Terms of Service

Key Points

• Opus is your PAYE employer for all shifts worked
• You must have valid UK Right to Work status
• GPS and QR clock-in verify attendance at work sites
• AI assistants help but don't make employment decisions
• Weekly pay via Faster Payments (disbursed through Modulr)
• England & Wales law applies to these terms

Contents

1. Agreement to Terms
2. Eligibility
3. Account & Security
4. Platform Services
5. AI Platform Assistant
6. Payment & Fees
7. User Conduct
8. Intellectual Property
9. Privacy
10. Disclaimers & Liability
11. Termination
12. Changes to Terms
13. Governing Law & Disputes
14. General Provisions
15. Contact

1. Agreement to Terms

These Terms of Service ("Terms") constitute a legally binding agreement between you and Opus Platforms Limited (Company No. 16856935), trading as "Opus", registered at Unit 314b, 566 Cable Street, London, E1W 3HB ("we", "us", "our").

By accessing or using our platform (website, mobile apps, WhatsApp integration, and related services), you agree to be bound by these Terms and our Privacy Policy.

Important: If you do not agree to these Terms, you must not use the Platform. Continued use constitutes acceptance.

2. Eligibility

To use the Platform, you must:

• Be at least 18 years of age
• Have the legal right to work in the United Kingdom
• Be capable of entering a legally binding contract
• Provide accurate, current, and complete registration information
• Not be prohibited from using the Platform under UK law

Right to Work Verification: You must complete the required right to work checks through the verification route applicable to your nationality, immigration status, and documents before undertaking assignments. Failure to complete the required checks will result in account suspension.

3. Account Registration & Security

3.1 Account Creation

To access services, you must create an account providing:

• Full legal name (as per identity documents)
• Valid email address
• UK mobile phone number (for verification and WhatsApp)
• Secure password (minimum 12 characters with complexity)
• Home postcode (for shift matching)

3.2 Account Review & Approval

Registration is subject to review and approval by Opus. We may request additional information or decline registration at our discretion if eligibility requirements are not met. You will be notified of your registration status and may not access shift assignments or complete onboarding (identity verification, contract signing) until your account is approved.

3.3 Security Responsibilities

You are responsible for:

• Maintaining password confidentiality
• All activities under your account
• Enabling multi-factor authentication when available
• Immediately notifying us of unauthorized access

We are not liable for losses from unauthorized account use where you failed to protect credentials.

4. Platform Services

4.1 Opus as Your Employer

Employment Business Relationship: Opus Platforms Limited is your legal employer when you work shifts through our platform. Opus engages and supplies temporary workers to hirers as an employment business. Your contractual status and applicable rights are set out in your worker contract bundle and onboarding documents. In summary:

• We deduct income tax, National Insurance, and pension contributions
• You receive statutory rights and benefits applicable to your contractual status (including holiday pay and pension contributions where eligible)
• When at client sites, you work as our temporary employee assigned to that client

4.2 Shift Assignments

Dual Allocation Modes:

• First-Valid-Wins: Instant assignment to first compliant worker who accepts. No employer review—once you accept, the shift is yours.
• Employer Approval: Submit applications for employer review. You'll receive WhatsApp notification when approved/declined.

Compliance Requirements: You must maintain "Green" RAG status (Right to Work verified, contract signed, required training complete, and any role-specific certifications valid) to accept shifts. Certain roles may require valid professional certifications (e.g., SIA licence, CSCS card, driving licence) that you must upload and have verified before accepting those shifts.

4.3 Attendance Verification (GPS, QR Code & Geofence)

To verify attendance at work sites, Opus may require workers to use one or more of the following approved attendance methods, as specified for the assignment:

• GPS clock-in/out: GPS location is recorded at clock-in/out to verify physical presence at the work site within a 100–200 metre geofence
• QR code clock-in/out: Where a QR attendance process is deployed at the work site, you must scan the designated QR code at the start and end of your shift, and at any other required time notified by Opus or the hirer. The QR code records an attendance event, assignment identifier, site identifier, and timestamp — it does not capture raw biometrics, device fingerprints, or additional location data beyond what is described in the Privacy Policy §2.4
• Geofence validation: You must clock in within 100–200m of the work site where GPS/geofence verification applies

Fallback: If the QR code is missing, inaccessible, defective, or appears to relate to the wrong site or assignment, you must notify the designated site contact and Opus support immediately using the fallback contact details in your assignment confirmation. Do not leave the issue unreported — missing attendance records may result in your shift being placed under review pending verification.

