Privacy Policy

Last updated: 25 May 2026

This Privacy Policy explains how E‑Haus Tec collects, uses, shares and protects personal information. It applies when you:

  • visit ehaustec.co.uk (the “Website”);

  • apply for a vacancy, send us your CV or register your interest in work;

  • are identified as a potential candidate through a professional or public source;

  • are referred to us;

  • contact us as an employer, client, prospective client, supplier or business contact;

  • use our recruitment, talent-search, workforce or apprenticeship recruitment services; or

  • otherwise communicate or work with us.

1. Who we are

E‑Haus Tec is a trading name of Emmerson & Stroud Talent Ltd, a private limited company registered in England and Wales under company number 16888752.

Emmerson & Stroud Talent Ltd is the controller of the personal information described in this Policy. This means we decide why and how that information is used.

Our registered office is:

First Floor, Swan Buildings
20 Swan Street
Manchester
England
M4 5JW

You can contact us about this Policy or your personal information at:

2. The information we collect

The information we collect depends on your relationship with us.

Candidates, work-seekers and potential candidates

We may collect:

  • your name, title and contact details;

  • your CV, employment history, education, qualifications, licences, skills and professional memberships;

  • the roles, sectors, locations, pay, working arrangements and opportunities that interest you;

  • your availability, notice period and work preferences;

  • interview notes, assessment information, communications and feedback;

  • information about job applications, introductions, offers and placements;

  • proof of identity, right-to-work information and other compliance documents where required;

  • references and referee contact details;

  • information needed to assess your suitability for a role or apprenticeship;

  • information about reasonable adjustments or accessibility needs;

  • information you make available on professional networking sites, job boards, company websites or other relevant public sources; and

  • technical information generated when you use the Website or interact with our communications.

Please do not provide more sensitive information than is necessary. If a role requires health information, criminal-record information, equality information or another particularly sensitive category of information, we will explain why it is needed and handle it under the additional legal protections that apply.

Employers, clients, prospective clients and business contacts

We may collect:

  • your name, job title, organisation and professional contact details;

  • vacancy, hiring, workforce and apprenticeship requirements;

  • records of enquiries, calls, meetings, correspondence and services;

  • commercial information, instructions, contracts, invoices and payment records;

  • feedback about candidates, workers or services;

  • information about your organisation that is publicly available or supplied by a business-information provider; and

  • marketing preferences and engagement with our communications.

Referees, emergency contacts and referred individuals

We may collect your name, contact details, relationship to the relevant person and the information you provide in that capacity.

If somebody gives us another person’s details, they must have a lawful reason and authority to do so. We will normally contact the individual and provide appropriate privacy information before using their details for recruitment.

Website visitors

We may collect:

  • your IP address;

  • browser, device and operating-system information;

  • Website activity, referring pages, dates, times and approximate location;

  • cookie and consent preferences; and

  • information submitted through forms, bookings or other Website features.

3. How we collect information

We may collect information:

  • directly from you, including through the Website, email, telephone, video call, forms, applications and meetings;

  • from an employer, client, prospective employer or training provider;

  • from job boards, CV databases and professional networking platforms;

  • from publicly available professional sources, company websites and public registers;

  • from referrals, referees, colleagues or other contacts;

  • from recruitment, sourcing, verification or business-information service providers;

  • from background-check, right-to-work or compliance providers where lawful and necessary; and

  • automatically through the Website, cookies and similar technologies.

Where we obtain your information from another source rather than directly from you, we will provide this Policy or other appropriate privacy information within the period required by law, unless an exemption applies.

4. How and why we use information

We may use personal information to:

  • respond to enquiries and provide our Website and services;

  • identify, contact and assess people who may be suitable for employment, contract work or apprenticeships;

  • understand a candidate’s experience, preferences and availability;

  • match candidates with suitable opportunities;

  • discuss opportunities and obtain a candidate’s agreement before making an identifiable introduction;

  • submit agreed applications or candidate profiles to relevant hiring organisations;

  • arrange interviews, communicate feedback and support an offer or placement;

  • verify information, identity, qualifications, licences, references or right to work where required;

  • manage temporary or contract assignments where we have expressly agreed to supply a worker;

  • help employers define vacancies and plan recruitment or apprenticeship hiring;

  • introduce employers or candidates to relevant independent training providers where appropriate;

  • maintain candidate, client, supplier and business-contact records;

  • manage contracts, fees, invoicing, accounting and disputes;

  • improve our services, Website, recruitment processes and market understanding;

  • keep our systems, users and business secure and prevent fraud or misuse;

  • send relevant service updates, vacancy alerts or business-to-business marketing;

  • establish, exercise or defend legal rights; and

  • comply with legal, regulatory and professional obligations.

