- Statements and accessibility
Employers Code of Practice
Through JobOnline you can advertise vacancies, recruitment schemes and internships to the current students and recent graduates of the universities in The Careers Group, University of London. This is free of charge if you are hiring on behalf of your own organisation. If you are a third party advertising on behalf of a client then you will be charged £159 + VAT per month per advert.
Adverts must adhere to the following guidelines to be promoted on JobOnline:
- All adverts must comply with our Work Experience and National Minimum Wage Policy. The Careers Group, University of London will not advertise unpaid work experience or internships other than where they meet relevant criteria for exemption. You can see our policy here.
- Adverts with a commission-based salary will only be permitted where there is also a base salary equivalent to national minimum wage.
- Project-based work where candidates are paid per piece of work (e.g. being paid per article written) are permitted only if the pro rata salary for the expected time meets national minimum wage.
- Adverts for positions with an unpaid trial period as part of the assessment will not be accepted.
- Adverts for opportunities that require payment from students will not be accepted.
- Adverts should not request a photograph of the candidate to be included with their application except where their appearance is strictly related to the opportunity, e.g. looking for actors for filming.
- Adverts for positions which involve students sharing or undertaking academic-related material for use by other students will not be accepted.
- Adverts should not specify a number of years of experience required for a vacancy as this can fall under indirect discrimination on age. More general statements to the same effect are fine however, e.g. Some experience in sales required. This reflects that it should be the quality rather than quantity of experience being assessed.
- All adverts from third parties must be for a specific vacancy or recruitment scheme and should not be used to generally promote your third party site or service. If advertising on behalf of client, you don't need to include the client's identity in the advert but it must be disclosed to our Vacancies Team.
- Adverts for private employers, e.g. looking for a tutor or child care in your home, can’t be advertised through the central JobOnline portal but can instead be uploaded via the relevant college portal/s where they will be assessed by our campus-based teams against the rules and guidelines of their respective institutions. See above for link to contact details.
- Adverts for opportunities based on campus, e.g. a brand ambassador, must also be uploaded via the relevant college portal/s to be assessed by our campus-based teams against the rules and guidelines of their respective institutions. See above for link to contact details.
- Adverts specifying an applicant’s right to work in the UK must comply with our policy in this area. You can see our policy here
- The Careers Group, University of London will not advertise opportunities which contravene the Equalities Act 2010 and which may prevent applications on the basis of protected characteristics.
The Careers Group, University of London also reserves the right not to advertise:
- Vacancies that the nature of which it deems might be liable to bring the University into disrepute.
- Vacancies that it considers unsuitable for students,
- Further vacancies from any company which breaches this code.
The Careers Group, University of London will endeavour to assist employers in advertising to suitable students, but reserves the right not to advertise an employer's vacancy.
Adverts which are placed online will be actioned within 2 working days.
Employer Code of Practice
This code of good practice is intended to establish and maintain recognised standards for students, graduates and employers using The Careers Group, University of London’s jobs board network - JobOnline.
The employer must make clear the nature of the work offered and specify any necessary skills required, the proposed wages and other terms.
It is the responsibility of the employer to let all candidates know the result of an application as soon as possible or to state that only successful candidates will be contacted.
The employer should be aware of students' study obligations and as a guide should not ask full time students to work in excess of 20 hours per week, except during vacations or other periods when a student does not have the usual pressure of study.
It is the duty of the employer to meet all statutory legal requirements, in particular the employer is reminded of the following:
- Adherence to the National Minimum Wage Act 1998
- Working time directive legislation including holiday entitlement
- Payment of National Insurance contributions, tax, or where appropriate, submission of Declaration of Income forms [P38(s)] to the Inland Revenue and adherence to health and safety regulations and provision of adequate insurance
- Adherence to The Children's Act 2004
- Compliance with legislation against discrimination in employment in accordance to the Equalities Act 2010
The employer shall satisfy themselves as to the suitability of any employee and shall be responsible for taking up any references provided by the employee before engaging the student.
Where any charge is to be levied on an employer using The Careers Group, University of London's advertising services, the amount, its purpose and the method of payment will be stated clearly.