Legal basis: This processing is based on Opus's legitimate interest in ensuring accurate payroll, preventing timesheet fraud, and maintaining reliable attendance records, assessed as necessary and proportionate. Further details are in the Privacy Policy §2.4.

• Retention: GPS data and QR attendance records stored 2 years for attendance verification (see Privacy Policy §7)
• Opt-out: If you do not wish attendance verification to apply, please contact us — this may limit the shifts available to you

Attendance Acknowledgment: By accepting an assignment, you acknowledge that you may be required to use the attendance verification method specified for that assignment — including QR code clock-in/out — and that you must follow the attendance instructions provided by Opus or the hirer. Failure to use the required method may result in attendance being marked as unverified pending review, and may delay payroll processing while the discrepancy is investigated. Undisputed wages will continue to be handled in accordance with applicable law.

4.4 DBS Background Checks

For certain roles (healthcare, childcare, security), DBS checks may be required:

• Explicit Consent: You must consent before we initiate any DBS check
• Provider: Checks conducted via uCheck (registered DBS umbrella body)
• Levels: Basic, Standard, Enhanced, or Enhanced with Barred List depending on role requirements
• Sharing: Results shared with employers only for relevant roles
• Update Service: With your consent, we may check DBS Update Service status
• Fair Processing Notice: Before any DBS check begins, you will receive Document 6 of the Worker Contract Bundle — the Background Check Consent & Fair Processing Notice — which details all data processors, lawful bases, and retention periods

4.5 Electronic Signatures & Worker Contract Bundle

When you onboard with Opus, you will receive and sign the Worker Contract Bundle (v1.4) via eSignatures.io. This bundle contains seven documents:

1. Key Information Document (KID) — required under the Conduct of Employment Agencies and Employment Businesses Regulations 2003
2. Terms of Engagement — assignment terms for temporary worker placements
3. Zero Hours Contract of Employment — the primary employment contract
4. Section 1 Statement — written particulars required under the Employment Rights Act 1996
5. Essential Employment Policy Pack — 12 statutory policy areas
6. Background Check Consent & Fair Processing Notice — right to work, DBS checks, and data processing (see §4.4)
7. Working Time Directive Opt-Out Agreement — voluntary 48-hour working time opt-out (see §4.5A)

Electronic signatures have the same legal validity as handwritten signatures (Electronic Communications Act 2000). A complete audit trail is maintained for all signed documents, and copies are available in your account at any time.

4.5A Working Time Directive Opt-Out

As part of the Worker Contract Bundle, you may be offered a voluntary opt-out from the 48-hour average weekly working time limit under Regulation 5 of the Working Time Regulations 1998:

• Entirely voluntary: You are not required to sign as a condition of employment
• No adverse consequences: Your pay, assignments, and employment status are unaffected by your decision
• Revocable: You may revoke the opt-out at any time by giving 7 days' written notice
• Other protections unaffected: Daily/weekly rest periods and rest breaks continue to apply regardless

4.5B Overpayment Recovery

If you are overpaid (including due to timesheet errors, duplicate payments, or system errors), Opus may recover overpayments by deduction from future earnings:

• You will be notified in writing of the overpayment amount and the reason
• Deductions will not exceed 10% of gross pay per pay period unless otherwise agreed
• You may dispute overpayment calculations by contacting payroll within 14 days of notification

4.6 Agency Worker Regulations (AWR)

After 12 calendar weeks in the same role with the same hirer, qualifying agency workers may become entitled under the Agency Workers Regulations 2010 to equal treatment in certain basic working and employment conditions, including pay, annual leave, working time and rest breaks, subject to the Regulations:

