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Human Rights Policy

Policy Statement

The Recruitment and Employment Bureau is committed to the protection and advancement of human rights wherever we operate. The Recruitment and Employment Bureau Human Rights Policy is based on our commitment to our core values of Safety and Health, Environmental Stewardship, Ethical Behaviour, and Respect for People.

We commit to conduct our business in an ethical and responsible manner that supports and respects the protection of human rights. We work to identify and do business with partners who aspire to conduct their business in a similar manner. Compliance with this policy and applicable laws is the responsibility of every employee and contractor acting on our behalf and a condition of their employment or contract.

This policy operates in conjunction with our Safety, Health and Environmental Commitment, our product stewardship programs, our regulatory compliance program, our Supplier Code of Conduct and our endorsement of and commitment to the Universal Declaration of Human Rights and the United Nations Global Compact.

The Recruitment and Employment Bureau is committed to implementing the principles of the Ethical Trading Initiative Base Code.


Code of Practice

This Code of Practice applies to:

  • Staff directly employed by TREB on temporary or permanent contracts.
  • Staff employed or provided by contractors or employment agencies to work on TREB premises or to undertake work for or on behalf of TREB.


Employment is Freely Chosen

  • No forced, bonded or involuntary labour shall be used.
  • Staff are not required to lodge deposits or identity papers with us.
  • Staff are free to leave TREB after reasonable notice.


Working Conditions Are Safe and Hygienic

  • Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
  • Staff receive health & safety information.
  • Staff have access to toilet facilities and drinking water.
  • Workforce has a published Health & Safety Policy.


Child Labour Shall Not be Used

  • There shall be no recruitment of child labour.
  • Children or persons under 16 are not employed at any time, day or night.
  • Young persons under 18 shall not be employed at night or in hazardous conditions.


Living Wages are Paid

  • Staff pay rates are equal to or above the national legal minimum standards.
  • Staff are given information about their employment conditions in respect to wages
  • No deductions are made from wages as a disciplinary measure, and pay slips detailing lawful deductions are provided for each pay period.
  • Staff are given clearly understandable written terms and conditions of employment that details the employment relationship and the respective obligations of the employee and employer.


Working Hours are Not Excessive

Staff are not forced to work in excess of 48 hours per week, a voluntary opt out agreement is available for those wishing to work in excess of 48 hours per week.


No Discrimination is Practised

  • There is no discrimination in pay, hiring, compensation, access to training, promotion, and termination of employment or retirement on the grounds of race, nationality, religion, age, disability, marital status, sexual orientation, union membership or political affiliation.
  • Opportunities for personal and career development are equally available to all employees.


No Harsh or Inhuman Treatment is Allowed

  • Physical, verbal and sexual threats, abuse, harassment or intimidation is expressly prohibited and grounds for summary dismissal, if proved.


Monitoring Policy

The policy will be monitored on an on-going basis, monitoring of the policy is essential to assess how effective the Company has been.

Reviewing Policy

This policy will be reviewed and, if necessary, revised in the light of legislative or codes of practice and organisational changes. Improvements will be made to the management by learning from experience and the use of established reviews.

Policy Amendments

Should any amendments, revisions, or updates be made to this policy it is the responsibility of the Company senior management to see that all relevant employees receive notice. Written notice and/or training will be considered.

Additional Information

If you require any additional information or clarification regarding this policy, please contact the Group Compliance Manager. In the unlikely event where you are unhappy with any decision made, you should use the Company’s formal Grievance Procedure.


To the extent that the requirements of this policy reflect statutory provisions, they will alter automatically when and if those requirements are changed.