Bromley Y Careers Page Terms and Conditions

For users of the Bromley Y careers page and applicants

Purpose of these terms

These terms apply when you use Bromley Y’s careers page or submit an application. They should be read alongside the relevant vacancy information and the Bromley Y Recruitment Privacy Notice. These terms do not limit your statutory rights.

Applications

You must follow the instructions in the vacancy notice and provide information that is accurate and complete to the best of your knowledge. You should tell us promptly if relevant information changes. Materially false or misleading information may result in withdrawal of an application or offer and, if discovered after appointment, may be addressed under the applicable procedure.

Eligibility and checks

Appointment may be subject to satisfactory identity, right-to-work, references, qualification, professional registration, health, safeguarding and DBS checks, depending on the role. We will carry out checks only where lawful and relevant. You must have the right to work in the UK for the role; any sponsorship will be stated or considered separately and is not guaranteed.

Conditional offers

Unless confirmed otherwise in writing by an authorised representative of Bromley Y, any offer is conditional. An application, invitation to interview, verbal discussion, preferred-candidate status or conditional offer does not create an employment or engagement contract. A contract is formed only when the relevant conditions are met and the formal agreement takes effect.

Vacancies and deadlines

We aim to keep vacancy information accurate, but roles, dates, assessment methods and timescales may change. Where stated in the advert, we may interview on a rolling basis or close a vacancy early. We may extend, pause, withdraw or decide not to appoint to a vacancy. We will act fairly and communicate material changes where reasonably practicable.

Fair recruitment

Selection decisions are based on the published requirements of the role and the information available through the recruitment process. Bromley Y will comply with the Equality Act 2010 and will consider reasonable adjustments for disabled applicants. Requests for adjustments will not disadvantage an application.

Application costs

Unless Bromley Y agrees otherwise in writing in advance, applicants are responsible for their own costs of applying for and attending recruitment activities.

Third party services

Our careers page may link to job boards, recruitment platforms or other third-party services. Those services may act as separate data controllers and have their own terms and privacy notices. Bromley Y is not responsible for the content or availability of an external service, except where the law provides otherwise.

Permitted use

You may use the careers page for lawful personal job-search and application purposes. You must not attempt to disrupt the page or related systems, introduce malicious code, gain unauthorised access, scrape information in breach of law or rights, impersonate another person, or submit fraudulent material.

Intellectual property

Unless stated otherwise, careers-page content belongs to Bromley Y or its licensors. You may download or print vacancy information for personal, non-commercial use. You must not reproduce, modify or commercially exploit it without permission, except where permitted by law.

Liability

Nothing in these terms excludes or limits liability where it would be unlawful to do so, including liability for fraud, fraudulent misrepresentation, or death or personal injury caused by negligence. Subject to that, Bromley Y does not guarantee that the careers page will always be available or error-free and is not responsible for losses that were not reasonably foreseeable.

Changes to these terms

We may update this notice and these terms to reflect changes in our recruitment practices, services or legal obligations. The current version and update date will be published on the careers page.

Governing law

These terms are governed by the law of England and Wales. The courts of England and Wales will have jurisdiction, subject to any mandatory rights that apply.

Related law and guidance

These terms have been prepared with reference to relevant UK employment, equality, immigration, contract and data protection requirements, together with Acas guidance on fair recruitment and reasonable adjustments. They should be reviewed when Bromley Y changes its recruitment practices or careers-page arrangements and at appropriate intervals.