• Platform automatically tracks your weeks
• Notification when approaching 12-week threshold
• Automatic pay rate adjustment if applicable
• Updated contract terms reflecting equal treatment rights

4.7 Talent Pool, Direct Invitations & Headhunting

Opus operates three distinct surfaces for connecting workers with employers. Each has its own lawful basis under UK GDPR — they are not bundled under a single "consent":

• Talent Pool: Part of your Opus employment contract; your anonymized profile (stats, ratings, area — never full name/contact) is visible to employers as part of how Opus matches workers to shifts, automatically from registration. You may opt out at any time via Account Settings → Privacy. Opt-out is not a withdrawal of consent (talent pool is not consent-based).
• Direct Invitations: Part of talent pool participation; employers can send shift offers directly via WhatsApp. Same opt-out path as the talent pool.
• Headhunting Matching: Requires your separate, explicit consent (UK GDPR Art. 6(1)(a)); revocable at any time independently of talent pool. Where you provide this consent, Opus may use your CV-derived candidate profile (skills, experience, seniority band, and aggregate scores) to surface your anonymized profile to employers seeking workers for permanent or contract roles. Your full name, email, and phone are never revealed without your explicit further acknowledgment. Withdrawing headhunting consent has no effect on talent pool participation or your ability to find or book temporary shifts through Opus.

4.8 Cancellation & No-Show Policy

Worker cancellations:

• 24 hours or more notice: No penalty for cancelling assigned shifts
• Under 24 hours notice: Counted as a late cancellation — a fixed reliability-score penalty is applied and a warning recorded; repeated late cancellations may result in a temporary booking freeze (see below)
• No-show: Significant reliability penalty; repeated no-shows may result in suspension
• Emergencies: Medical emergencies with documentation exempt from penalties
• Repeated late-cancellation booking freeze: 3 cancellations with under 24 hours' notice within a rolling window results in a 7-day freeze on accepting new shifts

Employer cancellations (ADR-035 — in force now, ahead of the UK Employment Rights Bill's October 2026 statutory deadline):

• If an employer cancels a shift within 72 hours of the start time, you are entitled to partial compensation based on a tiered schedule:
  • Less than 4 hours' notice: 100% of shift value
  • 4–12 hours' notice: 50% of shift value
  • 12–24 hours' notice: 25% of shift value
  • 24–48 hours' notice: 15% of shift value
  • 48–72 hours' notice: 10% of shift value
  • More than 72 hours' notice: No compensation
• Compensation is calculated on your agreed hourly rate multiplied by the planned shift duration
• This schedule is a floor, not a ceiling. An individual employer may operate a more generous cancellation policy that pays you MORE than this schedule; the schedule above is the guaranteed MINIMUM you will always receive within the applicable notice window, regardless of any employer-specific policy — Opus enforces it as an un-lowerable worker-side minimum in all cases
• Force majeure: Cancellations caused by events beyond reasonable control (natural disasters, government orders, severe weather) may be exempt from compensation
• Compensation is processed automatically and included in your next payment run
• The cancellation preview displays exact amounts before the employer confirms

4.9 Health & Safety

Employers are responsible for workplace health and safety. You must:

• Follow all employer health and safety instructions
• Report accidents/incidents to both employer and Opus immediately
• Use provided protective equipment where required
• Not work if unfit due to illness, intoxication, or fatigue

Workplace injuries: Report to Opus within 24 hours. Employers must maintain liability insurance.

5. AI Platform Assistant

AI-Powered Assistance: Opus provides AI assistants via web and WhatsApp to help with shift discovery, compliance queries, earnings tracking, and general support.

