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Niche Jobs Ltd Privacy Policy is a job advertising website run by Niche Jobs Ltd. Niche Jobs Ltd is not an employment agency and does not undertake such activities as would be consistent with acting as an agency.

This privacy policy applies only to this website. If you do not accept this privacy policy, you must not use the website. A user will have been deemed to have accepted our Privacy Policy when they register their details on the site, or set up a job alert emails.

We are committed to ensuring our user's privacy in accordance with the 1998 Data Protection Act, as well as ensuring a safe and secure user experience.

Personal (identifiable) information

When users submit identifiable* information to the website they are given the choice as to whether they wish their details to be visible to companies advertising on the website.

  • By selecting 'Allow companies to contact me about jobs', this means that a user's information, as it is entered on the website, may be viewed by companies who use our CV Search tool or watchdog function. At no point does Niche Jobs Ltd distribute a user's information to third parties beyond what we may be legally obligated to do.
  • By selecting 'I don't wish to be contacted about jobs by companies looking to hire', this means that a user's information will only be visible to a company advertising on the site if a user applies to a job being advertised by that company.

Whilst Niche Jobs Ltd makes every effort to restrict CV access to legitimate companies only, it cannot be held responsible for how CVs are used by third parties once they have been downloaded from our database.

  • Identifiable information is anything that is unique to a user (i.e. email addresses, telephone numbers and CV files).

Niche Jobs Ltd may from time to time send email-shots on behalf of third parties to users. Users can unsubscribe from mailshots using the unsubscribe link in the email or by contacting Niche Jobs Ltd via the Contact Us page on the website.

Non-identifiable information

Niche Jobs Ltd may also collect information (via cookies) about users and how they interact with the site, for purposes of performance measuring and statistics. This information is aggregated, so is not identifiable on an individual user basis.

Users may choose to accept or deny cookies from Niche Jobs Ltd, but users should be aware that if cookies are not permitted it may adversely affect a user’s experience of the site.

Removal of stored information

Niche Jobs Ltd reserves the right to remove user information from the database if that information is deemed obsolete or used in a way that is detrimental to the performance of the website or the reputation of the business as a whole.

A user may remove their details by selecting the 'Remove my account' option from their account menu, or by requesting the removal of their details via the 'Contact Us' link on the website. A confirmation of this removal will be sent to the user by Niche Jobs Ltd.

If you have any questions regarding this privacy policy, you may contact us at:

Niche Jobs Ltd.
30-34 North Street
East Sussex
BN27 1DW
United Kingdom

For Advertisers:

Niche Jobs Ltd makes every effort to ensure that advertiser details are kept safely and securely.

Advertiser details are kept in our secure database and are not distributed to third parties without express permission. Payment details are securely stored in third party systems.

This Privacy Policy is correct as of March 2016.


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Christmas Rota Advice For Home Managers

Christmas Rota Advice For Home Managers

Mark Redmond offers valuable advice for Home Managers looking at compiling their Christmas rota.

Written by Mark Redmond

This week, and in the run up to Christmas, most Home Managers will be thinking about the value of a good rota that meets the needs of service users, and tries to accommodate the wishes of the staff.

It’s fair to say that you can’t please everyone, and a rota over the Christmas and New Year period is a good example of this.

There are some excellent ways to save arguments and disappointment, and part of this comes by simple give and take.


Below are some suggestions on how to manage the Christmas/New Year rota:

  • Stick with custom and practice. If there’s a way you’ve always done the Christmas rota, then stay with it. Staff will know where they are, and the chances are they’ve already worked out what shifts they’ll be doing. There may be some moaning, but everyone will know the score and can’t argue it’s unfair. One rule of thumb, is for those who worked the previous year to get time off this year, and visa-versa.
  • Alternatively, you may keep the rota running as usual. This allows all staff to understand what is happening, and to make advanced plans for known days off. Long term staff will find that the rota will balance out for them over the years.
  • Ask staff their preferences for working the Christmas or New Year break. With luck, and if you have a balanced team, you may find that some can work New Year, whilst others may be happy to work Christmas. You might not keep everyone happy, so don’t make promises. A preference is just that!
  • Once the rota is finalised, reduce the staff workload where possible. In domiciliary care, for example, shopping, cleaning and sitting services can be carried out before or after the festive period. Service users leaving for Christmas will reduce the workload further.

    In residential and nursing homes, some of the workload undertaken by day staff can be transferred to night staff (or visa-versa) allowing them to spend quality time with those who don’t have family around them. It can also be put into the window between Christmas and New Year.

  • -----

    Someone close to me handed in their notice this week.

    They’d not only worked every bank holiday this year, but been booked to work both Christmas and New Year.

    Their managers are finding out that the cost of a poor rota can be expensive.

    Don’t fall into the same trap!

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