Privacy Policy

PRIVACY NOTICE

Last updated: 16 July 2026

1. Introduction

Bauhaus Consultants Ltd, trading as Bauhaus Recruitment, is committed to protecting personal information and respecting the privacy of the individuals with whom we deal.

This Privacy Notice explains:

what personal information we collect;
where we obtain it;
how and why we use it;
the lawful bases on which we rely;
who we may share it with;
how long we may retain it; and
the rights available to individuals.

In this notice, references to “Bauhaus”, “we”, “us” and “our” mean Bauhaus Consultants Ltd.

For data protection purposes, Bauhaus Consultants Ltd will usually be the controller of the personal information described in this notice. This means that we determine why and how that information is used.

Questions about this notice or our use of personal information may be sent to our Privacy and Data Protection Contact using the details in section 19.

2. Who this notice applies to

This notice applies to personal information relating to:

prospective, current and former candidates;
applicants for permanent, temporary, contract and consultancy roles;
temporary workers, contractors and consultants;
directors, employees and representatives of personal service companies and other service providers;
prospective, current and former clients;
client employees, managers and other business contacts;
suppliers, professional advisers and other business partners;
referees, emergency contacts and other individuals whose information is provided to us;
prospective, current and former employees of Bauhaus;
users of our website, candidate portal and other online services; and
any other individual who communicates or deals with us.

Different sections of this notice will apply depending on your relationship with us.

3. Personal information we may collect

The information we collect will depend on the nature of our relationship with you and the services being provided.

3.1 Identity and contact information

This may include:

name and title;
postal address;
email address;
telephone and mobile numbers;
date of birth;
photograph;
signature;
emergency contact details;
social media or professional profile details;
account usernames and registration details; and
copies and details of identity documents.

3.2 Candidate, worker and contractor information

This may include:

CV and employment history;
job titles, duties and responsibilities;
professional qualifications and training;
licences, cards, certifications and accreditations;
technical skills and experience;
education history;
references and referee details;
job preferences;
preferred roles, locations, working arrangements and rates;
salary and remuneration expectations;
availability and notice periods;
details of applications, interviews, submissions, offers and placements;
feedback from clients, previous employers and referees;
performance information;
reasons for leaving roles or assignments;
work-related communications and notes;
right-to-work status and documentation;
immigration status, visas and work permits;
driving licence and vehicle information;
security clearance information;
timesheets, attendance and assignment records;
company details where services are provided through a limited company;
insurance information;
tax status and information relating to employment status or IR35;
information required by clients, managed service providers or end hirers; and
any other information relevant to providing recruitment or work-finding services.

3.3 Financial, payroll and contractual information

This may include:

bank account details;
payment and payroll information;
National Insurance number;
tax information and tax codes;
VAT information;
pension information;
invoices and payment history;
rates of pay and charge;
expenses and mileage;
statutory payments;
court orders or deductions;
company registration information;
contract and assignment documentation; and
information required for accounting, invoicing, auditing or tax reporting.

3.4 Client, supplier and business-contact information

This may include:

name, job title and employer;
business contact details;
information about recruitment requirements;
details of vacancies, projects and assignments;
purchasing and invoicing information;
contractual and commercial correspondence;
meeting notes and telephone records;
services supplied or purchased;
credit and financial information relating to sole traders or individuals;
business preferences and areas of interest;
marketing preferences; and
records of our relationship and communications with you.

3.5 Employee information

Where you work or have applied to work for Bauhaus, we may also process:

employment application and recruitment information;
employment contract and personnel records;
salary, commission, bonus and benefit information;
working hours and holiday records;
sickness and absence information;
performance and appraisal records;
training and development information;
disciplinary, grievance and conduct records;
flexible-working information;
family and dependant information relevant to benefits or employment rights;
emergency contact information;
health and safety information;
pension and payroll records;
equality and diversity information; and
information required to manage or end the employment relationship.

3.6 Website, system and communications information

When you use our website, systems or communications services, we may collect:

IP address;
device and browser information;
account login and activity information;
website pages viewed;
dates and times of access;
information submitted through online forms;
cookie and analytics information;
communications by email, telephone, SMS, social media or messaging services;
telephone-call notes and, where applicable, recordings;
details of consent and marketing preferences; and
technical, security and audit information.