5.1 What AI Does

• Workers: Find shifts, check earnings, view compliance status, manage availability via available AI assistant capabilities
• Employers: Monitor fill rates, view worker compliance, timesheet analytics via available AI assistant capabilities
• Support: Instant answers to platform questions, 24/7 availability

5.2 What AI Does NOT Do

Critical Decisions Remain Human/Rule-Based:

• AI does NOT autonomously approve timesheets or calculate pay — timesheet approvals require human confirmation per the governance framework (§5.3)
• AI does NOT determine compliance status or RAG ratings
• AI does NOT make shift assignment decisions
• AI does NOT approve or reject applications
• All critical employment decisions use deterministic systems with human oversight

AI-Proposed Actions: AI may propose actions for human review (e.g., suggesting schedule changes, flagging anomalies). High-impact operations — including payroll adjustments, compliance overrides, and user suspensions — always require explicit human approval by an authorised Opus team member before execution.

5.3 AI Governance Framework

Opus operates a tiered governance model for AI actions:

All AI tool executions are recorded in a permanent audit log retained for 6 years. High-impact (Tier 2) actions generate approval requests reviewed by authorised Opus staff before taking effect. Tier 3 actions are never performed by AI — they are handled exclusively by deterministic, rule-based systems (see §5.2). No high-impact AI action bypasses human oversight.

5.4 Model Training

We may use de-identified and anonymised interaction data to train AI models that improve platform accuracy (e.g., understanding your requests, detecting misuse). No personally identifiable information is used in training data. Third-party LLM providers (Anthropic) are contractually prohibited from training their models on your data.

You may opt out of your de-identified data being used for model training — see our Privacy Policy §4.6 for details and instructions.

5.5 AI Data Processing

• Queries may be processed by third-party LLM providers (Anthropic) under strict data agreements
• Conversational AI logs are retained for 2 years for audit and service improvement
• Governance audit logs (tool execution records, approval decisions) are retained for 6 years for employment law and regulatory compliance
• You can opt out of AI features by contacting support — core functionality remains available

6. Payment & Fees

6.1 Payment Calculation

• Pay based on verified hours (GPS and/or QR clock-in/out)
• Hourly rate shown on shift posting before acceptance
• Additional-hours rates as contractually agreed (at standard hourly rate)

6.2 Pay Cycles

• Weekly Pay: Timesheets submitted Sunday, payment within 5 business days via Faster Payments (disbursed through Modulr, our payroll engine's payment sub-processor — see Privacy Policy §2.5/§5.1)

6.3 Payment Processing

• Standard weekly Faster Payments payroll disbursement applies (ADR-127; BACS Direct Credit is retained only as the return/bounce-ingestion model for failed disbursements, not the primary payment rail)
• No optional accelerated payout product is available

6.4 Statutory Deductions

• Income tax and National Insurance (PAYE)
• Pension contributions (auto-enrolment if eligible)
• P60 provided annually via your account

7. User Conduct

7.1 Prohibited Activities

You must NOT:

• Provide false information (identity, documents, qualifications)
• Share account credentials
• Engage in fraud (timesheet manipulation, fake GPS, QR code interference, identity theft)
• Harass employers, workers, or Opus staff
• Attempt to bypass security measures
• Use automated bots or scraping tools
• Post offensive or illegal content

7.2 Professional Conduct

During shifts, you must:

• Arrive on time and follow shift schedules
• Follow employer instructions and workplace policies
• Maintain professional appearance and conduct
• Report workplace incidents immediately

7.3 Consequences

We may suspend/terminate your account and report criminal activity or pursue legal action. Where hours or payments are genuinely disputed, Opus may investigate the disputed element before making any adjustment, but undisputed wages will be paid in the normal payroll cycle.

8. Intellectual Property

All Platform content (software, design, text, graphics, trademarks) is owned by Opus Platforms Limited and protected by UK and international IP laws.

Your Licence: Limited, non-exclusive, non-transferable, revocable licence for personal use as a platform user.

Your Content: By uploading documents/photos, you grant Opus a royalty-free licence to use them solely for providing services (e.g., sharing RTW documents with employers).

9. Privacy

Your privacy matters. See our Privacy Policy for complete details on data collection, use, and your rights under UK GDPR.

