Our Top 10 Child-friendly Eateries in Oxfordshire

Radcliffe Camera Oxford events and catering, Chef agency in Oxford

With Spring half-term looming and the weather not looking particularly on our side, we thought you might be on the lookout for some child-friendly places to take the kids for a bite out.

Opportunities to get out and about and have a change of scenery are always welcome when it comes to kids school holidays, and even better if you can fill their tummies whilst feeling welcome in a child-friendly environment.

So here are our top picks for child-friendly eateries in Oxfordshire. We hope you like them and that you’re able to visit one (or a few!) over the half-term break.

Mollie’s Diner, Buckland

molliesmotel.com

Inspired by a classic American roadside diner this retro foodie joint is a great choice if you’re on the road with the kids and need a roadside stop-over, or as a destination in itself for breakfast, lunch and dinner.

Mollies Restaurant Oxford

There is an impressive menu for ‘Mini Mollies’ visitors including milkshakes and mini burgers with a main, two sides and a drink coming to £7. Each kiddie gets an activity sheet with colouring, word searches and dot-to-dot that will be sure to keep them amused.

 

The Old Shed, Charlbury

theoldshedcharlbury.co.uk

Located on Banbury Hill Farm, this lovely spot is open for breakfast, lunch and homemade cakes all day.

Old Shed Restaurant Oxford

There is a lunchtime kids menu including a special lunch bag for £4 and other warm options such as mac n’ cheese and chicken goujons.

Located on the farm, you can do a walking loop to go and meet some of the farm animals or kids can enjoy the play area right outside the cafe.

Where to eat with kids in Oxford

If the weather doesn’t allow for fresh-air and outdoor frolics, there is also a corner full of books, games and colouring inside the cafe too.

 

 

The Jam Factory, Oxford

thejamfactoryoxford.com

This Oxford based restaurant, bar and gallery is a favourite amongst locals for its relaxed atmosphere and great food and is a stone’s throw from Oxford train station.

Great family friend restaurants in Oxford

It has a friendly and homely vibe with plenty of informal seating areas as well as specific areas for dining. For the kids there are various books and games to enjoy as well as a ping pong and football table.

If you have little ones there is also ample space for buggies and baby changing facilities. The food offering is local and organic and the kids menu is £7 for a main and desert.

Screenshot 2020 02 08 at 14.21.32 e1581171799687

There is even a colouring competition for kids to enter to be in with a chance of winning a free meal!

 

The Milk Shed, Weston-on-the-Green

themilkshedstore.co.uk

The Milk Shed calls itself a mini food emporium; a one-stop shop for coffee, a lovely lunch, snacks from the deli, and a scoop or tub of one of their famous in-house ice creams that the kids will love.

Milk Shed Restaurant, Oxford

There is a really family-friendly atmosphere, a special kids menu and delicious food for grown ups too!

 

Lyall & Co, Witney

lyallandco.com

This very bright and airy cafe is a welcoming space with an all day brunch menu and  counters filled with delicious cakes, buns and sandwiches.

Lyall & Co.

There are high chairs, nappy changing facilities and there’s plenty of space to maneuver your buggy.

Most of all, and the reason we’ve chosen this as one of our top child-friendly spots, is that it shares a home with Jessie’s Art Shed, a creative space running workshops, lessons and drop-in sessions for kids (and adults too!)

jessies art shed e1581172656270

Even when classes aren’t running, kids can get creative with a craft bag tailored by age whilst you kick bag and enjoy a latte or natter with friends.

 

 

Atomic Burger, Cowley

atomicburger.co.uk

Which kid wouldn’t say no to a burger and even better when you get to head to this unique restaurant full of wall murals, toys and memorabilia.

Atomic Burger, Oxfordshire

No worries if burgers aren’t your thing, there are plenty of other options on the menu including Nachos, Chicken wings and Hot Dogs. The kids will also enjoy the very unique selection of milk and freak-shakes. There is definitely nothing boring about this spot that is about more than just great food!

 

Mamma Mia Pizzeria, Summertown

mammamiapizzeria.co.uk

A firm family favourite, Mamma Mia Pizzeria is the perfect place for an authentic, Italian pizza out with the kids.

Mamma Mia pizza, Oxford

Its rustic setting with chequered tablecloths and exposed brick walls provides a friendly and warm atmosphere for families. There’s no kids menu as such but it’s all about ordering a few options and then sharing slices between you.

If you head there for lunch you can also take advantage of the fixed price menu when you’ll get a main course and a drink for £8.95.

 

The Upton Firehouse, Burford

theuptonfirehouse.com

The Upton Firehouse is a bit of a hidden gem, located in a huge industrial space filled with bare wooden tables and benches and cosy rugs, and the kids love it.

upton

They are open on Friday, Saturday and Sunday (12-4pm) for their iconic Firehouse BBQ Buffet which includes a huge selection of smoked meats and fish along with fresh sides and salads for you to take your pick.

Prices are reasonable at £19.50 for adults and £10 for kids (age 3-10). They also do Pizza Wednesday from 4-9pm when wood-fired pizzas are cooked to order from a menu that changes weekly. Inside they have a kids corner with sofas, games and a big TV showing a film.

 

Little Amsterdam, Banbury

littleamsterdam.co

This charming and relaxed cafe serves traditional Dutch pancakes with a wide variety of creative toppings – both sweet and savoury.

Little Amsterdam, OXfordshire

There is a vast children’s menu including pancakes and waffles as well as more savoury options such as omelettes and beef croquettes, and toddlers under 3 even get a free pancake!

Little Amsterdam family friendly restaurant

There is a little play area in the cafe so you can get a moment to relax whilst the kids are entertained.

 

 

The Black Horse, Thame

blackhorsethame.com

Our top family-friendly pub is part of the White Brasserie Group and located in the beautiful historic town of Thame. They are very family-friendly, welcoming kids of all ages and four-legged friends.

Black Horse Pub, Thame

There is both a junior menu with pub grub for 7-12 year olds with half portions at half the price, as well as as a very vibrant and doggie inspired-children’s menu which offers two courses for £7.25 or three courses for £9.50 and free ‘pup-corn’ to take away.

black horse 2

 

So there we have it, a round-up of our top 10 child-friendly eateries in the Oxfordshire area. At Goldstar Recruitment we are proud to source the top chefs and hospitality staff for some of the very best foodie establishments across the county, and we hope you’ll get the chance to enjoy what they have to offer too!

If you work in a local restaurant or know of anywhere that has any special half-term offers or things to do for kids, please let us know so we can spread the word.

