Terms of use

By using the website or submitting any information via this website, you are granting consent for your details to be used for the purpose of recruitment only by Highbourne Group Ltd. All personal information collected via this website shall be used for the purpose of recruitment only.

We place great importance in managing your information in accordance with current legislation as well as our values on privacy as a business.
This notice applies to all activities that take place when reviewing and assessing individuals for vacancies at Highbourne Group Ltd and onboarding a new colleague to our business. For more information about how Highbourne Group Ltd.

How do we use your information?

This could be for the purpose of (but not limited to) to register for a recruitment event, sign up to job alerts, apply for a vacancy, register for Talent banking.

You have the right to remove your personal information at any time. To do this, you can anonymise your account by logging into your personal profile.

What is Personal Information?

Personal Information (also known as personal data) is any information that identifies someone and any information that relates to that identified person. For example, if you are an employee, your name and email address are information that identifies you, and your length or service is information that relates to you.

Processing purpose
Categories of data
Legal Basis for Processing

To create an account on Highbourne Group Ltd for you, and enable you to apply for a role

  • Your contact details*
  • Device & Online identifiers
  • Online Activity Information
  • Necessary for performance of the contract between you and us
  • To meet our legitimate interests of managing the recruitment process and engaging with applicants.

To onboard you as a new colleague 

  • If successful in your application, we will also require additional information to prepare for your employment such as:
  • Financial Information such as bank details *
  • Individual preferences & characteristics such as uniform size
  • Next of Kin
  • Necessary for performance of the contract between you and us

To help us make any necessary adjustments to support you if you’re invited for interview/assessment

  • Information relevant to a disability +
  • In some instances we have a legal obligation to understand your needs in order to make reasonable adjustments to your interview or application process

For some roles, we might need to ask you about previous criminal convictions or carry out criminal records checks (such as a DBS check) to confirm your suitability for a role

  • Criminal conviction information +
  • Personal & Government Identifiers–for example your identification documents. *
  • For some roles we have a legal obligation to confirm your suitability for a role 
  • In other roles we have a legitimate interest to protect the safety of our customers and colleagues, and to protect the reputation of our business, by confirming the suitability of an applicant for a role.
  • Highbourne Group Ltd sometimes ask applicants to disclose whether they hold an unspent criminal conviction for a roles. You may choose to disclose such information in the course of your employment and in doing so we may process this information on the basis of your explicit consent.

To monitor the effectiveness of our Equal Opportunities Policy. In most cases, we use aggregate information to tell us about trends rather than information relating to a specific individual.

  • Equal opportunities information such as Gender, race or ethnic origin religion or belief, age bracket,
  • sexual orientation and details of any disability +
  • To meet our legitimate interests of implementing an effective resourcing strategy to meet our objectives as an inclusive and diverse employer.
  • In some cases we have a legal responsibility to monitor Equal Opportunities within recruitment – for example in Northern Ireland.

If your application is successful, and we invite you for an interview/ assessment we’ll need additional information to check you have the right to work in the UK, including a copy of your passport, your National Insurance number and any other relevant proof of your right to work, for example visa or working permits.

  • Right to work information * +
  • Necessary for compliance with our legal obligations including the Asylum and Nationality Act 2006, the Immigration Act 1971, and the Immigration Act 2016

+ This type of personal information is considered to be special category (or particularly sensitive) personal information. In addition to a legal basis to processing this information, we must also satisfy an appropriate condition described in law. In this case, your special category personal information is processed on the condition that it is necessary for the purposes of meeting our legal obligations in connection with your employment. Where we process special category information in this way we ensure we have an appropriate policy document in place, usually these are the Highbourne Group Ltd Policies.

* This type of personal information must be provided to Highbourne Group Ltd as a requirement of your employment contract.

Who is the Controller of your Personal Information?

The Controller of your Personal Information is Highbourne Group Ltd (with registered address at Highbourne House, Eldon Way, Crick Industrial Estate, Crick, Northampton, United Kingdom, NN6 7SL unless we tell you otherwise. If you have any questions or concerns about our handling of your Personal Information, or if you wish to make a complaint.

If you have applied to work at Highbourne Group Ltd through an agency or other third party, they will be the Controller of your Personal Information with respect to the management of your account with them directly – contact your agency for more information about the ways they process your Personal Information.

Where do we collect your Personal Information from?

We collect nearly all the Personal Information for recruitment directly from you, based on information provided in your application to work with us. Some information is created in the course of your application, for example test or interview results and hiring decisions. If you have applied for a role through an Agency, we may collect some information from them. In some cases, such as when we need to carry out a DBS (Disclosure and Barring Service) check or to confirm information related to a professional qualification, we engage with the external body to provide the information they hold. We may also contact the references you have provided to get their feedback on you or to confirm the circumstances of previous periods of employment.

For a limited number of roles, we utilise publicly available information to search for candidates that may be a good fit for Highbourne Group Ltd (for example – via LinkedIn). Our Resourcing Teams may obtain information about you from networking or industry events. Wherever your information is processed for candidate search activities we will take steps to inform you of this, and you can always request that we no longer process your information in this way.

How do we protect and secure your Personal Information?

We use security measures, including physical, administrative, and technical safeguards to protect the confidentiality of your Personal Information. These measures include encryption, security certificates, access controls, information security technologies, policies, procedures and other information security measures to help protect your Information.

When designing or implementing new computer systems and processes we look at ways to identify and mitigate potential security risks and then monitor and test our security systems to help protect your Personal Information.

Who do we share it with?

We have controls to limit access to your Personal Information to:

We have controls to limit access to your Personal Information to:

Where is your Personal Information kept, processed and accessed from?

Our computer systems, including our websites, are operated Highbourne Group Ltd in the United Kingdom.

To ensure that Personal Information is handled in line with our high standards, including providing the same level of protection, we put in place data protection policies on access and transfer of data to all parties that process Personal Information in the UK.

How long will we keep your Personal Information for?

For successful applications we keep your Personal Information for 6 years after you leave Highbourne Group Ltd as an employee. For unsuccessful applications we’ll retain your Personal Information for 12 months to support any appeals we received. Any Personal Information you include in the applicant profile you create through our online portal will be retained for as long as your account is active. If you do not log into your account for 12 months it will become inactive and your personal information will be deleted.


This Accessibility Statement covers Highbourne Group Ltd Career website. This website is run by Highbourne Group Ltd.

We want as many people as possible to be able to use this website. For example, that means you should be able to:


We use CSS (cascading style sheets) for all layouts. No tables are used for layout purposes.

We use valid XHTML1.1 and valid CSS as specified by the World Wide Web Consortium (W3C).

Resizing text/zooming

If you find the text on our website is too small, you can re-size it accordingly.

Internet Explorer 

Microsoft 365 ended support for Internet Explorer on August 17, 2021, and Microsoft Teams ended support for IE on November 30, 2020. Internet Explorer is set for discontinuation on June 15, 2022, after which the alternative will be Microsoft Edge with IE mode for legacy sites

For Mozilla Firefox

Choose View > Zoom from the menu. If you select the 'Zoom Text Only' option, only the text will be re-sized; otherwise the entire page will be re-sized.

For Google Chrome

Choose Settings > Zoom from the menu. Currently Chrome only supports page resizing and not text-only resizing.

All other browsers should be able to re-size the text directly from the menu bar.

Or in many browsers, you can zoom by holding CTRL and pressing + or - . Some browsers also support zooming by holding CTRL and using the mouse scroll wheel. Please see your specific browser help pages if you are having difficulty.

AbilityNet also has advice on making your device easier to use if you have a disability.

How accessible is this website?

We want as many people as possible to be able to use this website, therefore we use accessibility audit tools throughout the development process.  Alt Text is added to images throughout the website, headings have hierarchy applied for easier navigation of the website. 

Highbourne Group Ltd is committed to making its website accessible, in accordance with the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018.

Feedback and contact information

If you need information on this website in a different format like accessible PDF, large print, easy read, audio recording or braille please Contact Highbourne Group Ltd

Reporting accessibility problems with this website

We’re always looking to improve the accessibility of this website. If you find any problems not listed on this page or think we’re not meeting accessibility requirements, please contact Highbourne Group Ltd. We will need to know the details of the page you are looking at, information you thought should be clearer and anything else you think would help us to improve it.

Enforcement procedure (Public Sector websites ONLY)

The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018 (the ‘accessibility regulations’). If you’re not happy with how we respond to your complaint, contact the Equality Advisory and Support Service (EASS).

Disproportionate burden

Our website is based on an open-source content management system and we believe it would be a disproportionate burden to amend this. We will continue to work with our third-party CMS supplier to understand whether this can be addressed in a proportionate way.

Preparation of this Policy

This policy was prepared November 2022

It will be reviewed no later than November 2023