Report disclaimer

1What a Hirably report is for

A Hirably report is prepared for one purpose: to give the employer who requested it a factual record of what was checked about one worker, with that worker's consent, and what the responses were. It is an information product for the employer's own internal use.

• It states what was requested, what was submitted, what an official record returned and when each step happened.
• It records guarantor responses and the declarations those guarantors signed.
• It shows the consent trail, so it is clear the worker agreed before anything was checked.

2A report is not a legal document

A Hirably report is not a legal instrument. It is not a court document, an affidavit, a sworn statement, a police clearance, a government certificate, a licence, a character certificate, a credit reference or a guarantee of any kind. It carries no legal effect on its own and creates no rights or obligations between the employer, the worker or any guarantor.

Hirably is not a law firm, a court, a law-enforcement agency, a licensing body or a credit bureau, and nothing in a report is legal advice. Where a matter requires a legally recognised document - a sworn statement, a certified official record, a court order - that document must be obtained from the body empowered to issue it.

3No score, no verdict, no recommendation

Hirably does not rate, rank, score or grade any person, and does not label anyone as suitable or unsuitable, safe or unsafe, honest or dishonest. A report contains no recommendation to hire or not to hire, and the absence of a finding is not a clearance.

The employer is the decision maker. Every hiring, engagement, continuation and termination decision, and the consequences of that decision, belong to the employer alone.

4What a report cannot tell you

• A report describes the position at the time each check was carried out. Circumstances change, and a report does not update itself.
• Checks depend on official records and on what people tell us. Where a record is unavailable, incomplete or out of date, the report says so rather than filling the gap.
• An unavailable or inconclusive outcome means exactly that: it is not evidence for or against the worker.
• A report covers only the checks the employer selected for that worker. It is not an exhaustive account of a person's life, history or conduct.
• Physical address visits reflect what a field agent observed on a particular visit at a particular address.

5How the employer must use a report

By opening a report, the employer accepts that they will:

• use it only for the lawful employment purpose the worker consented to, and for no other purpose;
• keep it confidential, share it only with people inside their organisation who need it for that decision, and not publish, resell, post or circulate it;
• never treat it as proof of a criminal offence, and never use it to accuse, punish, detain or harass anyone;
• put any adverse information to the worker and allow them to respond and correct the record before it is acted upon;
• comply with all applicable data protection, employment and anti-discrimination law when handling it; and
• retain it no longer than the employment purpose requires.

Misuse of a report is the employer's responsibility, and it may end their access to Hirably.

6Rights of the worker and guarantors

Every worker checked on Hirably consented first, can see the record held about them, and can ask for a correction where something recorded is wrong. Guarantors sign their own declaration and are told plainly what standing as a guarantor means before they do so.

A worker who believes a report is inaccurate should contact us so the record can be reviewed against the evidence held. Correcting a record is a factual exercise, not a judgement about the person.

7Our position and liability

Hirably carries out the checks the employer selected, with care and with the worker's consent, and reports the results faithfully. We do not warrant that records held by third parties, or statements made by the people we contact, are complete or accurate, and we give no warranty of fitness for any particular decision.

To the fullest extent permitted by Nigerian law, Hirably is not liable for any loss arising from a decision taken on the basis of a report, from misuse of a report, or from the inaccuracy of any third-party record. This page does not limit any liability that cannot lawfully be limited, and it should be read together with our Terms, Privacy notice and Consent statement.