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“Actual Rate of Pay” means, unless and until the Agency Worker has completed the Qualifying Period, the rate of pay which will be paid for each hour worked during an Assignment (to the nearest quarter hour) weekly in arrears, subject to Deductions and any Agreed Deductions, as set out in the relevant Assignment Details Form;
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limited to these Terms, data, records, reports, agreements, software, programs, specifications, knowhow, trade secrets and other information concerning the Assignment) in any form or medium whether disclosed or granted access to whether in writing, orally or by any other means, provided to the Agency Worker or any third party in relation to the Assignment by the Hirer or the Employment Business or by a third party on behalf of the Hirer whether before or after
the date of these Terms together with any reproductions of such information in any form or medium or any part(s) of such information; “Control” means (a) the legal or beneficial ownership, directly or indirectly, of more than 50% of the issued share capital or similar right of ownership; or (b) the power to direct or cause the direction of the affairs and/or general management of the company, partnership, statutory
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–23 & over; £10.42—-21-22; £10.18—-18-20; £7.49—-Under 18; £5.28—-Apprentice £5.28–
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Agency Worker to be supplied for beyond the duration of the original Assignment or series of assignments as an alternative to paying a Transfer Fee;
“Qualifying Period” means 12 continuous Calendar Weeks during the
whole or part of which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the
supervision and direction of the relevant Hirer in the same role, and as further defined in the Schedule to these Terms;
“Relevant Period” means (a) the period of 8 weeks commencing on the
day after the last day on which the Agency Worker worked for the Hirer having been supplied by the Employment Business; or (b) the period of 14 weeks
commencing on the first day on which the Agency Worker worked for the Hirer having been supplied by Employment Business or 14 weeks from the first day of
the most recent Assignment where there has been a break of more than 6 weeks (42 days) since any previous assignment;
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These Terms shall prevail over any other terms put forward by the Agency Worker.
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Employment Business is required to make the Deductions from the Agency Worker’s
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The Agency Worker is supplied as a worker, and is entitled to certain statutory rights
as such, but nothing in these Terms shall be construed as giving the Agency Worker
rights in addition to those provided by statute except where expressly stated.
2.3. No variation or alteration to these Terms shall be valid unless the details of such
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set out in writing and a copy of the varied terms is given to the Agency Worker no
later than 5 business days following the day on which the variation was made stating
the date on or after which such varied terms shall apply.
2.4. The Employment Business shall act as an employment business (as defined in Section
13(3) of the Employment Agencies Act 1973) (as amended) when introducing or
supplying the Agency Worker for Assignments with its Hirers.
3. ASSIGNMENTS AND INFORMATION TO BE PROVIDED
3.1. The Employment Business will endeavor to obtain suitable Assignments for the
Agency Worker to perform the agreed Type of Work. The Agency Worker shall not be
obliged to accept any Assignment offered by the Employment Business.
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there may be periods when no suitable work is available and agrees that:
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Employment Business; and
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should it fail to offer Assignments of the Type of Work or any other work.
3.3. At the same time as an Assignment is offered to the Agency Worker the Employment
Business shall provide the Agency Worker with an Assignment Details Form setting
out the following:
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3.3.2. the date the Assignment is to commence and the duration or likely duration
of Assignment;
3.3.3. the Type of Work, location and hours during which the Agency Worker
would be required to work;
3.3.4. the Hourly Rate that will be paid and any expenses payable by or to the
Agency Worker;
3.3.5. any risks to health and safety known to the Hirer in relation to the
Assignment and the steps the Hirer has taken to prevent or control such
risks; and
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law or a professional body the Hirer considers necessary or which are
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Sunday and any Public or Bank Holiday) following save where:
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one in which the Agency Worker has previously been supplied within the
