8, or from being directly involved in the management of such provision, unless they have applied for ad been granted a waiver from Ofsted.
Therefore, Niche Education LTD is required to ask all workers to make a declaration about whether they are a disqualified person under the regulations. A person may be disqualified under the regulations because:
- they have certain orders, directions or restrictions placed upon the, in relation to children or childcare
- they have been cautioned or convicted of certain offences
- a disqualified person lives or works in their household
Before completing the declaration it is advisable that you read the description of the circumstances that could mean that you are a ‘Dis-Qualified Person’ on the department of education website
https://www.gove.uk/government/publications/keeping-children-safe-in-education-2

Please complete the below checklist, confirming if any of the statements are applicable to you:
Section 1
Have any orders or other determinations related to childcare been made in respect of you - Yes / No
Have any orders or other determinations related to childcare been made in respect of a child in your care - Yes / No
Have any orders or other determinations been made which prevent you from being registered to childcare, children’s homes or fostering - Yes / No Are there any other relevant orders, restrictions or prohibitions in respect of you set out in schedule 1 of the link above? - Yes / No
Are you barred from working with children by the Disclosure and Barring Service (known as DBS) - Yes / No Are you prohibited from teaching? - Yes / No
Section 2
Any offence against or involving a child (defined as a person under the age of eighteen)? - Yes / No
Any violent offence against an adult - Yes / No
Any sexual offence against an adult - Yes / No
Any other relevant offence? (see link above for a description) - Yes / No
Have you ever been cautioned, reprimanded, given a warning for, or convicted of any similar offence in another country - Yes / No
A person may be disqualified under the regulations because:
- they have certain orders, directions or restrictions placed upon the, in relation to children or childcare
- they have been cautioned or convicted of certain offences
- a disqualified person lives or works in their household
Before completing the declaration it is advisable that you read the description of the circumstances that could mean that you are a ‘Dis- Qualified Person’ on the department of education website https://www.gove.uk/government/publications/keeping-children-safe-in-education-2
Any offence under the Sexual Offences Act? - Yes / No
Section 3
To the best of your knowledge, is anyone in your household (this includes family, lodgers, house-sharers, household employees) disqualified from working with children under the regulations, i.e. for any of the reasons set out in sections 1 and 2 above? -
Yes / No
Section 4
If you have answered yes to any of the statements above then you provide information in relation to any offence, conviction, caution etc, along with date (s) and relevant court (s) or organisation(s). For any cautions or convictions, a DBS certificate may be provided.
Information can be provided on a separate sheet of paper
Declaration
I can confirm that by signing this form that the information provided is true and accurate to the best of my knowledge. I will also notify Niche Education of any changes that affect mine or any member of my household’s suitability to work with children
Name.................................. Signature..................................... Date.......................

SAFEGUARDING TRAINING
Physical and Emotional Abuse
It is important to remember that active children will often have accidental injuries that are of no real concern. For example when playing sports, using equipment, riding bikes etc. Think about children you know ad what sorts of accidental injuries they may have e.g. scratches, bruises and sometimes broken limbs or fractures.
Consider where on the body active children are likely to get injuries? Possible answers could be shins, knees or elbows. Where would injuries be that might worry you? Possible answers could be under arms, between legs or on the torso. When a child has an accident, for example falling off their bike; I think about what information would satisfy you that the injury is accidental. Normally the story will match the injury and what you know about the child’s activities and ability. It is important to always listen carefully to what the child says.
You may be worried because the injury:
- is not in a place where children normally accidentally injure themselves
- is inappropriate to the child’s age
- does not seem to have a satisfactory reason
- is the latest in a list of injuries of concern
and/or
- parents or carers do not seem to be concerned
- parents or carers cause concern with their attitude towards their child
- parents or carers give an explanation that does not match the injury
- parents or carers delay or do not seek medical attention
Emotional abuse is the persistent emotional maltreatment of a child such as to cause severe and persistent adverse effects on the child’s emotional development. It may involve conveying to the child that they are worthless or unloved, inadequate, or valued only insofar as they meet the needs of another person. It may include not giving the child opportunities to express their view, deliberately silencing them or ‘making fun’ of what they say or how they communicate. It may feature age or developmentally inappropriate expectations being imposed on children. These may include interactions that are beyond the child’s developmental capability, as well as overprotection and limitation of exploration and learning, or preventing the child participating in normal social interaction. It may involve seeing or hearing the ill treatment of another. It may involve serious bullying (including cyber bullying) causing children frequently to feel frightened or in danger, or the exploitation or corruption of children. Some level of emotional abuse is involved in all types of maltreatment of a child, though it may occur alone.
You may be worried because you think the child;
- finds it difficult to make friends
- is unaware of boundaries of acceptable behavior
- is withdrawn
- is unable to play in an age appropriate way
and parents or carers: lack time, or are unable to play with their child
- physical or emotionally push the child away so they give up looking for attention
- cricitise the child and seem unable to praise or give warmth
Sexual Abuse
Sexual Abuse involves forcing or enticing a child r young person to take part in sexual activities, not necessarily a high level of violence, whether or not the child is aware of what is happening. The activities may involve physical contact, including assault by penetration (for example, rape or oral sex) or non-penetration, kissing, rubbing and touching outside of clothing. They may also include noncontact activities, such as involving children in looking at, or the production of, sexual images, watching sexual activities, encouraging children to behave in sexually inappropriate ways, or grooming a child in preparation for abuse (including via the internet). Sexual abuse is not solely perpetrated by adult males. Women can also acts of sexual abuse, as can other children.
You may be worried because you think the child shows:
- mood swings, tantrums or aggressive outbursts
- anxiety, insecurity, low self-esteem
- eating, sleeping and other disorders
- inappropriate knowledge of sex for the child’s age
- self-harm, suicide attempts, misuse of substances drugs or alcohol
- has lots of money or expensive items with no explanation
- running away, bizarre behavior
- has lots of money or expensive items with no explanation
- difficulty in making friendships with other children
Remember that sexual abuse is probably the best kept secret in the world and when you are concerned about a child in this way think about:
- what is it really concerns you
- when did the concern first arise
Responding to concerns
Remember that you may have a very small piece of information that could be very important to the statutory agencies who are trying to see the whole picture of what is going on in a child’s life
Possible indicators of concern may be in a number of ways, including.
- behaviour
- appearance
- their relationship with their parents/carers
- member of the public
- an anonymous person, by person, email or face to face with no name given
Concerns may also be raised about a child by a:

Physical Touch & Intervention
Even well-intentioned physical contact can be misconstrued. Adopt the principal of limited touch. If you need to touch, tell the child before you do so and expect that all physical contact may be open to security and be prepared to explain actions.
- do not ‘horseplay’ with children
- be sensitive to issues of gender and culture
- treat children with dignity and respect and avoid contact with intimate parts of the body
- encourage children to undertake self-care takes independently
- if regular physical contact needs to occur for medical or sports reasons, this should occur with established school protocols and be agree beforehand
- conduct activities where they can be seen by others
- never use physical contact as a form of punishment
- try to diffuse situations before they escalate

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January 15, 2024 2:21 pm BSTRegistration Pack Uploaded by Niche Education - info@niche-education.co.uk IP 86.126.137.179
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