Further information about cookies is provided in our Cookie Policy.

4. Special-category and criminal-offence information

Some personal information is given additional protection under data protection law.

We may process special-category information where it is relevant and lawful to do so. This may include information about:

physical or mental health;
disability and reasonable adjustments;
racial or ethnic origin;
religious or philosophical beliefs;
trade-union membership;
sex life or sexual orientation;
genetic or biometric information used for identification; and
other information defined as special-category data under applicable law.

We may also process information relating to criminal convictions, allegations, offences, proceedings, DBS checks, security clearances or related measures.

We may use this information for purposes including:

determining and implementing reasonable adjustments;
protecting health and safety;
managing sickness, absence and occupational-health matters;
assessing suitability for work subject to particular legal, regulatory or client requirements;
carrying out permitted vetting, DBS or security checks;
preventing fraud or unlawful conduct;
complying with employment, social-security, health and safety or safeguarding obligations;
establishing, exercising or defending legal claims;
monitoring equality and diversity;
preventing unlawful discrimination; and
meeting substantial public-interest requirements permitted by law.

We will process this information only where we have:

a lawful basis under Article 6 of the UK GDPR; and
an additional condition under Article 9 of the UK GDPR or the Data Protection Act 2018, where required.

Criminal-offence information will be processed only where permitted under Article 10 of the UK GDPR and the Data Protection Act 2018.

Where we rely on consent, it will be requested clearly and may be withdrawn. However, we may rely on another lawful condition where consent is not the appropriate basis.

Equality and diversity information provided for monitoring purposes will normally be voluntary and, where practicable, will be separated from individual recruitment decisions or used in an anonymised or aggregated form.

5. How we obtain personal information

We may obtain personal information:

5.1 Directly from you

This may occur when you:

register with us;
submit a CV;
apply for a vacancy;
speak with a consultant;
complete a form or questionnaire;
create or use an online account;
enter into a contract or assignment;
provide timesheets or invoices;
make an enquiry;
attend an interview or meeting;
apply to work for Bauhaus;
respond to marketing;
communicate with us by telephone, email, SMS, social media or another channel; or
otherwise provide information to us.

5.2 From third parties and other sources

We may obtain information from:

job boards and CV databases;
LinkedIn and other professional or social-media platforms;
publicly accessible websites and directories;
referrals and recommendations;
clients and prospective clients;
managed service providers;
recruitment agencies and other employment businesses;
umbrella companies and personal service companies;
current and former employers;
referees;
colleagues and professional contacts;
training, certification and accreditation providers;
identity, right-to-work, credit, fraud-prevention and vetting providers;
DBS and criminal-record checking services;
government departments and public authorities;
HM Revenue & Customs;
courts, regulators and law-enforcement bodies;
payroll, pension and benefits providers;
insurers and professional advisers; and
other organisations involved in a recruitment process, employment relationship or assignment.

Where we obtain information about you from another source, we will provide privacy information within the period required by law unless an applicable exemption applies.

6. How we use personal information

We may use personal information for the following purposes.

6.1 Recruitment and work-finding services

We may use information to:

register and maintain candidate records;
assess skills, qualifications, experience and suitability;
identify and match candidates with roles and assignments;
search our records and external sources for potentially suitable candidates;
contact candidates about current and future opportunities;
discuss availability, preferences, rates and working arrangements;
prepare or format candidate profiles and CVs;
introduce, recommend or submit candidates to clients, prospective clients, managed service providers or other hirers;
arrange interviews and assessments;
obtain and provide feedback;
negotiate offers, rates and assignment terms;
manage offers, placements, engagements and assignments;
undertake checks and screening;
provide ongoing candidate and contractor support; and
maintain records of introductions, submissions and recruitment activity.

Where reasonably practicable, we will discuss an opportunity with a candidate before submitting their personal information to a particular client. However, this may not happen in every case.

Where reasonably necessary to provide recruitment services, identify suitable opportunities, respond to a client requirement or act on a candidate’s request that we seek work on their behalf, we may share relevant information without obtaining separate consent for each submission.

We will consider the nature of the information, the candidate’s known preferences and the circumstances before doing so. We will not knowingly disclose information in a way that is incompatible with the purposes described in this notice.

