Our policies. In plain English.

Every policy we work to, one tab each. Read it here, download it, or send someone a link straight to the one they need. If anything is unclear, ask us and we'll explain it like a person.

Prefer a single list of downloads? That's the document library.

Safeguarding & vetting

What FE colleges ask for first. How we protect learners and verify the people we place.

Safeguarding Children & Young People Policy Safeguarding Adults at Risk Policy Child & Vulnerable Adult Protection Policy DBS Certificate Handling & Retention Policy Recruitment of Ex-Offenders Policy (England, Scotland & Wales) Recruitment of Ex-Offenders Policy (Northern Ireland) Disclosure Information Handling Policy (Northern Ireland)

Recruitment & employment practice

How we find, assess, place and support people, and the standards our own team works to.

Recruitment & Selection Policy Agency Workers Regulations Policy Reference Request Policy Equal Opportunities Policy Equality, Diversity & Inclusion Policy Flexible Working Policy Maternity Policy Paternity Policy Menopause Policy Andropause Policy Induction Policy Training Policy

Data protection & privacy

How candidate and client information is collected, stored, protected and destroyed.

Governance & conduct

How the business runs, how we handle problems, and the lines we won’t cross.

Business Continuity Plan Quality Assurance Policy Complaints & Compliments Policy Clinical Complaints Policy Whistleblowing Policy Anti-Bribery Policy Modern Slavery Act Policy Anti-Tax Evasion Policy

Health, safety & environment

Keeping people safe on site and in the classroom, and our environmental commitments.

Health & Safety Policy Use of Own Vehicle for Business Use Policy Environmental Policy Carbon Reduction Plan

Safeguarding Children & Young People Policy

3 pages · PDF, 70 KB

The short version

Everyone we place into a college is vetted as if students' safety depends on it. Because it does.
Enhanced DBS, verified references and right-to-work, before any college interview.
Any safeguarding concern gets reported. No exceptions, no awkward silences.

Why this matters to us

We place experienced professionals into further education, where they work with young people and vulnerable adults every day. Safer recruitment is not a compliance box for us. It's the foundation of the trust colleges place in every candidate we introduce.

Our checks

Before a candidate is put forward for any education role, we complete: identity and right-to-work verification, a full employment history with gaps explained, a minimum of two references verified by us directly with the referee, and an enhanced DBS check with children's barred list check where the role requires it. We tell colleges exactly which checks are complete and which are in progress. We never present a candidate as "fully vetted" when they aren't.

Beyond the checks

Candidates moving from industry into teaching are briefed on their safeguarding duties, including their responsibilities under Keeping Children Safe in Education, before their first interview. If we become aware of a safeguarding concern about any candidate, before or after placement, we report it to the college and the relevant authorities. Our commercial reputation comes second to that, every time.

2 pages · PDF, 67 KB

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Equality, Diversity & Inclusion Policy

2 pages · PDF, 66 KB

The short version

Candidates are judged on skill and experience. Nothing else.
If a client asks us to filter on anything the law protects, we refuse.
We make adjustments so every candidate can compete fairly.

What we commit to

We put candidates forward on merit: trade experience, qualifications, and fit for the actual job. We do not discriminate, and we will not act on instructions to discriminate, on the basis of any characteristic protected by the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.

Construction, engineering and FE teaching all have a history of looking one particular way. We think the shortage of talent in both sectors is a good reason, on top of the right one, to search wider. A brilliant lecturer or site manager can come from anywhere.

In practice

Shortlists are built from capability, not assumptions. Where a candidate needs adjustments to interview fairly, we arrange them with the employer before the interview, not after a problem. If a client's requirement would exclude people unlawfully, we say so and help them rewrite it. If they insist, we decline the role.

The formal document

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Flexible Working Policy

2 pages · PDF, 67 KB

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Maternity Policy

3 pages · PDF, 70 KB

The short version

Up to 52 weeks of maternity leave, from your first day with us, whatever your length of service.
Statutory Maternity Pay for up to 39 weeks if you qualify, and help to claim Maternity Allowance if you don’t.
Your job, your holiday and your pension are protected the whole time you’re away.

Why this matters to us

Starting or growing a family should not mean worrying about work. This policy sets out exactly what you are entitled to and how we will support you, so you can plan with confidence.

Your leave and pay

You can start maternity leave up to 11 weeks before your due date, and you must take at least two weeks off after the birth. If you qualify, the first six weeks of Statutory Maternity Pay are paid at 90% of your average earnings, followed by up to 33 weeks at the statutory rate. Just tell us you are pregnant, your due date, and when you would like leave to start, by the 15th week before your baby is due.

Coming back

You have the right to return to the same job. Your benefits and holiday keep building while you are off, and you are protected from unfair treatment or redundancy from the day you tell us you are pregnant until 18 months after the birth.

The formal document

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Paternity Policy

2 pages · PDF, 67 KB

The short version

Up to two weeks off to be there when your child arrives, by birth or adoption.
Take it as one two-week block or two separate weeks, any time in the first year.
Statutory Paternity Pay if you qualify, and your job is protected.

Why this matters to us

Being present in those first weeks matters. This policy makes it simple to take the time off you are entitled to, with as little admin as possible.

How it works

To qualify you need around six months of service by the time the baby is due. Let us know by the 15th week before the due date, then give us 28 days’ notice before each period of leave. You can also take unpaid time off to attend up to two antenatal or adoption appointments.

The formal document

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Menopause Policy

2 pages · PDF, 67 KB

The short version

We treat the menopause as a normal part of working life, openly and in confidence.
Practical adjustments where they help, from temperature and breaks to flexible hours.
Time off for symptoms is handled sympathetically, not as ordinary sickness.

