Privacy Policy
Last updated: 21st September 2026
L&L Engineering respects your privacy. This policy explains how we collect, use, share and protect personal information when you visit our website, contact our business, apply for work or join our talent pool.
It applies to jobseekers, candidates, referees, client and supplier contacts, and people enquiring about our engineering, recruitment and workforce services.
If you become an employee or begin an assignment, we will provide any additional privacy information relevant to that relationship.
1. Who we are
L&L Engineering Group Limited, trading as L&L Engineering, is responsible for the personal information described in this policy.
Company number: 16983474
Registered office: 1 Hutton Close, South Church Enterprise Park, Bishop Auckland, Durham, England, DL14 6XG
Website: https://www.lleng.co.uk
For privacy enquiries, requests or complaints, contact:
Email: customer-care@lleng.co.uk
You can also write to our registered office, marking your correspondence “Privacy”. Candidates may reply to an existing email conversation with our recruitment team.
2. Information we collect
Jobseekers and candidates
Depending on the role and stage of recruitment, we may collect:
Your name, contact details, country of residence and preferred work locations.
Your CV, employment history, trade or profession, skills and experience.
Qualifications, training certificates, welding qualifications and codings, safety cards, language qualifications and certificate expiry dates.
Your availability, notice period, work preferences, expected pay and willingness to travel.
Application answers, interview notes, trade-test results, references and correspondence.
Relevant recruitment outcomes, attendance at arranged interviews or tests, and factual feedback about suitability for assignments.
Where required at a later stage, identity documents, right-to-work information and details needed for immigration, sponsorship or mobilisation arrangements.
Please provide only information relevant to your application. Do not upload bank details, National Insurance numbers, passport copies, medical records or criminal-record information with an initial expression of interest unless we specifically request them through an appropriate process.
Business contacts
We may collect your name, job title, employer, business contact details, enquiry details, project requirements and correspondence. Where relevant, we also hold quotation, contract, supplier and invoicing records.
Website visitors
Our website and hosting systems may collect technical information such as your IP address, browser and device information, access times, pages requested and security logs.
See section 10 for information about cookies and similar technologies.
3. Where your information comes from
Most information comes directly from you through website forms, document uploads, email, telephone calls, interviews and other communications.
We may also receive relevant information from:
Recruitment partners and job boards.
Professional networking services such as LinkedIn.
Referees and previous employers.
Qualification-verification and trade-testing providers.
Clients and employers involved in a recruitment process or assignment.
Public professional profiles and business websites.
Where we obtain information from another source, we will explain the source and provide the applicable privacy information within the required timescale. This will normally be within one month, or sooner if we contact you or disclose your information before then, unless a lawful exception applies.
If you provide a referee’s or another person’s details, please make sure they know you have shared them with us and direct them to this policy.
4. How and why we use your information
We process personal information in accordance with the UK General Data Protection Regulation and the Data Protection Act 2018, as amended.
The lawful basis depends on the purpose for which we use the information.
Recruitment and talent-pool management
We use candidate information to:
Create and maintain candidate profiles.
Assess experience, qualifications and suitability.
Match candidates to potential roles and assignments.
Contact candidates about relevant opportunities.
Arrange interviews, trade tests, references and introductions.
Maintain relevant recruitment records.
We generally rely on legitimate interests for these activities: providing a recruitment service that candidates request or reasonably expect, and helping clients identify suitable personnel.
Where processing is necessary to take steps you request towards a contract with us, or to perform that contract, we may rely on contract.
Business enquiries and service delivery
We use business contact information to respond to enquiries, prepare quotations, provide services and manage client and supplier relationships.
We generally rely on legitimate interests in operating our business and communicating with business contacts. Where you personally are the contracting party, we may rely on contract.
Legal and regulatory requirements
We use relevant information to carry out legally required checks, maintain required records and respond to lawful requests from authorities.
We rely on legal obligation where the duty applies to us. Where we support another organisation’s checks without having a direct legal duty ourselves, we identify the appropriate lawful basis separately.
Security, complaints and legal claims
We may use information to protect our systems, prevent misuse, investigate complaints and manage disputes or legal claims.
We generally rely on legitimate interests in protecting people, information and our business, or legal obligation where applicable.
Marketing and optional technologies
We obtain consent where required for promotional communications or website technologies. For permitted business marketing, we may rely on legitimate interests, subject to electronic-marketing rules and your right to opt out.
Where we rely on legitimate interests, we assess whether the use is necessary and proportionate and balance it against your interests, rights and reasonable expectations.
Where we rely on consent, you can withdraw it at any time. Withdrawal does not affect processing already carried out lawfully.
Reading or acknowledging this policy does not constitute blanket consent to every use of your information.
Providing information is generally voluntary. However, without essential contact details or evidence of relevant skills, we may be unable to assess you or progress an application. If information becomes a legal or contractual requirement, we will explain this and the consequences of not providing it.