Candidates may contact us to discuss or restrict the circumstances in which their details are submitted, although this may affect our ability to provide recruitment services.

6.2 Assignment and contractor management

We may use information to:

prepare and administer contracts and assignment documents;
confirm employment or engagement status;
conduct right-to-work and identity checks;
retain records confirming that right-to-work checks have been completed where required or permitted by law;
manage IR35 and other tax-status processes;
provide information required by clients or managed service providers;
administer timesheets, attendance and expenses;
make payments and operate payroll;
administer pensions and statutory payments;
deal with insurance and compliance requirements;
manage performance, conduct, complaints or incidents;
communicate assignment information;
manage the commencement, continuation and termination of assignments; and
establish, exercise or defend contractual and legal rights.

6.3 Client and supplier services

We may use information to:

establish and manage client and supplier relationships;
discuss vacancies and resource requirements;
identify and submit suitable candidates;
arrange interviews and starts;
manage contracts and service delivery;
conduct credit and compliance checks;
respond to enquiries and requests;
provide availability lists and market information;
administer invoices, payments and accounts;
monitor service quality;
manage disputes, complaints and debt recovery;
protect our commercial interests; and
maintain records of business communications.

6.4 Employment and workforce management

For Bauhaus employees and applicants, we may use information to:

manage recruitment and selection;
assess suitability for employment;
make and administer employment offers;
maintain personnel files;
administer pay, commission, bonuses, pensions and benefits;
manage holidays, attendance and absence;
conduct appraisals and performance management;
provide training and development;
administer flexible-working arrangements;
make reasonable adjustments;
manage health and safety;
handle disciplinary, grievance, capability and conduct matters;
manage organisational changes;
protect confidential information and company systems;
comply with employment and tax obligations;
manage the termination of employment; and
establish, exercise or defend legal claims.

6.5 Compliance, security and legal purposes

We may use information to:

comply with legal, regulatory and contractual duties;
comply with recruitment and employment-business regulation, including the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003;
respond to regulators, courts, law-enforcement agencies and public authorities;
verify identity and prevent fraud;
protect our systems, premises, staff and information;
investigate suspected misconduct, security incidents or unlawful activity;
maintain audit and compliance records;
deal with complaints and legal disputes;
obtain legal advice;
enforce agreements;
recover debts;
establish, exercise or defend legal claims; and
maintain business-continuity and disaster-recovery arrangements.

6.6 Business administration and improvement

We may use information to:

manage and improve our services;
analyse recruitment performance and market trends;
generate management reports;
audit and monitor business processes;
plan staffing and resources;
train and supervise staff;
test and improve systems;
maintain records of communications;
develop new services and processes; and
conduct corporate transactions, restructurings or due diligence.

Where reasonably possible, statistical and reporting information will be aggregated or anonymised.

7. Our lawful bases

The lawful basis used will depend on the purpose and circumstances.

We may rely on the following bases.

7.1 Legitimate interests

We rely on legitimate interests where processing is necessary to operate, manage and develop our recruitment business and where those interests are not overridden by your rights and interests.

Our legitimate interests include:

maintaining candidate, contractor, client, supplier and business-contact records;
assessing candidates’ skills, qualifications, experience, availability and suitability;
identifying and contacting potential candidates;
matching candidates with vacancies, projects and assignments;
contacting candidates about relevant work opportunities;
making introductions and submitting relevant candidate information to clients;
providing recruitment and work-finding services;
managing candidate, contractor, client and supplier relationships;
maintaining records of previous applications, submissions, introductions, placements and assignments;
managing assignments, contracts and service delivery;
marketing relevant opportunities and services where permitted;
maintaining accurate business, compliance and audit records;
preventing fraud and misuse of our services;
protecting our systems, information and commercial interests;
improving our services, systems and business processes;
managing complaints, disputes and debt recovery; and
establishing, exercising or defending legal and commercial rights.

When relying on legitimate interests, we consider:

the purpose of the processing;
whether the processing is necessary;
what individuals would reasonably expect;
the nature and sensitivity of the information involved;
the possible effect on the individual’s rights and privacy; and
any safeguards that can reduce the effect of the processing.

We may use a different lawful basis where legitimate interests is not appropriate.

7.2 Contract and pre-contractual steps

We may process information where necessary:

to take steps at your request before entering into a contract;
to enter into a contract with you; or
to perform or administer a contract.