We will not use personal information for a new purpose that is incompatible with the purpose for which it was collected unless we have a lawful basis and provide any further information required by law.

5. Our lawful bases

UK data protection law requires us to have a lawful basis for each use of personal information. Depending on the activity, we rely on:

PurposeLawful basis normally relied onResponding to a candidate’s enquiry, application or requestLegitimate interests and, where we may engage or supply the candidate directly, steps at their request before entering into a contractFinding, contacting and assessing potential candidatesLegitimate interests in operating a specialist recruitment service and helping organisations fill relevant rolesMatching a candidate and discussing an opportunityLegitimate interests and, where applicable, steps at the candidate’s requestMaking an agreed candidate introduction or managing a placementLegitimate interests and, where we engage or supply the candidate directly, steps before a contract and/or performance of a contractProviding recruitment or workforce services to a clientPerformance of a contract and legitimate interestsVerifying identity, right to work or other required informationLegal obligation, contract and/or legitimate interests, depending on the checkMaintaining business, financial and compliance recordsLegal obligation, contract and legitimate interestsPreventing fraud, securing systems and dealing with legal claimsLegitimate interests, legal obligation and/or recognised legitimate interests where applicableSending relevant vacancy alerts or business communicationsLegitimate interests or consent, depending on the recipient and communicationNon-essential cookies or similar technologiesConsent, except where the law allows use without consent

Where we rely on legitimate interests, we consider:

  • whether there is a genuine and lawful purpose;

  • whether using the information is necessary and proportionate; and

  • whether your rights, interests or reasonable expectations override that purpose.

You may object to processing based on legitimate interests as explained in section 12.

Where we rely on consent, you may withdraw it at any time. Withdrawal does not affect processing that was lawful before consent was withdrawn.

6. Sensitive and criminal-offence information

Some information receives additional protection under data protection law. This includes information about health, disability, racial or ethnic origin, religious or philosophical beliefs, trade-union membership, sexual orientation and certain biometric or genetic information.

We will use this information only when necessary and when both a lawful basis and an additional legal condition apply. Depending on the circumstances, this may include:

  • your explicit consent;

  • obligations or rights in employment and social-protection law;

  • establishing, exercising or defending legal claims; or

  • another condition permitted by data protection law.

We may use relevant health or disability information to help arrange reasonable adjustments or assess fitness for a role where lawful and necessary. We will not routinely disclose this information to a hiring organisation without discussing it with you, unless disclosure is required or otherwise permitted by law.

We use information about criminal allegations, proceedings, convictions or offences only where lawful, relevant and necessary—for example, where a role is subject to an appropriate background check. We apply the additional safeguards required by law, including an appropriate policy document where one is required.

7. Who we share information with

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

  • employers, hiring organisations or end clients considering a candidate for an agreed opportunity;

  • training providers or other apprenticeship organisations where you have asked us to make an introduction or where this is otherwise clearly explained;

  • referees and organisations asked to verify qualifications, licences, work history or other information;

  • right-to-work, background-check, assessment and compliance providers;

  • service providers supporting our Website, hosting, email, telephone, CRM, document storage, scheduling, analytics, communications, accounting and IT security;

  • professional advisers, insurers, auditors and debt-recovery providers;

  • regulators, law-enforcement bodies, courts, government departments and other authorities where required or permitted by law;

  • a prospective buyer, investor or successor if our business or assets are reorganised, sold or transferred, subject to appropriate safeguards; and

  • other parties where you ask us to share the information or give valid consent.

We will not sell your personal information.

We will not normally send your identifiable CV or profile to a hiring organisation for a particular opportunity until we have discussed the opportunity with you and obtained your agreement.

Service providers acting for us are required to protect personal information and may use it only for the agreed services and lawful purposes.

8. International transfers

Some service providers or recipients may process personal information outside the United Kingdom.

Where the destination is not covered by UK adequacy regulations, we use an appropriate safeguard where required, such as the UK International Data Transfer Agreement, the UK Addendum to approved standard contractual clauses, or another lawful transfer mechanism. We also consider whether additional technical or organisational protections are needed.

You may contact us for more information about the safeguards relevant to your information.

9. How long we keep information

We keep personal information only for as long as it is reasonably needed for the relevant purpose, including legal, regulatory, accounting and dispute-resolution requirements.