Why this matters to us

The menopause can affect people right across our team, and the right support keeps good people thriving at work. We would rather you felt able to ask for what helps than struggle in silence.

The support on offer

Adjustments are always tailored to you, and might include control over your workspace temperature, easy access to cold water and facilities, more frequent breaks, flexibility over hours or working from home, or a review of any uniform. Speak to your line manager, or anyone you feel comfortable with, and share only what you want to.

Respect, always

Comments or “banter” about the menopause are not tolerated and are dealt with under our disciplinary procedures.

The formal document

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Andropause Policy

2 pages · PDF, 66 KB

The short version

The same open, confidential support for andropause, sometimes called the “male menopause”.
Practical adjustments where they help, from workload to flexible hours.
Respect from everyone, no banter and no judgement.

Why this matters to us

Age-related hormonal changes are rarely talked about, but they can genuinely affect how someone feels at work. We want people to feel able to raise it and get support.

The support on offer

Depending on what helps, we might look at your workload or hours, more frequent breaks, flexibility over start and finish times or working from home, or a temporary change to duties. Any sickness absence linked to symptoms is handled sympathetically. Speak to your line manager or anyone you feel comfortable with.

Respect, always

Comments or “banter” about a colleague’s health or age are not tolerated and are dealt with under our disciplinary procedures.

The formal document

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Induction Policy

2 pages · PDF, 66 KB

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Training Policy

2 pages · PDF, 67 KB

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Privacy Policy

2 pages · PDF, 67 KB

The short version

We collect only what we need to place you or to fill your role.
Your CV goes to an employer only after you say yes. Every time.
We never sell your data. To anyone. Ever.
Ask us what we hold about you, or ask us to delete it, any time.

Who we are

Cucumber Partners ("we", "us") is a recruitment business supplying construction and engineering professionals to FE colleges and commercial employers across the UK. Cucumber Partners is a trading name of Cucumber Partners Ltd, registered in England and Wales under company number 16984011, at Kimada House, 442 Flixton Road, Urmston, Manchester M41 6QT. For anything in this policy, contact us at enquiries@cucumber-partners.co.uk.

What we collect

If you're a candidate: your CV, work history, qualifications, contact details, right-to-work evidence, references, and where a role requires it, DBS status. We collect this from you directly, or from a referee or public professional profile with your knowledge.

If you're a client: your name, role, work contact details, and the requirements of the positions you ask us to fill.

If you use this website: whatever you type into our contact form. This site sets no tracking cookies and runs no advertising trackers.

How we use it, and why we're allowed to

We use your information to match candidates with roles, run compliance checks, and keep in touch about opportunities you've asked to hear about. UK GDPR requires a lawful basis for each use. Ours are: consent (sending your CV to a named employer), legitimate interests (keeping in touch with candidates and clients about relevant work), legal obligation (right-to-work and safeguarding checks), and contract (delivering the service a client has engaged us for).

Who we share it with

Prospective employers and colleges, only with your consent for each introduction. Referees you've named. Regulators or authorities where the law requires it. That's the list. We do not sell or rent personal data.

How long we keep it

Candidate records are kept for two years from our last meaningful contact, then deleted. Client records are kept for the duration of our relationship plus the period tax and company law requires. Want deleting sooner? Email us and it's done, unless a legal obligation says otherwise, in which case we'll tell you what and why.

Your rights

You can ask us for a copy of your data, ask us to correct it, delete it, restrict how we use it, hand it to you in a portable format, or object to a use of it. Email enquiries@cucumber-partners.co.uk and we'll respond within one month. If you're unhappy with our answer, you can complain to the Information Commissioner's Office at ico.org.uk.

Our policies. In plain English.

Safeguarding & vetting

Recruitment & employment practice

Data protection & privacy

Governance & conduct

Health, safety & environment

Safeguarding Children & Young People Policy

The short version

Why this matters to us

Our checks

Beyond the checks

The formal document

Safeguarding Adults at Risk Policy

Child & Vulnerable Adult Protection Policy

DBS Certificate Handling & Retention Policy

Recruitment of Ex-Offenders Policy (England, Scotland & Wales)

Recruitment of Ex-Offenders Policy (Northern Ireland)

Disclosure Information Handling Policy (Northern Ireland)

Recruitment & Selection Policy

Agency Workers Regulations Policy

Reference Request Policy

Equal Opportunities Policy

Equality, Diversity & Inclusion Policy

The short version

What we commit to

In practice

The formal document

Flexible Working Policy

Maternity Policy

The short version

Why this matters to us

Your leave and pay

Coming back

The formal document

Paternity Policy

The short version

Why this matters to us

How it works

The formal document

Menopause Policy

The short version

Why this matters to us

The support on offer

Respect, always

The formal document

Andropause Policy

The short version

Why this matters to us

The support on offer

Respect, always

The formal document

Induction Policy

Training Policy

Privacy Policy

The short version

Who we are

What we collect

How we use it, and why we're allowed to

Who we share it with

How long we keep it

Your rights

The formal document

GDPR Policy

Candidate Information Handling, Storage & Disposal Policy

Data Backup Procedure

Business Continuity Plan

Quality Assurance Policy

Complaints & Compliments Policy

Clinical Complaints Policy

Whistleblowing Policy

Anti-Bribery Policy

Modern Slavery Act Policy

Anti-Tax Evasion Policy

Health & Safety Policy

Use of Own Vehicle for Business Use Policy

Environmental Policy

Carbon Reduction Plan