This may apply to employment contracts, candidate and contractor terms, assignments, supplier agreements and other business arrangements.

Where an individual works through a company, some processing may instead be based on our legitimate interests and the contract with that company.

7.3 Legal obligations

We may process information to comply with legal obligations relating to:

tax and National Insurance;
right-to-work checks;
employment law;
recruitment and employment-business regulation, including the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003;
working-time requirements;
health and safety;
equality;
pensions;
accounting and financial reporting;
court orders;
law-enforcement requests; and
other statutory or regulatory duties.

7.4 Consent

We may rely on consent where it is appropriate for a particular activity, including certain:

optional marketing communications;
voluntary equality and diversity monitoring;
special-category processing;
screening or verification activities; or
other activities where consent is specifically requested.

Where we rely on consent, you may withdraw it at any time.

Withdrawal of consent will not affect:

processing carried out lawfully before consent was withdrawn; or
processing that we are entitled or required to continue under another lawful basis.

7.5 Vital interests

In exceptional circumstances, we may process information where necessary to protect someone’s life or physical safety.

7.6 Legal claims and additional statutory conditions

Where we process special-category or criminal-offence information, we will also identify an appropriate additional condition under the UK GDPR and Data Protection Act 2018.

8. Marketing and opportunity communications

8.1 Candidates and contractors

We may contact candidates and contractors about:

vacancies and assignments;
availability;
registration and profile updates;
training or certification opportunities;
industry information;
services that may be relevant to their work; and
other recruitment-related opportunities.

We may communicate by email, telephone, SMS, social media or other appropriate channels.

Depending on the circumstances, we may rely on consent or legitimate interests. We will comply with applicable electronic-marketing requirements.

You may opt out of marketing or opportunity communications at any time by:

using an unsubscribe option where provided;
telling the consultant who contacts you; or
contacting us using the details in section 19.

Opting out of marketing will not prevent us from sending necessary communications about an active application, assignment, contract, payment or other existing relationship.

8.2 Clients and business contacts

We may send relevant business communications to corporate and professional contacts, including:

candidate availability lists;
information about recruitment services;
market updates;
industry content;
invitations and announcements; and
information about services we reasonably believe may be relevant.

We may rely on legitimate interests or consent, as appropriate, and will provide a means of opting out.

9. Automated processing, matching and artificial intelligence

We may use software and automated tools to assist our staff with:

searching and filtering candidate records;
identifying possible matches between candidates and vacancies;
organising and prioritising recruitment activity;
extracting or summarising information;
producing administrative content;
identifying incomplete records;
reporting and analysis; and
improving operational efficiency.

These tools may include rules-based automation, search technology, matching functionality and artificial-intelligence-assisted systems.

Outputs produced by such tools may be incomplete or inaccurate and are intended to assist, rather than replace, appropriate staff judgement.

We do not currently make recruitment, employment or engagement decisions based solely on automated processing where the decision would produce legal or similarly significant effects on an individual.

Meaningful human involvement remains part of decisions about candidate suitability, submission, employment and engagement.

We will update this notice and provide any additional information and safeguards required by law if this position changes.

10. Who we may share personal information with

We may share personal information, where relevant and lawful, with:

existing and prospective clients;
end hirers and host organisations;
managed service providers and neutral vendors;
recruitment agencies and employment businesses;
umbrella companies;
personal service companies;
applicant tracking system and customer relationship management system providers;
payroll and payment providers;
pension and benefits providers;
insurers and insurance brokers;
accountants, auditors, solicitors and other professional advisers;
IT, cloud, software and telecommunications providers;
website, hosting, email and analytics providers;
background-checking, DBS, identity, right-to-work, credit and vetting providers;
training, certification and accreditation bodies;
occupational-health and medical professionals;
current and former employers;
referees;
government departments, including HM Revenue & Customs;
courts, tribunals, regulators, law-enforcement bodies and public authorities;
debt-recovery and fraud-prevention services;
banks and financial institutions;
potential purchasers, investors or advisers involved in a corporate transaction; and
other organisations where disclosure is required by law or reasonably necessary for the purposes described in this notice.

The information shared will depend on the purpose and stage of the relationship.

