Terms and conditions 

What you need to know to post your job advert

By registering with the LJMU Vacancy Website you agree to our terms and conditions.

The Vacancy Service will only act as a facilitator of vacancy information between the employer and student/graduates seeking employment.

The Vacancy Service reserves the right not to advertise vacancies it considers unsuitable for students and graduates, and to refuse to advertise further vacancies from any company which breaches this code.

Liverpool John Moores University shall bear no liability for loss, damage or delay howsoever arising in the performance of these services and in particular caused by circumstances beyond its control (of whatsoever kind).

All vacancies will be checked by a member of staff from LJMU’s Careers, Employability and Enterprise Service before being made live on the system.

What can you advertise?

The following are the accepted forms of vacancies/opportunities that can be advertised:

• Graduate vacancies and training schemes – paid work to be undertaken after a student has graduated
• Sandwich/Industrial placements (internships) – paid, assessed work for current students to undertake, usually for 12 months as part of a student’s course of study
• Vacation work – full or part time paid work to be undertaken in the University’s vacation periods
• Part-time work – paid work that students can undertake around their academic studies. During term time we will not accept job vacancies that exceed 15 hours per week, as students’ academic commitments will always be a first priority.
• Volunteering projects – with a registered charity or not-for-profit organisation (who invest back into the community)
• Short term placements (internships)/project work – for current students to undertake as part of their programme of study.
• Unpaid work cannot be advertised on LJMU’s vacancy website (unless from a charity or not-for-profit organisation). However, we can explore whether this work can be done as part of a student’s programme of study, where they are assessed and can gain academic credit for the placement/project. More information about this can be found on our website in the ‘Host a Student’ section.  Please contact the Employer Engagement Team to discuss further.

Government policies and legislation

• The employer must make clear the nature of the work offered and specify any necessary skills required, the proposed wages and other terms. The employer must also ensure that the information provided is true, accurate and lawful before the vacancy is submitted.
• The employer shall satisfy themselves as to the suitability of any student or graduate employee and shall be responsible for taking up any references provided by the employee before the commencement of any employment
• It is the duty of the employer to meet all statutory legal requirements with regard to employing students and graduates. In particular the employer is reminded of the following:
  
  
• Payment of the National Minimum Wage
• Working time directive legislation including holiday entitlement
• Payment of National Insurance contributions and tax
• Adherence to health and safety regulations and provision of valid and up-to-date Employers Liability and Public Liability Insurance
• Compliance with legislation against discrimination in employment on the basis of disability, ethnic origin, gender, age etc
• Compliance with Employment Law regarding the supplying of a Statement of Employment Particulars or a Contract of Employment
• International students compliance with the Asylum and Immigration Act UK Border Agency website

For information and guidance on employing people please visit the GOV.UK website.

Recruitment agencies

Unless a recruitment agency is advertising for jobs in their own company (in which case they will be dealt with like any other employer) advertisements from recruitment agencies will be accepted ONLY if they reveal, on the job advertisement, the name and location of the company they are recruiting for.

Unpaid vacancies

• All vacancies advertised on our vacancy page must meet the national minimum wage requirement
• Charities and not-for-profit organisations (who reinvest back into the community) can advertise voluntary work opportunities
• If you have unpaid opportunities there may be an opportunity to advertise these to students who have to undertake a placement/internship as part of their course

To find out more about this email us with information about the opportunity you have and the team will endeavour to find a place for it in the curriculum.

Please view this guide to employment status.

Please see Employment Rights and Pay for Internships.

Reasons why vacancies will not be advertised

LJMU aims to advertise all vacancies it receives efficiently, accurately and lawfully. However, in its duty of care to students/graduates and with the need to abide by current legislation, LJMU is under no obligation to process or promote information or vacancies supplied by employers/organisations that are in any way unsuitable.

LJMU will refuse to provide services if discrimination or unsuitability is identified.

Discrimination

LJMU has a duty to prevent any information, vacancies or working practices that are discriminatory (under current legislation) from being promoted to students and graduates. This includes information, vacancies or working practices that contravene current equal opportunities and employment legislation (that relates to disability, sex, race, religion and belief, sexual orientation, age).

Suitability

There are types of information, vacancies and working practices which are not covered by current legislation but have been identified by LJMU as being unsuitable for promotion to students and graduates. These guidelines identify key areas of unsuitability. Not all eventualities can be covered and each case should be considered individually.

Types of information, vacancies and working practices that will NOT be promoted

• Vacancies offered by a sole trader – unless covered by Employers’ Liability Insurance
• Employment opportunities where the main place of work is a residential address
• Commission-only vacancies
• Employers that require applicants to disclose personal bank / building society details before being appointed
• Vacancies that require employees to use their own personal bank account to carry out the duties of the job
• Vacancies offering less than the National Minimum Wage (except for voluntary opportunities with a registered charity, not-for-profit organisation, or community group)
• Vacancies that require applicants to make an unreasonable financial payment
• Vacancies that may represent a health and safety risk (outside current legislation) e.g. drug/medical trials
• Vacancies that may undermine the University image
• Employers/vacancies which conflict with LJMU working practices
• Employers which cannot be verified as legitimate businesses

The above list does not cover all eventualities and other areas of unsuitability may become recognised.