Work in Belize

Scope and parties

These terms supplement the Terms of use between Horace Grant, operator of Work in Belize and the employer represented by the accepting user. Version 2026-09-29. The accepting user confirms authority to act for that employer and must be at least 18. Contact support@workinbelize.com about the agreement or privacy requests.

Your recruitment responsibilities

Publish genuine, accurate and lawful vacancies. Check legal age, work authorization, pay and working conditions for each job. Use fair and job-relevant criteria and avoid unlawfully discriminatory questions or decisions. Do not charge job seekers for applications, interviews or guaranteed employment. You control hiring decisions and remain responsible for your staff, communications and any employment agreement.

Authority, notice and lawful use

Before collecting, uploading or forwarding a CV or candidate record, establish a lawful basis and give the candidate the required recruitment privacy information, including use of Work in Belize and the relevant retention period. Only import information for a legitimate recruitment purpose that the candidate can reasonably understand. Record that notice and authority in your own records. Do not assume possession of a CV permits indefinite retention or unrelated uses. Obtain any additional permission required for sensitive information, references or a future talent pool.

Processing instructions

For employer-directed hiring records, the employer determines recruitment purposes and instructs Work in Belize to collect, store, organize, display, transmit, export and delete records using the selected features and settings. Processing covers candidates, references, interviewers and team members, and their relevant contact, employment, application, evaluation and interview information. Processing continues for the service relationship and applicable retention period. Work in Belize separately determines purposes for its own accounts, security, support and service administration as described in the Privacy notice.

Confidentiality and safeguards

We restrict private recruitment data to authorized access, maintain appropriate security controls and require personnel with access to respect confidentiality. The employer must assign appropriate team roles, remove access promptly when someone leaves, protect exported files and avoid shared passwords. Do not upload passwords, banking credentials or unnecessary sensitive documents. We may decline an instruction that appears unlawful or unsafe and will explain the concern where permitted.

Service providers and overseas processing

The employer authorizes use of the hosting, authentication, database, storage, backend and email providers described in the Privacy notice, including Google/Firebase, Google Cloud, Vercel, Resend and ImprovMX. Optional public-site analytics is separate from processing candidate files. Providers may process information outside Belize. We use appropriate contractual protections, remain responsible for our agreed processing obligations and will give notice of material provider changes affecting recruitment data. Raise a reasonable data-protection objection before the change takes effect so we can discuss an alternative or termination and export.

Candidate rights and incidents

We will reasonably assist the employer with relevant access, correction, deletion and other privacy requests, security incidents and compliance information for the service. We will inform the employer without undue delay of a confirmed breach affecting its records and provide information reasonably available to support its response. Employers must promptly report suspected unauthorized access and forward requests that need platform assistance. Each party remains responsible for its own legally required notifications.

Retention, export and termination

Select and periodically review a justified 6, 12 or 24-month candidate retention period. Six months applies automatically unless you choose 12 or 24 months. Records are measured from the application date and eligible records are cleaned up by scheduled processing. Review existing records before applying a shorter period. Export only what you lawfully need, protect those copies and delete them when no longer needed. On termination, request an export or deletion through support; identifying recruitment data will be deleted under the chosen policy or a valid earlier request, subject to an identified legal preservation obligation. Limited reporting records and required security records may remain.

Listings, logos and communications

You confirm that you have rights to the descriptions, logos and other material you submit. You permit publication and agreed promotion of public content, and delivery of employer-directed candidate messages. You are responsible for message content and recipients. Candidate files are not licensed for public promotion. An independently imported listing or profile does not establish that you agreed to these terms until an authorized user accepts or enters a separate agreement.

Accountability and service terms

Maintain your recruitment notices, permissions, retention decisions and team-access records. We will provide reasonable information to help assess our processing safeguards, with any review protecting other customers and confidential systems. The service is currently free. Any future paid service requires separately accepted commercial terms. The general Terms of use govern limitations, suspension, disputes and changes; this agreement takes precedence for employer-directed processing where the two conflict.

Employer terms and data-processing agreement