5. Expressions of interest and our talent pool
Our expression-of-interest page allows you to register for potential future opportunities, including when no specific vacancy is available.
When you register, we use your details and uploaded documents to create a candidate profile. We may organise profiles by relevant factors such as trade, qualifications, experience, location and availability.
We may contact you to:
Clarify information in your application.
Check your availability and work preferences.
Request an updated CV or certificates.
Discuss suitable roles or assignments.
We may use the contact channels you have provided, taking account of your preferences. We will seek any separate permission required for promotional email, text or messaging campaigns.
Joining our talent pool does not guarantee employment, an assignment or an offer of work.
You can ask us to update your information, stop contacting you or remove you from the talent pool at any time using the contact details in section 1.
We may still need to retain limited information to meet legal obligations, resolve disputes or record your request not to be contacted.
Applying for a specific role does not automatically mean that you want to join a separate future-opportunities talent pool. We will explain any proposal to retain your profile for that purpose and give you a clear choice.
6. Sensitive information and recruitment decisions
We do not request health information or other special category information for initial talent-pool registration.
If we need such information later, for example to arrange reasonable adjustments or meet employment obligations, we will explain why. We will identify both a lawful basis and the additional legal condition required for that processing.
Criminal-record checks will only be requested where relevant and legally permitted. We will separately explain the check, its legal basis, access arrangements and retention. Please do not include criminal-record information in an unsolicited CV.
We do not make recruitment decisions that have legal or similarly significant effects on you solely by automated means. Our team reviews decisions about progressing or introducing candidates. We may use system filters to help organise and search records.
If we introduce materially different automated assessment or profiling, we will provide the required information about its use, likely effects and available safeguards before using it.
7. Who we share information with
Within L&L Engineering, access is limited to people who need the information for their work.
Where necessary, we may share relevant information with:
Prospective employers, clients and project or site operators considering or arranging a role or assignment.
Recruitment, employment, payroll and mobilisation partners supporting a particular opportunity.
Referees, trade-testing centres and qualification-verification providers.
Immigration advisers and relevant authorities where an opportunity requires immigration or sponsorship support.
Providers of recruitment and business software, including Odoo, website hosting, email, document storage and IT support.
Professional advisers, insurers, regulators and other authorities where disclosure is necessary and lawful.
As part of providing our recruitment services, we may share relevant candidate information with prospective employers, clients and recruitment, employment or mobilisation partners where necessary to assess suitability, progress recruitment or arrange an assignment.
Routine sharing for the purposes and with the categories of recipients described in this policy may take place without a separate notification before each disclosure. We limit the information shared to what the recipient needs for its role and take account of any sharing restrictions you have agreed with us.
Where a proposed use falls outside the purposes explained in this policy, we will provide further privacy information before proceeding and obtain consent where legally required.We share information relevant to the purpose rather than routinely distributing complete candidate files.
Service providers processing information on our behalf must follow appropriate contractual instructions. Employers and other organisations that decide independently how to use information are responsible for their own processing and privacy notices.
We do not sell personal information or provide candidate lists to unrelated organisations for their own marketing.
8. International information transfers
We use technology providers and international recruitment partners to support our business. This means your personal information may be stored, accessed or processed outside the United Kingdom.
Our software and email providers
We use Odoo to operate our website and business systems, including recruitment and candidate records. Our production database is currently hosted in Odoo’s Americas region, with backups hosted in Europe and Canada.
We use Google Workspace, including Gmail and Google Drive, for business communications, document storage and controlled document sharing. Information held in these services may be processed outside the UK through Google’s international infrastructure and service providers.
Hosting locations do not necessarily cover every processing location. Authorised personnel working for our technology providers may also access information from other countries where necessary to deliver, maintain or support their services.
International recruitment partners
Where necessary to progress recruitment or arrange an assignment, we may share relevant candidate or worker information with authorised individuals within recruitment, employment and mobilisation partner organisations outside the UK.
Depending on the opportunity, these partners may be located in South Africa, Romania and other European Union countries, the Philippines, Sri Lanka, India, Indonesia, Vietnam, Brazil or other countries relevant to the recruitment process. These are potential locations; your information will only be shared with partners involved in your particular recruitment process or assignment.
Routine sharing with overseas recruitment, employment and mobilisation partners may take place without a separate notification before each disclosure, where it is necessary for the recruitment purposes described in this policy and the applicable international transfer requirements have been met.
We will provide additional privacy information where required if the destination, purpose or transfer arrangements are not adequately covered by this policy. You can contact us using the details in section 1 to request information about the recipients of your personal information, the countries involved and the safeguards applying to those transfers.We communicate with partners through our business email service, Google Workspace/Gmail. Correspondence may identify individual candidates or workers and include information necessary to assess suitability, coordinate recruitment or arrange an assignment.
