Terms of use

This web site is owned and operated by HorecAssist and is made available to you on the following terms and conditions, which shall be interpreted according to the laws of Belgium. By using the site and the services available on it you are deemed to accept these terms and conditions and any additional terms and conditions which expressly apply to services and information provided by third parties.

Data protection

Our use of CVs and other personal information supplied by users of this site is governed by our Privacy Policy (GDPR Compliant). We take your privacy very seriously and always endeavour to handle your information in accordance with this Policy, wherever it is processed.

Use of the site

The information and services available on the site are provided for the sole purpose of individuals looking for employment opportunities and for employers seeking to recruit staff. You may use, print and download information from the site for these purposes only and for no other personal or commercial purpose. You may not otherwise copy, display, transmit or distribute any material from the site.

Legal Obligation for the recruiters (may varies from one country to another)

Every employer is free to hire the candidate, whose professional aptitudes and personal qualities seem to him to best meet the requirements of the position to be filled. However, in order to avoid abusive practices during recruitment procedures, the legislation includes certain safeguards to protect job applicants.

The obligations of the employer in the drafting of the job offer

  • Discriminations prohibited
    The offers conditioning access to employment to a religion, an origin, a family situation (single, childless …), a physical appearance (short / long hair, etc.), a slice of age or gender.
    However, it is possible to specify in an offer of employment a minimum age, when this condition is fixed by the laws or regulations. This is particularly the case when the employment of young people under a certain age is prohibited (drinking establishments for example).
  • Language drafting obligation
    Regardless of the nationality of the employer, any offer of employment to be performed on specified territory must be written in the local language. It is however widely accepted by job seekers and recruiters that the usual language in the Hospitality Industry is English.
  • Prohibition to deceive the candidate
    The offer of employment must not contain any false statement or may mislead the candidate on:

    • the existence, origin, nature, description of the job offered;
    • the proposed remuneration and ancillary benefits;
    • the workplace

The employer who contravenes these provisions may be subject to penal sanctions.

Obligations of the employer during the recruitment phase

  • Obligation to respect privacy and personal life
    The information requested from the candidate during a recruitment must have a direct and necessary link with the proposed job and with the evaluation of his professional aptitudes. This information can have no other purpose than to assess the candidate’s ability to hold the proposed job. Thus, the recruiter is entitled to ask the candidate all the elements to verify his qualifications and his professional background but he must limit his investigations to this sphere. The candidate for a job is in turn required to answer in good faith questions that are lawfully put to him. On the other hand, it has a right to lie for all questions that come out of the legal framework.
  • Obligation of transparency and relevance
    Job applicants must be specifically informed about recruitment and evaluation methods and techniques before they are implemented. Thus, no information concerning a candidate personally can be collected by means of which the latter did not have prior knowledge. In addition, the tools used to test the candidate must also be relevant to the objective pursued: to evaluate and recruit a person likely to occupy the proposed job. It is therefore forbidden to use methods with random results, such as astrology or numerology.
  • Confidentiality of the results
    The results obtained at the end of the recruitment procedure must be kept confidential. This confidentiality only applies to third parties and not to candidates, who have the opportunity to see the results that concern them.Commencement of ServicesWe will not commence the provision of Services pursuant to any Order Form until the Order Form has been returned to us, in a form approved by us and confirmed by the Customer by way of signature, e-mail confirmation or provision of purchase order number.In the case of Customers who purchase Services on terms that require pre- payment, Services will not commence until payment is received and cleared.


Prices are as specified in the pricing structure of Hopsitality-Jobs.eu (available on request) and are guaranteed for the period stated on the Order Form. Any discounts agreed are confidential and may not be disclosed by the Customer.

A job posted on Hospitality-jobs.eu will remain live for 30 days and will automatically be put offline unless agreed otherwise with the Customer. Any extension of this time will be charged to the Customer as a new posting unless agreed otherwise. Any jobs posted in addition to the agreed number of jobs per month will be charged at a price per job agreed with the Customer at the time of the contract negotiation.

We DO NOT charge candidates!

Payments & Credit Terms

All prices are quoted exclusive of VAT. All invoices are payable in full within 30 days of the invoice date. In the case of Contracts greater than one month duration, the fees in respect of the notice period shall also become payable immediately. The invoice will be sent to the email address you provide as your accounts payable contact.

Credit is granted subject to HorecAssit obtaining suitable credit checks. Other than for Services purchased online or prepaid where payment has been confirmed and where credit is granted, an e-invoice will be issued. If credit is not permitted a prepayment account may be granted, the whole amount of the Contract payable in advance of Services being provided. You may request a review of this credit arrangement after six (6) months from Contract start date. HorecAssist reserves the right to periodically review your credit terms.

In the event of late payment, HorecAssit may terminate Services and all outstanding invoices will become payable immediately. The Customer, will remain liable for the payment of Services as agreed in the Contract, notwithstanding such Services have been suspended or terminated under this Contract. In addition interest and fees may be requested.