For example, a client considering a candidate may receive a CV, experience information, availability, location and rate expectations. More extensive identity, compliance, payroll or health and safety information may be shared when required to arrange or administer an engagement.

We may also share limited client-contact information with candidates where required to arrange an interview, site attendance or assignment.

We do not sell personal information to third parties.

11. Service providers and processors

We use third-party service providers to help operate our business and systems.

These may include providers of:

applicant tracking and customer relationship management systems;
cloud hosting and data storage;
email and telecommunications;
payroll, payments and pensions;
website hosting and analytics;
identity, right-to-work and background checking;
IT support and cyber security;
accounting and professional services; and
other business administration and recruitment technology.

Where a provider processes personal information on our behalf, we will take proportionate steps to ensure that:

the provider is suitable for the services being supplied;
appropriate contractual terms are in place;
the provider acts only on permitted instructions, subject to applicable law;
confidentiality and security requirements apply; and
information is retained or deleted appropriately.

Some organisations receiving information will act as independent controllers because they determine their own purposes and methods of processing. This may include clients, government bodies, professional advisers and screening providers.

Their use of information may also be governed by their own privacy notices.

12. International transfers

We, our clients and the organisations with which we work may store, access or process personal information outside the United Kingdom.

Countries outside the UK may have different data protection laws.

Where a transfer is restricted under UK data protection law, we will take steps designed to ensure that the information remains appropriately protected.

Depending on the circumstances, we may rely on:

UK adequacy regulations;
the UK International Data Transfer Agreement;
the UK Addendum to approved international contractual clauses;
binding corporate rules;
another approved contractual or statutory safeguard; or
a permitted legal exception.

Where required, an assessment of the relevant transfer and safeguards will be undertaken.

Further information about safeguards applying to a particular transfer may be requested using the contact details in section 19. Some information may be withheld or redacted where necessary to protect confidential or commercially sensitive information.

13. Data security

We maintain technical and organisational measures designed to protect personal information against:

unauthorised or unlawful access;
accidental loss;
alteration;
destruction;
misuse; and
unauthorised disclosure.

These measures may include:

access controls;
password and authentication requirements;
device and system security;
encryption where appropriate;
backups;
staff training;
confidentiality obligations;
supplier controls;
monitoring and audit processes;
incident-response procedures; and
business-continuity arrangements.

Access to personal information is restricted according to business need and job responsibilities.

No method of transmission or storage can be guaranteed to be completely secure. However, we will assess risks and maintain safeguards that we consider appropriate to the nature of the information and our processing.

Where we become aware of a personal-data breach, we will investigate it and notify affected individuals and the Information Commissioner’s Office where required by law.

14. Retention of personal information

We retain personal information for as long as reasonably necessary for the purposes for which it was collected.

This may include retaining information to:

provide recruitment and work-finding services;
maintain candidate, client, employee and supplier relationships;
administer contracts and assignments;
make or evidence payments;
comply with tax, legal, regulatory and accounting requirements;
maintain accurate business records;
resolve disputes;
respond to complaints or investigations; and
establish, exercise or defend legal claims.

Retention periods vary according to:

the type and sensitivity of the information;
the nature and duration of our relationship;
whether the information remains accurate and relevant;
legal, tax and regulatory requirements;
contractual limitation periods;
potential or ongoing disputes;
client and managed-service-provider requirements;
safeguarding and security considerations; and
the cost and risk associated with continued retention.

Candidate records may be retained while an individual remains potentially interested in or suitable for recruitment opportunities, including where there has not been recent contact.

We may periodically contact candidates to update records, confirm availability or determine whether they wish to continue receiving recruitment services.

Contractual, assignment, payroll, tax, payment and compliance records will commonly be retained for at least six years after the relevant relationship or transaction. They may be retained longer where there is:

an ongoing relationship or assignment;
a continuing legal or regulatory requirement;
an unresolved payment, complaint, investigation or dispute;
an actual or anticipated legal claim;
a safeguarding or compliance reason; or
another legitimate and proportionate business need.

Some basic information may be retained for longer or indefinitely where necessary to:

maintain an accurate record of previous engagements;
prevent fraud or duplicate registration;
record an individual’s request not to be contacted;
establish historic introductions or contractual relationships;
protect legal rights; or
maintain an appropriate audit trail.