previous 5 business days and such information has already been given to the
Agency Worker and remains unchanged; or
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business days or less and such information has previously been given to the
Agency Worker before and remains unchanged, the Employment Business
needs only to provide written confirmation of the identity of the Hirer and
the likely duration of the Assignment.
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the intended 5 consecutive business day period, the Employment Business shall
provide such information set out in clause 3.3 to the Agency Worker in paper or
electronic form within 8 days of the start of the Assignment.
3.6. For the purpose of calculating the average number of weekly hours worked by the
Agency Worker on an Assignment for the purposes of the Working Time Regulations,
the start date for the relevant averaging period shall be the date on which the
Agency Worker commences the first Assignment.
3.7. If, before or during an Assignment or during the Relevant Period, the Hirer wishes to Engage the Agency Worker directly or through another employment business, the
Agency Worker acknowledges that the Employment Business will be entitled either
to charge the Hirer a Transfer Fee or to agree a Period of Extended Hire with the
Hirer at the end of which the Agency Worker may be Engaged directly by the Hirer or
through another employment business without further charge to the Hirer. In
addition, the Employment Business will be entitled to charge a Transfer Fee to the
Hirer if the Hirer introduces the Agency Worker to a third party (other than another
employment business) who subsequently Engages the Agency Worker, directly or
indirectly, before or during an Assignment or within the Relevant Period.
3.8. If the Agency Worker has completed the Qualifying Period on the start date of the
relevant Assignment or following completion of the Qualifying Period during the
relevant Assignment, and if the Agency Worker is entitled to any terms and
conditions relating to the duration of working time, night work, rest periods and/or
rest breaks under the Agency Workers Regulations which are different and
preferential to rights and entitlements relating to the same under the Working Time
Regulations, any such terms and conditions will be as set out in the relevant
Assignment Details Form or any variation to the relevant Assignment Details Form
(as appropriate).
4. AGENCY WORKER’S OBLIGATIONS
4.1. The Agency Worker is not obliged to accept any Assignment offered by the
Employment Business but if the Agency Worker does accept an Assignment, during
every Assignment and afterwards where appropriate, s/he will:
4.1.1. co-operate with the Hirer’s reasonable instructions and accept the direction,
supervision and control of any responsible person in the Hirer’s
organisation;
4.1.2. observe any relevant rules and regulations of the Hirer’s establishment
(including normal hours of work) to which attention has been drawn or
which the Agency Worker might reasonably be expected to ascertain;
4.1.3. take all reasonable steps to safeguard his or her own health and safety and
that of any other person who may be present or be affected by his or her
actions on the Assignment and comply with the Health and Safety policies
and procedures of the Hirer;
4.1.4. not engage in any conduct detrimental to the interests of the Employment
Business and/ or Hirer which includes any conduct which could bring the
Employment Business and/or the Hirer into disrepute and/or which results
in the loss of custom or business by either the Employment Business or the
Hirer;
4.1.5. not commit any act or omission constituting unlawful discrimination against
or harassment of any member of the Employment Business’ or the Hirer’s
staff;
4.1.6. not at any time divulge to any person, nor use for his or her own or any
other person’s benefit, any Confidential Information relating to the Hirer’s
or the Employment Business’ employees, business affairs, transactions or
finances;
4.1.7. on completion of the Assignment or at any time when requested by the
Hirer or the Employment Business, return to the Hirer or where appropriate,
to the Employment Business, any Hirer property or items provided to the
Agency Worker in connection with or for the purpose of the Assignment,
including, but not limited to any equipment, materials, documents, swipe
cards or ID cards, uniforms, personal protective equipment or clothing.
4.2. If the Agency Worker accepts any Assignment offered by the Employment Business, as soon as possible prior to the commencement of each such Assignment and during each Assignment (as appropriate) and at any time at the Employment Business’ request, the Agency Worker undertakes to:
4.2.1. inform the Employment Business of any Calendar Weeks between 1 October
2011 and prior to the date of commencement of the relevant Assignment
and/or during the relevant Assignment in which the Agency Worker has
worked in the same or a similar role with the relevant Hirer via any third
party and which the Agency Worker believes count or may count toward the
Qualifying Period;
4.2.2. provide the Employment Business with all the details of such work, including
