Legal Documents for Recruitment Agencies in Ireland
Recruitment agencies in Ireland sit at the intersection of employment law, data protection, and commercial contracting. You handle sensitive candidate data (CV, salary history, references), place workers who may be employees or contractors, and manage complex fee arrangements with clients. GDPR compliance is particularly important given the volume of personal data processed. Clear terms of business protect your fees, and proper contractor documentation prevents Karshan reclassification issues for placed workers.
Documents You Need
Common Legal Mistakes in Recruitment
Weak terms of business with clients
Recruitment agencies frequently lose fees because their terms of business are vague about when fees are triggered, what happens if a candidate is hired after the introduction period, or how rebates work. A proper service agreement should define introduction, fee triggers, rebate periods, transfer fees, and payment terms.
GDPR non-compliance for candidate data
Recruitment agencies process large volumes of sensitive personal data including CVs, salary history, references, and sometimes health information. Under GDPR, you need explicit consent for data retention, clear retention periods, and a proper privacy policy. The DPC has investigated recruitment agencies for holding candidate data indefinitely without consent.
Not addressing contractor vs employee status for placements
If you place workers as "contractors" but the end client controls their work like employees, both you and the client face Karshan reclassification risk. Your contracts should clearly establish the employment status framework and allocate the reclassification risk.