Website & Service Terms

1. Who these terms cover

These draft terms are prepared for StaffWorkspace’s public marketing website. They are not in force until the identified operating entity approves and publishes an effective version. Company workspaces and subscriptions require an agreed order and service terms with the correct legal parties.

The operator’s full legal name, registered address, registration information, dispute contact and chosen governing law must be completed. StaffWorkspace and Global Recruit Way are brand references here, not substitutes for this information.

2. Website use and authority

You may use the website to understand the service and send genuine business enquiries. Anyone requesting a workspace for a company must have authority to act for that company. Browsing, using the calculator or sending the contact form does not create an account, charge a card or bind you to a paid subscription.

3. What StaffWorkspace provides

StaffWorkspace is intended to bring employee information, time, leave, documents, contracts, pay records and everyday work administration together. The actual modules, support arrangements and configuration for a customer must be confirmed during onboarding. A product description is not a substitute for an implementation specification.

Mockups contain sample data. Industry scenarios are illustrative and are not audited customer results or testimonials. Future iOS and Android apps are planned, not represented as currently downloadable. Unless expressly agreed, the service does not act as an employer, payroll bureau, tax adviser, employment-law adviser, bank or licensed electronic-signature trust provider.

4. Free and paid pricing

The displayed draft is free for teams of up to five staff. A paid team has a proposed monthly company fee of USD 20 plus a per-employee rate: USD 5 for 6 to 25 staff, USD 4 for 26 to 99 staff, and USD 3 for 100 or more. These boundaries resolve an ambiguity in the owner’s brief and require explicit commercial approval.

The draft calculator uses volume pricing. The rate for total staff count applies to every employee on a paid subscription. The first five are not deducted from a paid team. All core feature groups are included; custom domains and white-label work are separately quoted. Pricing approval does not automatically establish a payment collection process.

5. Currency, tax and billing

USD is the calculation base. Other currencies, where available, are indicative displays using a dated reference rate. They are not guaranteed conversion rates, tax quotations or commitments to accept payment in every currency. The order must identify invoice currency, tax treatment, billing interval, accepted payment methods and payment terms.

The parties must agree what counts as a billable employee, treatment of invited, inactive, suspended and deleted accounts, monthly count measurement, prorating, upgrades, downgrades and volume-threshold changes. The order must also address bank fees, late payment, disputed invoices and advance notice of price changes. No unauthorised charge is permitted by this draft.

6. Trials, renewal, cancellation and refunds

The free staff allowance is not a time-limited trial in the proposed model. Any separate trial, introductory discount or minimum commitment must be described in the order. Renewal rules and advance notices must be explicit rather than inferred from website copy.

Customers should be able to find the agreed cancellation channel, effective cancellation date, export process and any applicable refund rights. A non-refundable clause must not override mandatory law. No specific refund exclusion, automatic renewal commitment or cancellation penalty is adopted by this unapproved draft.

7. Customer responsibilities

The customer controls its employment policies, authorised users, data accuracy and lawful instructions. It must give appropriate staff notices, configure access on a need-to-know basis and use attendance, leave, monitoring and pay-related functions lawfully in each relevant location.

The customer should not share credentials, upload unlawful material, expose another company’s records or instruct the service to make unlawful employment decisions. Optional location or photo checks should be proportionate, configured only after assessment, and accompanied by an appropriate alternative where required. A feature toggle is not legal permission.

8. Workspace addresses and custom domains

A standard workspace address uses the customer’s approved label under staffworkspace.com. The label is subject to availability, validation, abuse prevention and third-party rights. The website address preview does not reserve or verify availability.

A custom domain or white-label configuration requires a separate quote, ownership verification and technical setup. The agreement must address DNS, certificates, maintenance, ownership, renewal costs, support and what happens to routing after termination. It must not remove necessary privacy disclosures or obscure the actual contracting party.

9. Data rights and processing

The customer retains its rights in customer data. Access to that data should be limited to delivering and supporting the agreed service, authorised instructions and valid legal obligations. Employee data must not be treated as marketing material or training data merely because it is stored in a workspace. A completed data-processing agreement and annexes must govern processor activities, providers, security, transfers, requests and deletion.

10. Intellectual property and feedback

StaffWorkspace branding, website content and software are protected subject to applicable law and third-party licences. Access to a website or subscription does not transfer ownership of the platform. Customer logos and material may be used only as needed to provide the agreed service or with separate permission for publicity. A customer name, quote, logo or result must not be published as a testimonial without approval.

11. Availability, maintenance and support

Any uptime commitment, response target, backup promise, recovery objective, support window or service credit must be documented in the signed service terms and supported by operations. This website does not claim a universal uptime guarantee. Planned maintenance, emergency security work and dependency outages should be communicated through agreed channels.

12. Suspension and termination

Proposed grounds for proportionate restriction include a material security risk, unlawful use, persistent material breach or a valid legal requirement. Where practical and lawful, give notice, explain the issue and allow remediation. The final agreement should preserve lawful data access and exports, explain any urgent exceptions and define deletion after termination. Do not use suspension to avoid mandatory rights.

13. Responsibility and disputes

Liability allocation, indemnities, warranties and insurance must be negotiated and reviewed for the operating entity and target markets. This draft does not assert that liability can always be excluded for fraud, deliberate wrongdoing, personal injury, data obligations or other non-excludable matters. Mandatory rights remain unaffected.

A governing law and dispute forum must be stated before adoption. A complaint process should first provide a clear contact and reasonable opportunity to resolve a genuine concern. Local mandatory protections and applicable court jurisdiction must be assessed; a generic worldwide waiver is not used.

14. Changes and precedence

Material commercial changes should be notified through the agreed channel and not applied retroactively where prohibited or inconsistent with a signed commitment. A signed order and completed data-processing terms should specify their order of precedence. The online draft cannot silently amend an existing customer contract.