Recruitment agency terms of business for New Zealand agencies

The main risk is usually not just non-payment. Problems often arise when the contract is unclear about when an introduction fee is triggered, whether a later hire still counts, what happens if a candidate is introduced through more than one channel, or whether a replacement obligation applies. Recruitment businesses also handle candidate information, so privacy wording and process alignment matter. Properly drafted terms help set the commercial rules before a placement issue appears. They can help you assess your position and reduce risk, but they We will make the key issues clear so you can decide what to do next. if the facts are disputed.

Recruitment agency terms of business commonly cover the agency's role, the basis on which candidates are introduced, fee triggers, invoicing and payment terms, rebate or replacement arrangements if offered, client obligations, confidentiality, privacy-related handling of candidate information, liability limits, and termination. Depending on your model, the document may also need to address retained search work, temporary placements, exclusivity, or restrictions on passing candidate details around internally. The drafting turns on how your agency actually operates, not just the label used for the service.

Important factors include whether you recruit permanent, temporary or contract roles, whether you work on contingency or retained terms, how candidate introductions are recorded, whether clients receive CVs before agreeing to terms, and whether your agency uses separate candidate-facing documents as well. Privacy handling also matters because recruitment agencies collect, use and share personal information regularly. The practical working model can be just as important as the contract wording, so we use your real process to shape the document rather than relying on a generic precedent.

A template may look workable at first, but recruitment disputes often turn on details templates leave vague. Examples include whether a fee is payable after a delayed hire, how a replacement period is framed, what counts as an effective introduction, and whether the client can circulate candidate information beyond the intended hiring process. Templates also tend to be weak on privacy wording and industry-specific fee mechanics. A tailored document is usually more useful where your agency has its own placement process, fee model or client onboarding sequence that needs to be reflected clearly.

The fixed-fee covers the legal work for the recruitment agency terms of business itself, including the lawyer call, drafting or review of the document, and the core clauses needed for your agency model. It does not include representation in disputes with clients or candidates, ongoing HR management, technical implementation in your CRM or website, or broader legal advice outside this document unless separately scoped. If you also need candidate terms, privacy documents or related agreements, those can usually be handled as additional work with separate pricing.

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Sprintlaw works on fixed-fee pricing wherever possible, so you can review the scope and cost before you decide whether to proceed. For the Recruitment Agency Terms Of Business service, pricing starts from $900.00.

After you enquire, a legal consultant will confirm what is included, the expected timing and whether any extra work is needed before you engage us.

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