(without limitation) details of where, when and the period(s) during which
such work was undertaken and any other details requested by the
Employment Business; and
4.2.3. inform the Employment Business if, since 1 October 2011, s/he has prior to
the date of commencement of the relevant Assignment and/or during the
relevant Assignment:
4.2.3.1. completed two or more assignments with the Hirer;
4.2.3.2. completed at least one assignment with the Hirer and
one or more earlier assignments with any member of the Hirer’s
Group; and/or
4.2.3.3. worked in more than two roles during an assignment
with the Hirer and on at least two occasions worked in a role
that was not the same role as the previous role.
4.3. If the Agency Worker is unable for any reason to attend work during an Assignments/he should inform the Employment Business within 1 hour of the commencement of the Assignment or shift. If it is not possible to inform the Employment Business within these timescales, the Agency Worker should alternatively inform the Hirer and then the Employment Business as soon as possible.
4.4. If, either before or during an Assignment, the Agency Worker becomes aware of any reason why s/he may not be suitable for an Assignment, s/he shall notify the
Employment Business without delay.
4.5. The Agency Worker acknowledges that any breach of his/her obligations set out in
this clause may cause the Employment Business to suffer loss and that the
Employment Business reserves the right to recover such losses from the Agency
Worker.
5. TIMESHEETS
5.1. At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of 1 week or less or is completed before the end of a week) the
Agency Worker shall deliver to the Employment Business a timesheet duly
completed to indicate the number of hours worked during the preceding week (or
such lesser period) and signed by an authorised representative of the Hirer.
5.2. Subject to clause 5.3 the Employment Business shall pay the Agency Worker for all
hours worked regardless of whether the Employment Business has received payment
from the Hirer for those hours.
5.3. Where the Agency Worker fails to submit a properly authenticated timesheet the
Employment Business shall, in a timely fashion, conduct further investigations into
the hours claimed by the Agency Worker and the reasons that the Hirer has refused
to sign a timesheet in respect of those hours. This may delay any payment due to the
Agency Worker. The Employment Business shall make no payment to the Agency
Worker for hours not worked.
5.4. For the avoidance of doubt and for the purposes of the Working Time Regulations,
the Agency Worker’s working time shall only consist of those periods during which
s/he is carrying out activities or duties for the Hirer as part of the Assignment. Time
spent travelling to the Hirer’s premises (apart from time spent travelling between
two or more premises of the Hirer), lunch breaks and other rest breaks shall not
count as part of the Agency Worker’s working time for these purposes. This clause
5.4 is subject to any variation set out in the relevant Assignment Details Form or any
variation to the relevant Assignment Details Form which the Employment Business
may make for the purpose of compliance with the Agency Workers Regulations.
6. REMUNERATION
6.1. The Employment Business shall pay to the Agency Worker the Actual Rate of Pay
unless and until the Agency Worker completes the Qualifying Period. The Actual Rate
of Pay will be notified on a per Assignment basis and as set out in the relevant
Assignment Details Form.
6.2. If the Agency Worker has completed the Qualifying Period on the start date of the
relevant Assignment or following completion of the Qualifying Period during the
relevant Assignment, the Employment Business shall pay to the Agency Worker:
6.2.1. the Actual QP Rate of Pay; and
6.2.2. the Emoluments (if any),
which will be notified on a per Assignment basis and as set out in the relevant
Assignment Details Form or any variation to the relevant Assignment Details Form.
6.3. Subject to any statutory entitlement under the relevant legislation referred to in
clauses 7 and 8 below and any other statutory entitlement, the Agency Worker is not
entitled to receive payment from the Employment Business or the Hirer for time not
spent on Assignment, whether in respect of holidays, illness or absence for any other
reason unless otherwise agreed.
6.4. If the Agency Worker has completed the Qualifying Period on the start date of the
relevant Assignment or following completion of the Qualifying Period during the
relevant Assignment, the Agency Worker may be entitled to receive a bonus. The
Agency Worker will comply with any requirements of the Employment Business
and/or the Hirer relating to the assessment of the Agency Worker’s performance for
the purpose of determining whether or not the Agency Worker is entitled to a bonus
and the amount of any such bonus. If, subject to satisfying the relevant assessment
criteria, the Agency Worker is entitled to receive a bonus, the Employment Business
will pay the bonus to the Agency Worker.
7. ANNUAL LEAVE
7.1. The Agency Worker is entitled to paid annual leave according to the statutory
