FPA Jobs – Terms & Conditions
These terms apply to job vacancies advertised through FPA Jobs.
By submitting a job vacancy, the advertiser confirms they have authority to advertise the role and agrees to the terms below.
1. Purpose of FPA Jobs
FPA Jobs is intended to support recruitment, skills development and career progression across the foodservice packaging sector and its wider supply chain.
The service provides a platform through which employers can advertise genuine job vacancies and individuals can choose whether to apply.
FPA Jobs is a job vacancy advertising service. It is not a recruitment agency, employment agency, executive-search service or candidate database.
2. Who may advertise
Job vacancies may be submitted by:
- FPA member organisations.
- Approved non-member employers.
The FPA reserves the right to determine whether a job vacancy or advertiser is appropriate for the service.
3. FPA member job vacancies
Standard job vacancy advertising is included as an FPA member benefit, subject to fair use.
The job vacancy must be for employment by the member organisation itself or, where appropriate, another entity within the same recognised corporate group.
Member status must be current at the time the job vacancy is submitted.
The FPA reserves the right to review unusually high levels of use and to discuss alternative arrangements with the member concerned.
Featured listings are an additional promotional service and are chargeable separately.
4. Non-member job vacancies
Non-member employers may submit job vacancies on a paid basis.
All non-member job vacancies are subject to approval by the FPA before publication.
Payment must be received before the job vacancy is published.
Acceptance of a paid advertisement does not confer FPA membership or any other member rights or benefits.
5. Senior and executive job vacancies
FPA Jobs is intended for openly advertised job vacancies at a range of career levels.
Senior management and director-level job vacancies may be accepted where they form part of an open recruitment exercise.
Board-level and C-suite job vacancies are subject to prior FPA approval.
Confidential executive-search or targeted headhunting assignments will not be accepted.
6. Job vacancy content
Advertisers are responsible for ensuring that all information supplied is accurate, current and not misleading.
A job vacancy will typically include:
- Job title.
- Employer name.
- Location.
- Workplace arrangement, where applicable.
- Working pattern.
- Contract type.
- Salary or remuneration information where available.
- Primary job function.
- Closing date.
- Job description and key responsibilities.
- Required skills, experience and/or qualifications.
- Application process.
The FPA may make minor editorial changes for consistency, clarity, formatting or house style.
7. Appropriate advertising
Job vacancies must represent genuine employment opportunities.
Advertisements must not contain material that is unlawful, misleading, offensive, defamatory or otherwise inappropriate.
Advertisers are responsible for ensuring that their recruitment practices, advertisement wording and selection processes comply with applicable employment, equality, data-protection and other legal requirements.
The FPA may refuse, amend, suspend or remove any advertisement which it considers inappropriate or inconsistent with the purpose or reputation of the service or the interests of the association and its membership.
8. Poaching and targeted recruitment
FPA Jobs operates as an open job vacancy advertising platform.
The FPA does not provide advertisers with access to:
- Member data.
- Individual member-company contacts for recruitment purposes.
- Searchable candidate profiles.
- YEP participant details.
- Event delegate information.
- Other personal information held by the FPA for unrelated purposes.
Advertisements must not specifically invite or encourage employees of a named FPA member or named competitor to leave that organisation.
Nothing in these terms prevents an individual who sees an openly advertised job vacancy from choosing independently to apply for it.
9. Application arrangements
Applications are made using the application method specified by the employer.
The FPA does not:
- Receive or assess applications.
- Shortlist applicants.
- Recommend candidates.
- Participate in appointment decisions.
- Guarantee the suitability of either candidates or employers.
The recruitment relationship is between the employer and the applicant.
10. Personal information
Advertisers must handle applicant information in accordance with applicable data-protection requirements and their own published privacy arrangements.
Personal information supplied to the FPA for administration of an advertisement will be handled in accordance with the FPA's privacy policy.
The submission of a job vacancy does not give an advertiser access to FPA membership data or other FPA-held contact information.
11. Listing period
A Standard job vacancy will normally remain live until its stated closing date, subject to a maximum listing period of 12 weeks.
Job vacancies may be removed earlier if:
- The position is filled.
- The advertiser asks for it to be withdrawn.
- The closing date passes.
- The advertiser ceases to meet the eligibility requirements.
- The FPA considers removal necessary under these terms.
Advertisers should inform the FPA promptly if a job vacancy is filled or withdrawn before its published closing date.
Expired job vacancies may be automatically removed or archived.
12. Featured job vacancies
Featured job vacancies receive additional prominence for the period stated on the FPA Jobs Pricing page.
Featured placement is subject to availability.
The FPA may limit the total number of ‘Featured’ job vacancies displayed at any one time in order to preserve the value and visibility of the service.
Featured placement does not guarantee a particular number of views, applications, interviews or appointments.
The FPA reserves discretion over the scheduling and presentation of associated social-media promotion.
13. Fees and VAT
Current advertising charges are shown on the FPA Jobs Pricing page.
All quoted prices are exclusive of VAT unless expressly stated otherwise.
Non-member advertising and paid enhancements must normally be paid before publication.
The FPA reserves the right to change its advertising charges. Any revised charges will apply to new bookings and will not retrospectively alter an advertisement already purchased.
14. Cancellation and refunds
If an advertiser withdraws a paid job vacancy before publication, the FPA may issue a refund where no material administrative or promotional work has yet been undertaken.
Once an advertisement has been published, fees are normally non-refundable.
No refund will normally be provided because:
- A position is filled earlier than expected.
- The advertiser decides to withdraw the job vacancy.
- The job vacancy receives fewer applications than anticipated.
- No appointment is made.
Where the FPA is unable to provide a paid service that has been purchased, an appropriate refund or alternative arrangement will be considered.
15. No guarantee of recruitment outcome
The FPA does not guarantee:
- The number of people who will view a job vacancy.
- The number or quality of applications.
- That suitable candidates will apply.
- That an appointment will be made.
- The suitability, qualifications, references or background of an applicant.
Employers remain responsible for conducting their own recruitment, checks and due diligence.
16. Employer responsibility
The advertiser is responsible for the accuracy and legality of its job vacancy and recruitment process.
Publication by the FPA does not constitute endorsement of:
- The employer.
- The job vacancy.
- The remuneration or employment package.
- Statements made within the advertisement.
- Any applicant or subsequent appointment.
17. FPA discretion
The FPA reserves the right to refuse, suspend, amend or remove an advertisement where it reasonably considers this necessary to:
- Protect the interests of the association or its membership.
- Maintain the quality or integrity of FPA Jobs.
- Respond to a complaint.
- Address inaccurate or misleading information.
- Comply with legal or regulatory requirements.
- Prevent misuse of the service.
Where practicable, the advertiser will be contacted before substantive action is taken.
18. Changes to the service
The FPA may amend the structure, eligibility requirements, pricing, features or these Terms & Conditions as the service develops.
The current version published on the FPA website will apply to new job vacancy submissions.
19. Queries
For questions about job vacancy advertising, eligibility or Featured listings, please contact: