Job Posting Guidelines

Edvectus is a UK company and employers posting vacancies on our platform must adhere to the following guidelines.  Failure to comply with these requirements may result in a job advertisement being removed, suspended, or rejected.

1. Equal Opportunities and Non-Discrimination

All job advertisements must promote equal opportunities and must not contain language that is discriminatory, exclusionary, or contrary to the principles of fair recruitment.

Employers must not discriminate on the basis of age, sex, gender identity, marital status, pregnancy or maternity, race, ethnicity, nationality, religion or belief, disability, sexual orientation, or any other protected characteristic.

Examples of Unacceptable Wording

  • “Young and energetic teacher”
  • “Recent graduate preferred”
  • “Male teacher required” (unless this is a legal requirement for the post)
  • “Single teacher only”
  • “Native English speaker only”
  • “Western teacher preferred”
  • “White teacher preferred”

Preferred Alternatives

  • “Enthusiastic and motivated teacher”
  • “Fluent English communication skills required”
  • “Primary Teacher”

Job titles should be gender-neutral and focus on skills, qualifications, and experience rather than personal characteristics.

2. Accuracy and Transparency

Job advertisements must be accurate, truthful, and not misleading.

Employers should clearly state:

  • The school name (unless confidential recruitment has been agreed)
  • Location of the role
  • Position title
  • Key responsibilities
  • Essential qualifications and experience
  • Contract start date and duration
  • Start date
  • Salary range and benefits where possible

Information that is likely to influence a candidate’s decision to apply must not be omitted or misrepresented.

3. Qualifications and Requirements

Selection criteria must be relevant to the role and proportionate to the responsibilities involved.

Requirements should focus on:

  • Professional qualifications
  • Teaching certifications
  • Relevant experience
  • Subject expertise
  • Language proficiency where genuinely required for the role

Employers should avoid requirements that unnecessarily exclude candidates from particular backgrounds or nationalities unless this is a visa or work permit requirement.

4. Respectful and Professional Content

Job advertisements must be professional and respectful.

5. Salary and Benefits Information

Employers are encouraged to provide transparent information regarding:

  • Salary range
  • Housing allowance or accommodation
  • Medical insurance
  • Flights
  • Tuition benefits
  • Other contractual benefits

Providing clear information helps candidates make informed decisions and improves application quality.

6. Compliance with Local Laws

Employers are responsible for ensuring that all advertised positions comply with applicable employment, immigration, safeguarding, and recruitment laws in the country where the position is located.

Any legal hiring restrictions required by local law must be clearly justified and accurately described.

7. Safeguarding and Child Protection

As teaching positions involve working with children, employers must maintain appropriate safeguarding standards.

Where relevant, advertisements should state that successful candidates will be required to undergo:

  • Criminal background checks
  • Reference verification
  • Identity verification
  • Other safeguarding checks required by local regulations

8. Candidate Data Protection

Employers must handle candidate information responsibly and in accordance with applicable data protection laws.

Candidate information may only be used for legitimate recruitment purposes and must not be shared, sold, or used for unrelated marketing activities without appropriate consent.

9. Duplicate and Misleading Advertisements

Employers must not:

  • Post duplicate vacancies unnecessarily
  • Advertise positions that do not genuinely exist
  • Collect candidate information for speculative purposes without a genuine recruitment requirement
  • Misrepresent a school’s identity, accreditation, location, salary, or benefits

10. Use of AI-Generated Content

AI tools may be used to assist in preparing job advertisements. However, employers remain fully responsible for the accuracy, fairness, and legality of all content published.

AI-generated content must be reviewed before publication to ensure it complies with these guidelines.

11. Our Right to Moderate Content

We reserve the right to review, edit, reject, suspend, or remove any job advertisement that, in our reasonable opinion:

  • Breaches these guidelines;
  • Contains discriminatory or inappropriate content;
  • Misleads candidates;
  • Poses legal, reputational, or safeguarding risks; or
  • Otherwise undermines the integrity of the platform.

Questions

If you are unsure whether a job advertisement complies with these guidelines, please contact our support team before publishing at connect@edvectus.com.