minimum as provided by the Working Time Regulations from time to time. The
current statutory entitlement to paid annual leave under the Working Time
Regulations is 5.6 weeks.
7.2. Entitlement to payment for leave under clause 7.1 accrues in proportion to the
amount of time worked by the Agency Worker on Assignment during the Leave Year.
7.3. Under the Agency Workers Regulations, on completion of the Qualifying Period
the Agency Worker may be entitled to paid and/or unpaid annual leave in addition to
the Agency Worker’s entitlement to paid annual leave under the Working Time
Regulations and in accordance with clauses 7.1 and 7.2. If this is the case, any such
entitlement(s), the date from which any such entitlement(s) will commence and how
payment for such entitlement(s) accrues will be as set out in the relevant Assignment
Details Form or any variation to the relevant Assignment Details Form.
7.4. All entitlement to leave must be taken during the course of the Leave Year in
which it accrues and, save as may be set out in the relevant Assignment Details Form
or any variation to the relevant Assignment Details Form, none may be carried
forward to the next year. The Agency Worker is responsible for ensuring that all paid
annual leave is requested and taken within the Leave Year.
7.5. If the Agency Worker wishes to take paid leave during the course of an Assignment
s/he should notify the Employment Business of the dates of his/her intended
absence giving notice of at least twice the length of the period of leave that s/he
wishes to take. In certain circumstances the Employment Business may require the
Agency Worker to take paid annual leave at specific times or notify the Agency
Worker of periods when paid annual leave cannot be taken. Where the Agency
Worker has given notice of a request to take paid annual leave in accordance with
this clause, the Employment Business may give counter-notice to the Agency Worker
to postpone or reduce the amount of leave that the Agency Worker wishes to take.
In such circumstances the Employment Business will inform the Agency Worker in
writing giving at least the same length of notice as the period of leave that it wishes
to postpone or reduce it by.
7.6. Subject to clause 7.3, the amount of payment which the Agency Worker will
receive in respect of periods of annual leave taken during the course of an
Assignment will be calculated in accordance with and paid in proportion to the
number of hours which the Agency Worker has worked on Assignment.
7.7. Subject to clause 7.3, in the course of any Assignment during the first Leave Year,
the Agency Worker is entitled to request leave at the rate of one-twelfth of the
Agency Worker’s total holiday entitlement in each month of the leave year.
7.8. Choose either Option A or B
A: Save where this clause is amended by the Assignment Details Form, where a bank
holiday or other public holiday falls during an Assignment and the Agency Worker
does not work on that day, then subject to the Agency Worker having accrued
entitlement to payment for leave in accordance with clause 7.2 or clause 7.3 (if
applicable), that day shall count as part of the Agency Worker’s paid annual leave
entitlement.
7.9. Where this contract is terminated by either party and a P45 is requested, the
Agency Worker shall be entitled to a payment in lieu of any untaken leave where the
amount of leave taken is less than the amount accrued in accordance with clause 7
at the date of termination.
8. SICKNESS ABSENCE
8.1. The Agency Worker may be eligible for Statutory Sick Pay provided that s/he meets
the relevant statutory criteria.
8.2. The Agency Worker is required to provide the Employment Business with evidence
of incapacity to work which may be by way of a self-certificate for the first 7 days of
incapacity and a doctor’s certificate thereafter.
8.3. For the purposes of the Statutory Sick Pay scheme there is one qualifying day per
week during the course of an Assignment and that qualifying day shall be the
Wednesday in every week.
8.4. In the event that the Agency Worker submits a Statement of Fitness for Work ( “the Statement”) or similar medical evidence, which indicates that the Agency Worker
may, subject to certain conditions, be fit to work/return to work, the Employment
Business will in its absolute discretion determine whether the Agency Worker will be
(a) placed in a new Assignment or (b) permitted to continue in an ongoing
Assignment. In making such determination the Employment Business may consult
with the Hirer and the Agency Worker as appropriate to assess whether the
conditions identified in the Statement or similar documentation can be satisfied for
the duration of the Assignment.
8.5. Where clause 8.4 applies, the Agency Worker’s placement in a new Assignment or
continuation in an ongoing Assignment may be subject to the Agency Worker
agreeing to a variation of the Terms or the assignment details set out in the
Assignment Details Form to accommodate any conditions identified in the Statement
or other similar medical evidence as is appropriate.
9. TERMINATION
9.1. Any of the Employment Business, the Agency Worker or the Hirer may terminate the Agency Worker’s Assignment at any time without prior notice or liability.
