Employment Policy

• First and last name
• Date and place of birth
• Gender
• Citizenship
• Passport or national ID card number
• Photograph (from CV, passport, or submitted separately)

• Email address
• Phone number, including WhatsApp / Viber
• Postal address in the country of origin
• Postal address in the destination country (when applicable)

• CV and cover letter
• Detailed employment history and previous experience
• Qualifications, certificates, diplomas, licences
• Language competencies, including the destination country's language
• Technical skills relevant to the requested position
• Recommendations and references from previous employers

• Copy of valid passport or national ID card
• Work permit or documents needed to obtain one
• Medical documentation, only when legally required for the position or destination
• Criminal record certificate, only when required for the position or destination

• Desired positions, industries, and sectors
• Salary and benefit expectations
• Availability to start work
• Preferences for work location and accommodation
• Willingness to relocate and geographic flexibility

Art. 6(1)(b) GDPR / Art. 12(1)(2) ZZPL RS. Processing is necessary to provide the mediation services the candidate requested, including evaluation, employer communication, and hiring coordination.

Art. 6(1)(c) GDPR / Art. 12(1)(3) ZZPL RS. Processing fulfils obligations under labour, immigration, mediation, and tax law in relevant jurisdictions.

Art. 6(1)(a) GDPR / Art. 12(1)(1) ZZPL RS. For specific activities — sharing the candidate’s profile with a targeted employer or sending opportunity notifications — Werklist asks for explicit consent. The candidate may withdraw consent at any time without affecting the lawfulness of processing carried out before withdrawal.

Art. 6(1)(f) GDPR / Art. 12(1)(6) ZZPL RS. To a limited extent — improving services and hiring processes — with continuous balancing against the rights and freedoms of candidates.

• We tell the candidate the employer's identity, role, conditions, and location
• We ask explicit consent to forward data to that specific employer
• We state which data categories will be forwarded
• We verify the employer has appropriate data protection in place

• CV with professional details
• Contact details, only with explicit consent
• Relevant qualifications, certificates, diplomas
• Language competencies
• Other data relevant to the role, agreed with the candidate

Employers receiving candidate data are contractually bound to use it only to evaluate the application for that role; not forward it to third parties without prior Werklist and candidate consent; implement appropriate technical and organisational measures; and delete the data after the selection process if the candidate is not hired.

Conducted under the GDPR with no additional safeguards required.

Conducted in compliance with the Serbian ZZPL.

• Standard Contractual Clauses approved by the European Commission
• Data Protection Impact Assessments where necessary
• Encryption and secure communication channels
• Adequacy assessments of the destination country
• Additional contractual guarantees with recipients

• EU/EEA — GDPR
• Serbia — Law on Personal Data Protection
• Philippines — Data Privacy Act of 2012 (RA 10173)
• India — Digital Personal Data Protection Act, 2023
• Nepal — EU protection standards as a minimum baseline
• Latin America — Peru, Argentina, Colombia local laws with EU standards as a minimum
• Middle East and North Africa — local frameworks
• Other jurisdictions — GDPR-equivalent standards as a minimum

• Provide accurate, complete, current, and truthful data
• Submit only authentic and genuine documents
• Notify Werklist of any changes to data, qualifications, or circumstances
• Do not falsify, alter, or manipulate documentation

• Participate conscientiously in every phase
• Respond to enquiries from Werklist and the employer in time
• Attend interviews or cancel promptly with a valid reason
• Inform Werklist immediately if no longer interested or after accepting an outside offer

• Respect the laws of both the destination country and the country of origin
• Obtain all necessary work and residence permits in time
• Adhere to the conditions of issued permits
• Report any change in status to authorities within legal deadlines

By applying, the candidate explicitly guarantees that:

• All data is accurate, complete, and truthful
• All copies of documents are authentic and match originals
• They hold the qualifications, certificates, and licences listed
• There are no legal obstacles to employment in the destination country
• They are authorised to share all provided data

If false, incomplete, or misleading data is found, Werklist may terminate the process without prior notice. The candidate may be liable for resulting damages. The employer may terminate the contract under applicable law. Permits and residence rights in the destination country may be lost. The candidate may be permanently removed from the database.

• Werklist mediates and does not guarantee employment; the hiring decision rests with the employer
• Working conditions, salary, benefits, and other rights are set in the contract between the candidate and the employer
• Werklist is not a party to the employment contract, except in employee leasing
• Werklist is not liable for the employer's decisions during or after hiring
• The candidate may decline an offer at any time, without giving a reason

• Werklist is the formal employer of the assigned worker
• The worker performs duties under the supervision and for the benefit of the user company
• Local rules on temporary agency work apply
• The assigned worker is entitled to equal conditions as comparable workers employed directly by the user

When Werklist helps organise accommodation, it identifies suitable housing. Specific terms — price, duration, standards — are set in a separate agreement. The candidate is responsible for following the facility’s rules. Werklist is not liable for the condition of properties owned or managed by third parties.

When Werklist helps organise travel, it coordinates the logistics. The allocation of costs (employer / candidate) is fixed in writing in advance. The candidate is responsible for valid travel documents. Werklist is not liable for delays, cancellations, or changes caused by third parties or force majeure.

Up to 3 years after the last active communication, so we can contact the candidate about future opportunities.

At least 6 years after the end of employment, or longer if required by the relevant jurisdiction’s labour, tax, or social security rules.

Up to 6 months after the outcome notification, unless the candidate requests earlier deletion or consents to extended retention for future roles.

Retained per immigration, labour, and residency rules of the relevant jurisdiction.

On expiry, personal data is permanently deleted or thoroughly anonymised so that re-identification is impossible.

• Encryption in transit (SSL/TLS) and at rest (AES-256 or equivalent)
• Access control with multi-factor authentication and role-based authorisation
• Routine security audits, penetration testing, and patching
• Intrusion detection and prevention
• Regular backups with recovery testing
• Secure channels for sensitive data transfer

• Access on a strict need-to-know basis
• Data Processing Agreements with IT providers and sub-processors
• Documented training for all staff
• Formalised incident response plan
• Clean desk and clean screen policy
• Regular internal audits

• Keep Werklist's processes, methods, and procedures confidential
• Do not share employer details, conditions, or offers with third parties during the process
• Do not contact employers directly without prior written Werklist consent during mediation
• Do not use information obtained from Werklist outside the hiring process

• Keep all candidate personal data confidential
• Share data with third parties only with the candidate's prior explicit consent or where required by law
• Apply the technical and organisational measures in Section 16
• Bind staff and associates with appropriate non-disclosure agreements

At any time, without giving a reason, the candidate may withdraw an application, request deletion of their data (subject to legal retention), or stop using the services.

• Breach of any provision of this Policy
• Submission of false, forged, or misleading data or documentation
• Delayed or insufficient cooperation
• Conduct that damages Werklist's reputation, business interests, or relationships
• Conduct contrary to professional and ethical standards