Intellectual Property Rights

These terms and conditions do not transfer any (intellectual) property right, license or right of use from us to the Customer. All of our rights (including but not limited to copyright, trademark rights, database rights, logos, titles as well as any other commercial rights) remain our (intellectual) property without restriction.

All material and content published by us is subject to our intellectual property rights (copyright, trademark rights and database rights), except for the individual elements of such material and content designed by the Customer or a third party that are already subject to a Customer’s or third party’s intellectual property rights and that have not been modified or revised by us. Customer also acknowledges that he has no rights, in or to, such intellectual property other than the right to use in fulfilment of the contractual obligations. Use of this site does not give you any proprietary rights in any materials available on the site that belongs to HorecAssist or its listed websites.

License to use Customer’s name, trademarks and logos

The Customer agrees that HorecAssist use the Customer’s name, trademarks and logos (“IP Rights”) for the purposes of providing the Services.

Additionally the Customer agrees that HorecAssit may mention Customer as a reference customer in it’s marketing materials (included but not limited to websites and brochures), that HorecAssit may use the Customer’s IP Rights in this context and may present examples of the Services provided to and the materials published on behalf of Customer.

Site rules

We have rules regarding the content and format of jobs posted on Hospitality-jobs.eu. Their purpose is to ensure that users who search the site get results which are presented as clearly and informatively as possible. You agree that we may, at our discretion and without liability to you, remove from Hospitality-Jobs, any advertisement which is posted in breach of these rules. The rules may change from time to time and you are advised to refer to them regularly.

The Rules are:

  1. No duplicating of jobs at the expense of other clients’ jobs;
  2. No gratuitous use of keywords in job descriptions or job titles. Gratuitous means deliberately inserting words, strings of words, or repeating job titles, with the intention of influencing position in the results listing, or increasing the number of page views;
  3. Job advertisements placed onHospitality-Jobs.eu must be for genuine vacancies only, and not for other products or services, either relating to or unrelated to recruitment including, but not limited to, affiliate schemes, pyramid selling schemes or any other so called ‘business opportunity’; and
  4. URLs or email links(live or text only)are not permitted in the body copy oft he job description page. Email links are permitted from the ‘send an email’ link and url linking is permitted from the ‘apply online’ link.

Illegal Advertisements

Advertisements which appear to discriminate on grounds of sex, gender, marital status, race or disability are illegal and may result in proceedings being taken against both the advertiser and the publisher. Advertisements are accepted by Hospitality- jobs.eu on the basis that the advertiser confirms that any requirement or qualification which may appear to discriminate illegally is in compliance with any exemption available under the relevant legislation. Notwithstanding this confirmation, if we believe that an advertisement may be discriminatory we may at our discretion either amend the advertisement or remove it from Hospitality-jobs.eu without liability to you to make any refund of amounts paid or due to be paid in respect of the posting or otherwise and will inform you accordingly.

Responses to advertisements

You agree to deal fairly and professionally with individuals who may respond to an advertisement you have posted and not do anything which may bring Hospitality- jobs.eu into disrepute. You will indemnify us from, and against any claim, brought by an individual against Hospitality-jobs.eu arising from your breach of this obligation or any other of these terms and conditions.

We do not guarantee any response to your advertisement or that responses will be from individuals suitable for the job advertised. It is your responsibility to carry out such checks and procedures as are necessary to ensure that candidates are suitable for the job advertised and have the required qualifications and personal characteristics.

Site Availability

We use our best efforts to ensure that Hospitality-jobs.eu is available to users of the world wide web 24 hours a day, 7 days a week. However, at times the site may be partially or completely unavailable due to technical faults or reasons beyond our control including, but not limited to, failures by third party service providers or a risk of virus attack. We will deal with these situations as quickly as reasonably possible, but you agree that we shall have no financial liability to you in the event of such unavailability.

Hospitality-jobs.eu may at any time make any alterations to or withdraw this website or any part of it at anytime.


It is your responsibility to ensure that you have the appropriate equipment and are connected to the appropriate services to enable you to post jobs to Hospitality- jobs.eu.

Content and links

If your advertisement links to another site via our external apply online option, you are responsible for maintaining the links and for the content of your advertisement and the linked site. We may remove from Hospitality Jobs any advertisement which contains content or links to a site which, in our opinion, is defamatory, illegal or objectionable or will bring Hospitality Jobs into disrepute. You will indemnify us from and against any claims or liability arising from content or links contained in your advertisements.

Third party sites

Vacancies you post on Hospitality-jobs.eu may also appear on third party recruitment web sites pursuant to agreements from time to time between Hospitality-jobs.eu and the proprietors of such web sites.

Dealings with candidates

You agree to deal fairly and professionally with individuals you may contact using information from the candidate and not do anything which may bring Hospitality- jobs.eu into disrepute. You will indemnify Hospitality-jobs.eu from and against any claim brought by an individual against Hospitality-jobs.eu arising from your breach of this obligation or any other of these terms and conditions.


Passwords are for the sole use of the person to whom they are issued. Passwords must be kept confidential and secure. We may deny access to a password if we reasonably believe that it is being used by an unauthorized person or that the user is breaching these terms and conditions.

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