9.2. The Agency Worker acknowledges that the continuation of an Assignment is subject to and conditioned by the continuation of the contract entered into between the Employment Business and the Hirer. In the event that the contract between the
Employment Business and the Hirer is terminated for any reason the Assignment
shall cease with immediate effect without liability to the Agency Worker (save for
payment for hours worked by the Agency Worker up to the date of termination of
the Assignment).
9.3. If the Agency Worker does not inform the Hirer or the Employment Business that
they are unable to attend work during the course of an Assignment (as required in
clause 4.3) this will be treated as termination of the Assignment by the Agency
Worker in accordance with clause 9.1, unless the Agency Worker can show that
exceptional circumstances prevented him or her from complying with clause 4.3.
9.4. If the Agency Worker is absent during the course of an Assignment and the
Assignment has not been otherwise terminated under clauses 9.1 or 9.3 above the
Employment Business will be entitled to terminate the Assignment in accordance
with clause 9.1 if the work to which the Agency Worker was assigned is no longer
available.
9.5. If the Agency Worker does not report to the Employment Business to notify his/her
availability for work for a period of 3 weeks, the Employment Business will forward
his/her P45 to his/her last known address.
10. INTELLECTUAL PROPERTY RIGHTS
The Agency Worker acknowledges that all copyright, trademarks, patents and other
intellectual property rights deriving from services carried out by him/her for the Hirer during the Assignment shall belong to the Hirer. Accordingly, the Agency Worker shall execute all such documents and do all such acts as the Employment Business shall from time to time require in order to give effect to its rights pursuant to this clause.
11. CONFIDENTIALITY
11.1. In order to protect the confidentiality and trade secrets of any Hirer and the
Employment Business and without prejudice to every other duty to keep secret all
information given to it or gained in confidence the Agency Worker agrees as follows:
11.1.1. not at any time, whether during or after an Assignment (unless expressly so
authorised by the Hirer or the Employment Business as a necessary part of
the performance of its duties) to disclose to any person or to make use of
any of the trade secrets or the Confidential Information of the Hirer or the
Employment Business with the exception of information already in the
public domain;
11.1.2. to deliver up to the Hirer or the Employment Business (as directed) at the
end of each Assignment all documents and other materials belonging to the
Hirer (and all copies) which are in its possession including documents and
other materials created by him/her during the course of the Assignment;
and
11.1.3. not at any time to make any copy, abstract, summary or précis of the whole
or any part of any document or other material belonging to the Hirer except
when required to do so in the course of its duties under an Assignment in
which event any such item shall belong to the Hirer or the Employment
Business as appropriate.
12. DATA PROTECTION
12.1. The Agency Worker warrants that in relation to these Terms, s/he shall comply
strictly with all provisions applicable to him/her under the Data Protection Laws and
shall not do or permit to be done anything which might cause the Employment
Business or the Hirer to breach any Data Protection Laws.
12.2. The Agency Worker consents to the Employment Business, any other intermediary involved in supplying the services of the Agency Worker to the Hirer (now or in the future), and the Hirer:
12.2.1. processing his/her personal data for purposes connected with the
performance of the Assignment and pursuant to these Terms; and
12.2.2. exporting and/or processing his/her personal data in jurisdictions outside
the European Economic Area for purposes connected with the performance
of these Terms.
13. SEVERABILITY
If any of the provisions of these Terms shall be determined by any competent authority to be unenforceable to any extent, such provision shall, to that extent, be severed from the remaining Terms, which shall continue to be valid to the fullest extent permitted by applicable laws.
14. NOTICES
All notices which are required to be given in accordance with these Terms shall be in writing and may be delivered personally or by first class prepaid post to the registered office of the party upon whom the notice is to be served or any other address that the party has notified the other party in writing, by email or facsimile transmission. Any such notice shall be deemed to have been served: if by hand when delivered; if by first class post 48 hours following posting; and if by email or facsimile transmission, when that email or facsimile is sent.
15. GOVERNING LAW AND JURISDICTION
These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.
SCHEDULE: “QUALIFYING PERIOD” AND “TEMPORARY WORK AGENCY”
For the purpose of the definition of “Qualifying Period” in clause 1.1 of these Terms, when calculating whether any weeks completed with the Hirer count as continuous towards the Qualifying Period, where:
(a) the Agency Worker has started working during an assignment and there is a break, either between assignments or during an assignment, when the Agency Worker is not working;
(b) the break is:
(i) for any reason and not more than six Calendar Weeks;
(ii) wholly due to the fact that the Agency Worker is incapable of working in consequence of sickness or injury and the break is 28 Calendar Weeks or less; paragraph (iii) does not apply; and, if required to do so by the Employment Business, the Agency Worker has provided such written medical evidence as may reasonably be required;
(iii) related to pregnancy, childbirth or maternity and is at a time in a protected period, being a period beginning at the start of the pregnancy and ending at the end of the 26 weeks beginning with childbirth (being the birth of a living child or the birth of a child whether living or dead after 24 weeks of pregnancy) or, if earlier, when the Agency Worker returns to work;
(iv) wholly for the purpose of taking time off or leave, whether statutory or contractual, to which the Agency Worker is otherwise entitled which is:
i. ordinary, compulsory or additional maternity leave;
ii. ordinary or additional adoption leave;
iii. ordinary or additional paternity leave;
iv. time off or other leave not listed in
paragraphs (iv)i, ii, or iii above; or
v. for more than one of the reasons listed in paragraphs (iv)i, ii, iii to iv above;
(v) wholly because the Agency Worker is required to attend at any place in pursuance to being summoned for service as a juror and the break is 28 Calendar Weeks or less;
(vi) wholly due to a temporary cessation in the Hirer’s requirement for any worker to be present at the establishment and work in a role for a pre-determined period of time according to the established custom and practices of the Hirer;
(vii) wholly due to a strike, lock-out or other industrial action at the Hirer’s establishment; or
(viii) wholly due to more than one of the reasons listed in paragraphs (ii), (iii), (iv), (v), (vi) or (vii);
and
(c) the Agency Worker returns to work in the same role with the Hirer,
any weeks during which the Agency Worker worked for the Hirer before the break shall be carried forward and treated as counting towards the Qualifying Period with any weeks during which the Agency Worker works for the Hirer after the break. In addition, when calculating the number of weeks during which the Agency Worker has worked, where the Agency Worker has started working in a role during an Assignment and is unable to continue working for a reason described in paragraph (b)(iii) or
(b)(iv)i., ii, or iii., for the period that is covered by one or more such reasons, the Agency Worker shall be deemed to be working in that role with the Hirer for the original intended duration or likely duration of the relevant Assignment, whichever is the longer. For the avoidance of doubt, time spent by the Agency Worker working during an assignment before 1 October 2011 do es not count for the purposes of the definition of “Qualifying Period”.
“Temporary Work Agency” means as defined in Regulation 4 of the Agency Workers Regulations being
a person engaged in the economic activity, public or private, whether operating for pro fit, and whether carrying on such activity in conjunction with others, of:
(a) supplying individuals to work temporarily for and under the supervision and direction of hirers; or
(b) paying for, or receiving or forwarding payment for, the services of individuals who are supplied to work temporarily for and under the supervision and direction of hirers.
Notwithstanding paragraph (b) of this definition a person is not a Temporary Work Agency if the person is engaged in the economic activity of paying for, or receiving or forwarding payments for, the services of individuals regardless of whether the individuals are supplied to work for hirers. For the purpose of this definition, a “hirer” means a person engaged in economic activity, public or private, whether operating for profit, to whom individuals are supplied, to work temporarily for and under the supervision and direction of that person.
Declaration
I confirm that the information provided on this form and within my CV, if applicable, is both truthful and accurate. I have omitted no facts that could affect my future employment. I understand that any engagement entered into is subject to documentary evidence of my right to work in the UK, verification of any professional qualifications and, in the case of temporary assignments, subject to satisfactory references. I expressly consent to any sensitive or personal data, disclosed as part of my application, being used in connection with the search for work, subject to the relevant Data Protection legislation. I also confirm, accept and understand the terms of engagement (Contract for services) and have received a copy of the of the Goldstar Welcome booklet (currently only for FOH, Catering Assistants, Housekeeping and K.P. staff). I will inform Goldstar Recruitment Ltd immediately of any circumstances that may affect my work, such as changes to health, subsequent pending prosecutions or convictions, which may arise whilst I am registered for permanent or temporary work