Reviewed date: 26/11/2024
Next review: 26/11/2027 (or before is there is a change in legislation or practice)
Amendments:
This document sets out Leuchie’s policy in relation to the recruitment referral bonus scheme. This scheme is offered on a discretionary and as such, Leuchie reserves the right to amend or withdraw it at any time on reasonable notice.
Employees may recommend a person to Leuchie for recruitment. A referral bonus will only become payable if the referred person is subsequently recruited, and successfully completes the ‘initial period of employment’ (see below).
Recommendations cannot be made regarding:
- a former employee, either permanent or agency worker, who has left in the previous 12 months
- a person who has previously applied for a role but declined an offer from Leuchie
- a person who is recruited but does not successfully complete their ‘initial period of employment’
- a person who has made an application which has been received by Leuchie before the referral is made
A copy of the person’s CV should be sent to the HR department with a letter from that person setting out their experience, capabilities, skills etc. Whether the person is shortlisted for an interview is entirely at the discretion of the HR department but, if invited, the person will be sent an invitation to interview.
If that person is interviewed and accepted for a position, that person must complete three months of service with Leuchie and pass their probationary review. This is referred to as the ‘initial period of employment’ and it must be completed to the satisfaction of the line manager for the new starter before the referral bonus can be paid to the referring employee under this scheme.
Once the referral bonus is due, it will be paid to the referring employee in their next salary payment, subject to normal tax and national insurance deductions.
Any disputes about the payment of referrals should be made to the HR Department who will review the matter and decide whether, and to whom, a referral bonus is payable. That decision will be final.
An employee who refers a person and knowingly misleads the HR department in doing so, or refers someone who is not lawfully permitted to take up the role, will be subject to disciplinary action. This will be seen as gross misconduct and could result in termination of employment without notice.