• Data processed per UK GDPR and Data Protection Act 2018
• You have rights to access, rectify, erase, and port your data
• Cookies used per our Cookie Policy
• Data stored on secure UK/EU AWS infrastructure

10. Disclaimers & Liability

10.1 Platform "As Is"

The Platform is provided "AS IS" without warranties including:

• Uninterrupted or error-free operation
• Availability of shifts at all times
• Accuracy of employer-provided information

10.2 Limitation of Liability

To the maximum extent permitted by UK law, Opus is not liable for:

• Indirect, incidental, or consequential damages
• Damages exceeding £100 or amounts paid in past 12 months
• Third-party conduct (employers, other workers)
• Technical failures beyond our control

10.3 Exceptions

Nothing excludes liability for:

• Death or personal injury from negligence
• Fraud or fraudulent misrepresentation
• Any liability that cannot be excluded by UK law

10.4 Indemnification

You agree to indemnify Opus against claims arising from your violation of Terms, violation of law, false information, or conduct during shifts.

11. Termination

11.1 Your Right to Terminate

Delete your account via Account Settings or email [email protected]. Personal data retained per legal requirements.

11.2 Our Right to Terminate

We may suspend/terminate immediately for:

• Breach of Terms
• Suspected fraud
• Failed compliance (expired RTW)
• Legal or regulatory requirement

11.3 Effect of Termination

Access ceases immediately. Outstanding payments processed (minus disputed amounts). Sections on IP, Liability, Indemnification, and Governing Law survive termination.

12. Changes to Terms

We may update these Terms. For material changes:

• Update version and date
• Notify via email or Platform notification
• Provide 30 days' notice before changes take effect

Continued use after changes constitutes acceptance. If you disagree, stop using the Platform.

13. Governing Law & Disputes

13.1 Applicable Law

• Law: England and Wales
• Jurisdiction: Courts of England and Wales have exclusive jurisdiction

13.2 Dispute Resolution

• Step 1: Contact [email protected] to attempt informal resolution (30 days)
• Step 2: For employment-related disputes, you may contact ACAS for free early conciliation
• Step 3: Court proceedings as last resort; claims under £10,000 via Small Claims Track

Nothing in this section limits your statutory employment rights or right to bring claims before an Employment Tribunal.

14. General Provisions

14.1 Force Majeure

Neither party shall be liable for delays or failures due to circumstances beyond reasonable control, including natural disasters, war, terrorism, pandemic, government action, cyberattacks, or significant infrastructure failure. Affected party must notify the other promptly and mitigate impact where possible.

Shift cancellation force majeure: When an employer cancels a shift and marks it as force majeure, the cancellation is exempt from the worker compensation obligations described in Section 4.8. All force majeure cancellations are logged with a reason for audit purposes and may be reviewed by Opus if disputed.

14.2 General Clauses

• Entire Agreement: These Terms + Privacy Policy + Cookie Policy + Acceptable Use Policy constitute the complete agreement
• Severability: Invalid provisions don't affect remaining terms
• Waiver: Failure to enforce doesn't waive rights
• Assignment: You cannot assign; we may assign to successors
• No Third-Party Rights: No third-party beneficiary rights created

15. Contact

Opus Platforms Limited

• Address: Unit 314b, 566 Cable Street, London, E1W 3HB
• Email: [email protected]
• Support: [email protected]
• Company No: 16856935
• Data Protection Lead: Data Protection Lead — [email protected]

Note on UK GDPR Art. 37: Opus has appointed a Data Protection Lead (DPL) as the named point of contact for data protection matters. The statutory DPO requirement under UK GDPR Art. 37 is currently under legal review given Opus's processing of special category data (DBS, biometric RTW) at scale; a formal statutory DPO appointment may follow. Until then, the DPL is the contact for all data protection enquiries, complaints, and rights requests.

Acknowledgment

BY USING THE OPUS PLATFORMS, YOU ACKNOWLEDGE THAT YOU HAVE READ, UNDERSTOOD, AND AGREE TO BE BOUND BY THESE TERMS OF SERVICE.

Version History