Terms and conditions

Draft version: 26 September 2026

Pre-launch draft. The company behind Bevelty is not registered yet. These terms are prepared for review and are not an operative staffing, employment or software agreement. Items marked [CHECK] must be completed before commercial launch.

These terms describe the intended rules for using Bevelty as a visitor, worker, business representative or authorised agency user. The service helps businesses arrange temporary staff and helps workers find and manage assignments.

Contact info@bevelty.com about these terms, a record in your account or a service complaint.

1. The operator and the agreements that apply

The contracting operator must be identified before these terms take effect.

• Current website operator: [CHECK: full legal name and contact address of the person or persons responsible before incorporation].
• Registered company: [CHECK: legal name, registered address, registration number, country and VAT details, where applicable].
• Staffing authorisation: [CHECK: the responsible authorised entity, relevant licence or approval and competent authority for each operating country].

The proposed Monaco company in the business plan has not been incorporated. A prototype account, company review or website statement is not evidence of incorporation or permission to supply temporary workers.

Separate documents govern separate relationships:

• The applicable website and account terms govern use of the platform.
• A business staffing agreement and the confirmed assignment terms govern the supply of staff, charges, advances and cancellations.
• The responsible employer's employment and assignment documents govern a worker's employment, pay and rights.
• An agency software agreement and data processing agreement govern a partner agency's use of the software.

Mandatory law takes priority. A specific, agreed contract governs its subject matter where it differs from general website terms. The Privacy policy explains data use; it is a notice, not a blanket consent to processing.

Once finalised, applicable terms and any paid-service conditions must be available before acceptance, with an identifiable version and a copy you can keep. Merely reading this draft does not place an order or accept an employment assignment.

During pre-launch registration, workers, business account owners and invited organisation members must open these terms and press Confirm to continue. This records acknowledgment of the displayed draft, its exact version and the time against the new account. Closing the window does not confirm anything. This acknowledgment does not create an employment, staffing or paid-software agreement. Final terms identifying the responsible operator will require separate acceptance before the relevant service begins.

2. The two service models

Direct staffing

For its own authorised staffing assignments, the registered Bevelty employing entity would employ the workers and supply them to the client business. It would be responsible for its employer obligations, including the required employment checks, contracts, payroll, contributions and insurance.

The host business retains its own legal responsibilities at the workplace, including safe working conditions, accurate role requirements and appropriate supervision. The allocation of duties must follow the law of the assignment.

Software for partner agencies

The agency edition is a planned service for authorised temporary-work agencies. The named partner agency would remain the employer and staffing supplier. It would handle its employment permissions, contracts, wages, contributions, insurance, client billing and employment disputes.

Bevelty would provide the software and the agreed support. The responsible agency must be clearly identified before a client confirms an assignment or a worker accepts work. A software relationship alone does not transfer employer obligations to Bevelty.

These terms do not classify workers as independent contractors or remove employment rights. The actual relationship and mandatory law determine legal status.

3. Eligibility and account responsibility

Worker accounts are intended for people aged 18 or over. Before working, you must meet the applicable right-to-work, qualification and role requirements. The responsible employer must perform the required checks.

A person using a business or agency account must have authority to act for that organisation. Keep your details accurate and use your own authorised login. Do not share passwords, impersonate another person or let an unapproved person use your access.

Protect your account and promptly report suspected misuse to info@bevelty.com. Organisation administrators should give colleagues only the access needed for their role and remove access when their authority ends.

Account registration does not guarantee approval, available shifts, an offer of employment or a particular amount of work.

4. Applications and assignment confirmation

A published shift describes a staffing requirement. Applying expresses interest; it does not alone replace the required employment and assignment agreement.

Before work begins, the applicable documents must identify the employer, host business, workplace, duties, start and end times, breaks, gross pay, applicable supplements and any other legally required conditions. The worker must receive and accept the required terms through the agreed process.

Workplace time zones govern shift times. Check the displayed workplace and dates, particularly when travelling or crossing a time-zone boundary.

TrustPool settings can allow automatic booking when an eligible worker applies and space is available. The booking method must be explained before application. Automatic booking does not waive required worker agreement, legal hiring priorities or employment checks.

AI recommendations and personal pay offers in the business plan are planned features. If introduced, an offer must state its terms, the worker must be able to accept or decline, and the responsible employer must validate the final pay and employment conditions.

5. Responsibilities at work

Businesses must provide accurate duties, hours, workplace information, necessary qualifications and safety requirements. They must provide the agreed site contact, supervision, induction and equipment, and comply with applicable working-time, rest, equality and safety rules.

Workers must provide accurate information about their experience and eligibility, attend agreed assignments, follow lawful and safe instructions and report actual hours. Report inability to attend, unsafe conditions or an incident promptly through the designated contact.

Required induction and other time that the law treats as working time must be recorded and paid accordingly. Nobody is required by these terms to perform unlawful or unsafe work or surrender a protected right.

Recruitment, ratings and workplace conduct must be free from unlawful discrimination, harassment and retaliation. Job requirements must relate to the work and the applicable legal requirements.

6. Prices, advances and worker pay

The business must receive the applicable quote or order terms before confirming a paid service. The quote must explain the staffing or software charge, currency, taxes, applicable premiums and payment conditions. An illustration or prototype price is not a binding tariff.

The planned direct-staffing model uses weekly or monthly advances for agreed work. The staffing agreement must state the due date, how each advance is credited, how additional work is funded, and how unused amounts are refunded or carried forward. An advance must not be charged twice against the same work.

For partner-agency assignments, the client pays the agency under that agency's agreement. Bevelty charges the agency for its software under a separate agreement. Internal fee-sharing does not create an additional worker charge.

Workers pay no platform or placement fee to Bevelty. Worker pay is governed by the employment agreement and mandatory law, including applicable minimum pay, leave, supplements, equal-treatment rules and lawful deductions.

A client's late payment or invoice dispute does not remove the employer's obligation to pay wages when due. Account restrictions, ratings and platform service charges must not be used to withhold earned pay or impose unlawful deductions.

[CHECK] Finalise the country-specific rates, VAT treatment, advance/refund rules, due dates, payroll process and any late-payment provisions in the relevant commercial agreements before charging for work.

7. Time records, corrections and cancellation

Workers must submit accurate hours. Businesses must review those records and promptly identify a specific correction or dispute, with relevant evidence. The responsible employer remains accountable for lawful and accurate pay.

An enabled check-out workflow can apply a disclosed response deadline, after which an automatic approval or attendance consequence may follow. Such a deadline does not remove a statutory right to correct records, dispute a decision or recover wages. Contact support promptly if a record is wrong.

Notify the responsible agency and business as soon as an assignment needs to change or be cancelled. The applicable agreement must disclose any permitted cancellation charge, refund rule or notice period before confirmation. These general terms do not introduce a cancellation fee or a blanket right to keep an advance.

If illness, an emergency, unsafe conditions or another protected circumstance affects attendance, the employer must assess it under applicable law. Platform records are not a substitute for that assessment.

8. Ratings, TrustPools and restrictions

Ratings and reviews should describe relevant work fairly and accurately. Do not include discriminatory remarks, personal attacks, confidential documents or unnecessary personal details. You can ask support to examine an inaccurate or unlawful record.

TrustPools let a business organise workers it knows for future assignments. Membership does not guarantee work, exclusive access or continued employment.

The current prototype can apply a 30-day block on applications after a third active strike. Other rules can affect booking or attendance records. Before live use, the applicable rule, reason and consequence must be clearly explained, with an effective way to challenge mistakes and request human review.

[CHECK] Complete the legal assessment and review process for automatic bookings, strikes and check-out decisions before live staffing. A restriction must respect employment rights, data-protection safeguards and relevant individual circumstances.

9. Acceptable use and confidentiality

Use the platform only for lawful purposes within your authorised role. In particular, do not:

• Submit false identity, eligibility, time or billing records.
• Access another account or organisation without permission, defeat security controls or disrupt the service.
• Upload malicious software, unlawful material or content that infringes another person's rights.
• Scrape or reuse worker or business information for unrelated marketing, resale or another unauthorised purpose.
• Publish identity documents, bank information, private contact details or confidential assignment records.
• Use reviews, invitations or account access to harass, discriminate or retaliate.

Use information received through an assignment only for its legitimate purpose and meet your own privacy obligations. Confidentiality does not prevent protected reporting to an authority, obtaining advice, reporting wrongdoing or exercising employment rights.

10. Content and intellectual property

The platform software, branding and original site content belong to their respective rights holders. Subject to the applicable agreement, you may use the service for its intended purpose. These terms do not transfer ownership of the software or brand.

You retain your rights in the material you submit. You give the operator the limited permission needed to store, display and process it for the service and authorised recipients. You must have the right to supply that material.

This permission does not allow unrelated advertising use, unrestricted commercial resale or AI-model training on your content. Any new use of personal data requires its own lawful basis and notice.

11. Availability, suspension and closure

The service may need maintenance or changes and can experience interruptions. Report a problem through info@bevelty.com. Time-critical work and safety issues should also be reported directly to the responsible employer or site contact.

Access may be restricted where reasonably necessary to address fraud, a serious breach, a security threat or a legal requirement. A decision should be proportionate and explained, with notice and an opportunity to challenge it unless law or an urgent security need prevents prior notice.

You can request account closure by email. Closure does not cancel an existing employment or staffing agreement, erase outstanding wages or refunds, or remove a lawful record-retention obligation. We must provide an appropriate way to deal with those matters after access ends.

Agency software termination, data return and deletion must be addressed in the agency contract and data processing agreement.

12. Responsibility and mandatory rights

Each party remains responsible for its obligations under the relevant agreement and applicable law. Bevelty is responsible for duties it actually undertakes; it cannot disclaim its employer obligations on its own assignments by describing itself as a website.

Nothing in these terms excludes liability that the law does not allow to be excluded, including liability for fraud, qualifying personal injury, unpaid wages or breaches of mandatory consumer or data-protection rights. Any commercial limitation of liability must be set out in the relevant agreement and remain lawful.

Where a service is legally supplied to you as a consumer, mandatory consumer protections continue to apply. A covered distance contract may carry a 14-day withdrawal right, subject to the legal conditions and exceptions. The required information and method of withdrawal must be provided before that contract is concluded.

That consumer withdrawal rule does not automatically apply to business staffing orders or replace the rules for employment assignments. These terms impose no mandatory arbitration, class-action waiver or blanket waiver of worker rights.

13. Complaints, governing law and courts

Send a platform complaint to info@bevelty.com, identifying the relevant account or assignment and the resolution you seek. Employment and payroll complaints should also go to the named employer. We must identify the responsible party and provide a reasoned response through the applicable complaints process.

You remain free to contact a competent regulator, labour authority, data-protection authority or court. An internal complaint does not remove statutory remedies or extend a legal deadline.

The applicable law and any valid choice of court depend on the final operator, country, relationship and agreement. No exclusive court or governing country is selected by this draft. A future choice of law cannot remove mandatory consumer or employee protections that would otherwise apply, and a forum clause cannot override protected access to courts.

[CHECK] Confirm the governing-law provisions for each service and any required consumer mediator or alternative dispute-resolution information. Do not add a link to the discontinued EU Online Dispute Resolution platform.

14. Changes and contact

The version date identifies these terms. Material changes to operative terms must be communicated with appropriate advance notice and accepted where the law or agreement requires it. Changes cannot retrospectively alter agreed pay, completed work or other accrued rights.

Further help is available at info@bevelty.com. Read the Privacy policy for data use and the Legal notice for operator information.