Our usual retention periods are:

  • candidate and potential-candidate records: generally up to 24 months after our last meaningful contact or recruitment activity, after which we will delete, anonymise or ask whether you want us to retain your details for longer;

  • placement and assignment records: for the duration of the placement or assignment and generally for up to six years afterwards where needed for contractual, tax or legal purposes;

  • client, supplier and commercial records: for the relationship and generally for up to six years after it ends;

  • financial and transaction records: generally six years after the end of the relevant financial year, or longer if law requires;

  • unsuccessful applications for a specific role: normally retained as part of the candidate record for up to 24 months so that we can handle queries, consider other suitable opportunities and defend legal claims;

  • marketing records: until you opt out, we determine the details are no longer relevant, or continued use is no longer justified;

  • suppression records: a minimal record may be kept for as long as necessary to respect an opt-out; and

  • Website security and technical logs: normally up to 12 months, unless a longer period is needed to investigate a security incident or legal issue.

These are standard periods, not absolute rules. We may keep information for less time when it is no longer needed, or for longer where required by law, a legal hold, a complaint, a dispute or another documented reason.

10. Marketing and vacancy communications

We may send candidates information about relevant vacancies and services, and may send professional contacts relevant business-to-business communications.

We will comply with the rules that apply to the communication and recipient. Where consent is required, we will ask for it. Where we rely on legitimate interests, we will consider whether the communication is relevant, proportionate and reasonably expected.

You can stop direct marketing or vacancy-alert communications at any time by:

Your objection to direct marketing will be respected. We may retain limited information on a suppression list so that we do not contact you again for that purpose.

Service communications about an active application, assignment, enquiry or contract are not marketing and may continue where necessary.

11. Cookies and similar technologies

The Website may use cookies and similar technologies to operate securely, remember choices, understand Website use or support third-party features.

We provide information about the technologies in use through our cookie notice or settings. Where consent is required, non-essential technologies will not be used unless you choose to allow them. You can change your preferences through the Website’s cookie settings and may also control cookies through your browser.

Some Website features may be supplied by third parties, such as scheduling, video, map, analytics or social-media services. Those providers may process information under their own privacy notices when you choose to use the feature.

12. Your data-protection rights

Depending on the circumstances, you may have the right to:

  • be informed about how your personal information is used;

  • request access to your personal information;

  • ask us to correct inaccurate or incomplete information;

  • ask us to erase information;

  • ask us to restrict how information is used;

  • object to processing based on legitimate interests;

  • object at any time to direct marketing;

  • receive certain information in a portable format;

  • withdraw consent where processing relies on consent; and

  • ask for human intervention and challenge certain solely automated decisions.

These rights are not all absolute and exemptions may apply. We may need to verify your identity before acting on a request.

To exercise a right, contact jobs@ehaustec.co.uk. There is normally no fee, although the law permits a fee or refusal in limited circumstances.

13. Automated decision-making and recruitment technology

We may use search, sourcing, matching or assessment tools to help organise information and identify potentially relevant candidates or opportunities.

We do not make decisions that produce legal or similarly significant effects about you solely by automated means without meaningful human involvement, unless we have a lawful basis, appropriate safeguards and have separately told you that this will occur.

Final hiring decisions are made by the relevant hiring organisation.

14. Security

We use appropriate technical and organisational measures designed to protect personal information against unauthorised access, alteration, disclosure, loss or destruction.

Access is restricted to people and service providers who need the information for legitimate purposes. However, no internet transmission or storage system can be guaranteed to be completely secure.

If you receive a suspicious message claiming to be from E‑Haus Tec, or believe information has been compromised, contact us using the details in section 1.

15. Information about people under 18

Our general Website and recruitment services are not directed at children under 16. However, some apprenticeship opportunities may be open to applicants aged 16 or 17.

Where we process the information of a person under 18, we take account of their age and apply appropriate safeguards, including using clear information, limiting collection to what is necessary and avoiding inappropriate marketing or profiling.

Parent or guardian information may be collected where it is legally required, appropriate to the service, or voluntarily provided for a legitimate reason.

16. Links and third-party services

The Website may link to employers, job boards, training providers, government services, scheduling tools, social networks or other third parties. Those organisations control their own services and privacy practices. You should review their privacy information before providing personal information.

17. Complaints

Please contact us first if you have a concern about how we use your personal information. We will try to resolve it.

You also have the right to complain to the Information Commissioner’s Office (ICO), the UK regulator for data protection:

You may also contact the data-protection regulator in the country where you live or work where applicable.

18. Changes to this Policy

We may update this Policy to reflect changes in our services, technology or legal obligations.

The “Last updated” date shows when it was most recently revised. We will make the current version available on the Website and will bring material changes to your attention where required.

19. Contact us

Questions, requests or concerns about this Policy or your personal information can be sent to:

E‑Haus Tec / Emmerson & Stroud Talent Ltd
Email: jobs@ehaustec.co.uk
Telephone: +44 (0)161 531 0336