Ethical recruitment without exploitation.

1. Our Statement

Unisearch Careers is the international recruitment division of Unisearch International.

We oppose all forms of modern slavery and human trafficking and are committed to conducting recruitment activities in a manner that respects the dignity, freedom and lawful rights of workers.

Modern slavery may include forced labour, compulsory labour, servitude, debt bondage, human trafficking, deceptive recruitment and other forms of serious exploitation.

2. Scope of This Policy

This policy applies to recruitment activity undertaken by Unisearch Careers and is relevant to our employees, representatives, recruitment partners, prospective employers, service providers and other parties involved in our recruitment processes.

We expect persons and organisations working with us to conduct themselves in a lawful, ethical and responsible manner.

3. Our Commitments

Our approach to responsible recruitment includes the following commitments:

4. Ethical Recruitment

Recruitment should be carried out transparently and candidates should have sufficient information to make informed decisions about employment opportunities.

We aim to ensure that candidates are not deliberately misled about:

• The identity of an employer.
• The nature of the available work.
• The country or location of employment.
• Salary or remuneration where confirmed by the employer.
• Working arrangements and relevant conditions where available.
• Recruitment stages and candidate requirements.
• Visa or work-permit requirements.

We do not support recruitment practices involving threats, intimidation, unlawful discrimination, coercion or deliberate deception.

5. Recruitment Fees and Debt Bondage

Recruitment fees can create a heightened risk of worker exploitation where candidates are required to take on excessive debt in order to obtain employment.

Unisearch Careers does not support undisclosed charges, deceptive payments or demands for money in exchange for guaranteed employment.

Where legitimate third-party costs arise, such as passport applications, medical examinations, police clearance, professional licensing, government visa charges or similar official costs, candidates should be informed of the nature of the cost and should be able to verify the relevant payment requirement.

6. Passports and Identity Documents

A worker's passport or identity documents should not be unlawfully confiscated or retained in a manner that prevents the worker from freely leaving employment.

Where copies of identity documents are required for recruitment, visa processing, compliance or employer verification, they should be handled securely and only for legitimate purposes.

Candidates should retain control of their original personal documents except where temporary submission to a lawful authority is genuinely required for an official process.

7. Employers and Recruitment Partners

International recruitment may involve employers, licensed recruitment organisations and other professional partners.

Where appropriate, we seek to understand the identity and role of organisations involved in a recruitment campaign before presenting candidates for opportunities.

We may decline, suspend or end a recruitment relationship where credible information indicates a significant risk of trafficking, forced labour, fraudulent recruitment or serious worker exploitation.

We expect recruitment partners and employers working with us to comply with applicable laws relating to employment, recruitment, trafficking and forced labour.

8. Modern Slavery Risk Assessment

International recruitment can involve heightened risk where workers move across borders, rely on intermediaries or have limited information about an overseas employer.

Risks we consider may include:

• Unverified employers or intermediaries.
• False or misleading job advertisements.
• Excessive or unexplained recruitment charges.
• Debt bondage.
• Passport confiscation.
• Promises of employment that differ significantly from actual conditions.
• Restrictions preventing workers from freely leaving employment.
• Threats or intimidation.
• Indicators of trafficking or forced labour.

Our risk-based approach may include checking recruitment information, seeking clarification from partners, reviewing concerns raised by candidates and declining arrangements that present unacceptable risk.

9. Awareness and Training

Persons involved in recruitment activities on behalf of Unisearch Careers are expected to understand the importance of identifying and escalating potential indicators of modern slavery and human trafficking.

Relevant awareness may cover:

• Recognising signs of forced labour or trafficking.
• Understanding ethical recruitment principles.
• Identifying suspicious recruitment fees or payment demands.
• Recognising document-retention concerns.
• Escalating allegations or safeguarding concerns.

10. Reporting Modern Slavery Concerns

Candidates, workers, employees, employers and recruitment partners are encouraged to report concerns where they believe modern slavery, human trafficking, forced labour or serious recruitment exploitation may be occurring.

Reports should provide as much relevant information as reasonably possible while avoiding unnecessary disclosure of sensitive information.

Where there is an immediate danger to a person, or where serious criminal activity is suspected, the matter should also be reported to the appropriate emergency services or law-enforcement authority in the relevant country.

11. How We Respond to Concerns

Where a credible concern is raised, we may take steps appropriate to the circumstances, which may include:

• Seeking additional information.
• Reviewing the relevant recruitment campaign.
• Pausing candidate referrals.
• Raising concerns with an employer or recruitment partner.
• Ending a recruitment relationship where appropriate.
• Preserving relevant records.
• Reporting matters to an appropriate authority where legally required or justified by the seriousness of the concern.

Our response will depend on the information available, applicable laws and the need to protect persons who may be at risk.

12. Monitoring and Review

We aim to review this policy periodically and update it where our recruitment activities, legal obligations, partnerships or identified risks change.

We may also improve our recruitment procedures, partner checks, candidate communications and internal awareness as our operations develop.

13. Contact Us

If you have a question about this policy or wish to raise a concern regarding ethical recruitment, modern slavery or human trafficking in connection with Unisearch Careers, please contact us.