Where documents or spreadsheets need to be shared, we may use Google Drive folders restricted to specifically authorised individuals through their email addresses. Recruitment partners are not provided with direct access to our Odoo system through user accounts or an API.
We limit the information shared to what is necessary for the partner’s agreed responsibilities. This may include your name, relevant experience and qualifications, availability, recruitment status and necessary supporting documents.
How international transfers are protected
International transfers must meet the requirements of UK data protection law. Depending on the recipient and destination, this may involve:
UK adequacy regulations, where the transfer is covered by UK recognition that the destination provides an adequate level of protection.
Appropriate contractual safeguards, such as the UK International Data Transfer Agreement or approved standard contractual clauses incorporating the UK Addendum, together with the required transfer assessment and any additional protections.
A specific legal exception, where its conditions are met.
Before sharing information with an overseas recruitment partner, we will establish the applicable data-protection responsibilities and ensure that the required transfer arrangements are in place. These arrangements will address permitted use, confidentiality, security, retention, deletion and onward disclosure.
You can contact us using the details in section 1 to ask about the countries and organisations involved in processing your information, the safeguards applying to a particular transfer, and how to obtain a copy of those safeguards, subject to necessary redactions.
9. How long we keep information
We keep personal information only for as long as necessary for the stated purpose and applicable legal obligations. Different records may have different retention periods.
Talent-pool profiles
We retain talent-pool profiles for up to 24 months from your last meaningful contact with us, such as an application, profile update or availability discussion. Before that period expires, we review the profile and seek confirmation of continued interest where appropriate. Without renewed engagement or another documented reason to retain it, we delete or anonymise it. An unanswered message from us does not restart this period.
Recruitment and compliance records
We retain relevant records for the period required by applicable recruitment legislation and, where justified, to resolve complaints or legal claims.
We consider the type of record, our role in the recruitment process and the relevant claim period. We remove unnecessary supporting documents sooner.
Worker and assignment records
If you begin employment or an assignment, relevant information is transferred to the appropriate employment or assignment record. Additional privacy information explains the applicable retention arrangements.
Business records
We retain enquiries and contact records while needed to address the enquiry or maintain an active business relationship, with periodic review of inactive records.
Contract and accounting records are retained for the relevant statutory and claims periods.
Contact preferences and technical records
We may retain a minimal record for as long as needed to respect a request not to be contacted.
Technical records are retained for the time needed for website operation, security and incident investigation. Cookie durations are explained in our cookie information.
A complaint, investigation or legal claim may require selected information to be kept longer. Access is restricted, and information is deleted or anonymised when no longer needed.
Deleted information may remain temporarily in protected backups until those backups are overwritten under the normal backup cycle.
10. Cookies and website technologies
Our website uses cookies and similar technologies to support its operation, remember preferences and help us understand how visitors use the site.
Some cookies are necessary for essential website functions. Where your consent is required for optional cookies, you can choose whether to accept them and withdraw your consent at any time.
For information about the cookies used on our website and the choices available to you, please visit our Cookie Policy. You can change your choices using “Update My Cookie Preferences” on that page.
You can also manage or delete cookies through your browser settings. Blocking essential cookies may affect website functions, including forms and file uploads.
External websites and social media platforms have their own privacy and cookie policies, which apply when you visit them.
11. Keeping information secure
We use appropriate organisational and technical measures to protect personal information against unauthorised access, loss, misuse and disclosure.
Access is limited according to the purpose and the person’s responsibilities.
No online service can guarantee absolute security. If you believe information sent to or held by us has been compromised, please contact us promptly using the details in section 1.
12. Your rights
Depending on the circumstances, you can ask us to:
Provide access to your personal information and explain how we use it.
Correct inaccurate or incomplete information.
Delete information.
Restrict how information is used.
Provide certain information in a portable format.
Stop processing based on legitimate interests where your circumstances justify an objection.
You can object to direct marketing at any time, and we will stop using your information for that purpose.
You can also withdraw consent where we rely on it.
These rights are not absolute. For example, a legal obligation may require us to retain a limited record. We will explain any applicable restriction.
To exercise a right, contact us using the details in section 1. We may need proportionate information to confirm your identity.
We normally respond within one month, subject to any lawful extension or adjustment to the response period. We will explain if more time is needed. Requests are normally free of charge.
13. Complaints
If you are concerned about how we use your information, contact us using the details in section 1 and explain your concern.
We will acknowledge a data protection complaint within 30 days, investigate without undue delay, keep you informed and explain the outcome.
You also have the right to complain to the Information Commissioner’s Office, the UK data protection regulator.
Visit ico.org.uk/make-a-complaint for guidance and contact options.
14. Changes to this policy
We may update this policy as our services, systems or legal obligations change.
The current version will appear on our website with its update date. If we propose a materially different use of your information, we will explain it and obtain consent where required before proceeding.