Where full records are no longer required, we may retain a reduced, archived, anonymised or suppression record rather than deleting every reference to the individual.

Information that is no longer required will be deleted, anonymised or securely archived in accordance with our retention practices.

A request for deletion does not automatically require us to erase information where we have a continuing lawful reason to retain it.

15. Accuracy of information

We take reasonable steps to ensure that personal information is accurate and relevant.

You should tell us when information changes, particularly information concerning:

contact details;
availability;
employment history;
qualifications;
right-to-work status;
licences and certifications;
bank details;
health and safety; or
suitability for an assignment.

We may contact you periodically to update or verify information.

We may also record professional opinions, interview feedback and client comments. These will not necessarily be changed merely because an individual disagrees with them, although we may record the individual’s response where appropriate.

16. Your data protection rights

Depending on the circumstances, you may have the following rights.

16.1 Access

You may request confirmation that we process your personal information and ask for a copy of that information and related details.

16.2 Rectification

You may ask us to correct inaccurate information or complete incomplete information.

16.3 Erasure

You may ask us to delete personal information in certain circumstances.

The right to erasure is not absolute. We may retain information where necessary for legal compliance, contractual purposes, legal claims, legitimate interests or another lawful reason.

16.4 Restriction

You may ask us to restrict the use of information in certain circumstances, including while its accuracy or lawful use is being considered.

16.5 Objection

You may object to processing based on legitimate interests.

We will consider the objection and stop processing unless we have compelling legitimate reasons to continue or the information is required for legal claims.

You may object to direct marketing at any time. Where you do so, we will stop using your information for that purpose.

16.6 Portability

Where processing is based on consent or contract and carried out by automated means, you may have the right to receive certain information in a structured, commonly used and machine-readable format or ask for it to be transferred to another organisation.

16.7 Withdrawal of consent

Where we rely on consent, you may withdraw it at any time.

This does not affect processing carried out lawfully before withdrawal.

16.8 Automated decisions

Where applicable, you may have rights concerning decisions made solely by automated means, including rights to information, human intervention and to challenge a decision.

As explained in section 9, we do not currently make significant recruitment, employment or engagement decisions solely by automated means.

16.9 Complaints

You may raise a concern with us using the contact details in section 19.

You also have the right to complain to the Information Commissioner’s Office, the UK regulator for data protection.

The Information Commissioner’s Office can be contacted at:

https://ico.org.uk

We would appreciate the opportunity to address a concern before a complaint is made to the ICO, but you are not required to contact us first.

17. Exercising your rights

Requests may be made verbally or in writing.

To help us respond, please provide:

your name;
suitable contact information;
details of your relationship with Bauhaus; and
sufficient information to identify the records or concern involved.

We may request proof of identity where reasonably necessary. This is intended to protect personal information from unauthorised disclosure.

We will normally respond within one month of receiving a valid request. The period may be extended where permitted by law if a request is particularly complex or numerous. We will tell you if an extension applies.

We will not normally charge a fee. A reasonable fee may be charged, or a request may be refused, where permitted by law because it is manifestly unfounded or excessive.

Some rights are subject to exemptions and limitations. We will explain our decision where we cannot comply fully with a request.

18. Other websites and services

Our website and communications may contain links to websites or services operated by other organisations.

We do not control the privacy practices of independent third parties. You should review their privacy notices before providing information to them.

Our Cookie Policy provides further information about cookies and similar technologies used on our website.

19. Contacting us

Questions, requests and concerns regarding this Privacy Notice or our use of personal information should be directed to:

Privacy and Data Protection Contact
Bauhaus Consultants Ltd trading as Bauhaus Recruitment
Registered in England and Wales
Company number: 04876847

Tatton House
20 Tipping Street
Altrincham
WA14 2EZ

Telephone: 0161 923 9050
Email: enquiries@bauhausrecruitment.com

You do not have to use a particular form or wording to exercise a data protection right.

20. Changes to this notice

We may update this Privacy Notice to reflect changes in:

our services and business activities;
the personal information we process;
our systems and suppliers;
legal or regulatory requirements; or
data protection guidance.

The latest version will be published on our website and the date of the most recent update will appear at the top.

Where a change materially affects how we use personal information, we may take additional reasonable steps to bring it to the attention of affected individuals.