Application Form

4th Floor, 18 St. Cross Street, London,
EC1N 8UN, United Kingdom
office: 02030261886, mobile: 07402578569
web: e-mail:


Personal History

Please complete all relevant sections in BLOCK CAPITALS

Title  Name(s)  Surname

Address Postcode

Phone (Home)

Date of Birth

Age  Phone (Mobile)


National Insurance Number

Next of kin name Relationship

Next of kin name Contact Number

Do you have a full UK driving licence?

Are you a car owner?

Bank Account Details:

Criminal Convictions

CREW STAR AGENCY aims to promote equality of opportunity for all with the right mix of skills and potential. Criminal records will be taken into consideration for recruitment purposes only when the conviction is relevant. Having an unspent conviction will not necessarily bar you from employment. This will depend upon the circumstances and background of your offence(s)

  Do you have any unspent criminal convictions, cautions or bind overs?

  Do you have any pending criminal convictions, cautions or bind overs?

If you have answered YES to either of these questions, then please provide details with this application form. Any information provided will be treated in the strictest confidence.

  Are you willing to allow us to carry out a CRB check on you?

  Are there any medical conditions that may prevent you from working or that we will need to provide support for?

If yes, please give details

  Do you wear glasses/contact lenses?

  Are you on any long-term medication?

  Are you equipped with the following? SAFETY BOOTS (STEEL TOE-CAP)



Right to Work in the UK:        

This agreement is subject to you being eligible and remaining eligible to work in the UK.  On your first day of employment, if you have not already done so, please ensure that you bring with the either your original long birth certificate, together with proof of your national insurance number or your passport. You will be required to provide the original (not copies) of documents demonstrating that you are entitled to work. Failure to provide these documents immediately when requested will mean that your employment with the company will be terminated without notice.

DBS Criminal Record Check Vetting:                 

Your employment is subject to a satisfactory criminal records’ check via the Disclosure and Baring Service (DBS). We reserve the right to end our employment agreement with you should the results of your background investigation not be successful, whether an outcome is successful will be determined by the Company. 

Employee Privacy Notice:

The organisation collects and processes personal data relating its employees to manage the employment relationship. The organisation is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations. A copy of the Company’s Employee Privacy Notice can be found in schedule 1.

Schedule 1 - Employee Privacy Notice


Data controller: 4th Floor, 18 St. Cross Street, London, EC1N8UN, United Kingdom

Data protection officer: Nicolae Caminschi,


Tel: 02030261886 (local rate) or 07402578569 if you prefer to use a national rate number

We collect and processes personal data to manage the employment relationship. The organisation is committed to being transparent about how it collects and uses that data to meet its data protection obligations.


What information do we collect?

We collect and processes a range of information about you. This includes:

  • your name, address and contact details, including email address and telephone number, date of birth and gender;
  • the terms and conditions of your employment;
  • details of your qualifications, skills, experience and employment history, including start and end dates, with previous employers and with the organisation;
  • information about your remuneration, including entitlement to benefits such as pensions or insurance cover;
  • details of your bank account and national insurance number;
  • information about your marital status, next of kin, dependants and emergency contacts;
  • information about your nationality and entitlement to work in the UK;
  • information about your criminal record;
  • details of your schedule (days of work and working hours) and attendance at work;
  • details of periods of leave taken by you, including holiday, sickness absence, family leave and sabbaticals, and the reasons for the leave;
  • details of any disciplinary or grievance procedures in which you have been involved, including any warnings issued to you and related correspondence;
  • assessments of your performance, including appraisals, performance reviews and ratings, training you have participated in, performance improvement plans and related correspondence;
  • information about medical or health conditions, including whether or not you have a disability for which the organisation needs to make reasonable adjustments;
  • details of trade union membership; and
  • equal opportunities monitoring information, including information about your ethnic origin, sexual orientation, health and religion or belief.

We collect this information in a variety of ways. For example, data is collected through application forms, CVs or resumes; obtained from your passport or other identity documents such as your driving licence; from forms completed by you at the start of or during employment (such as benefit nomination forms); from correspondence with you; or through interviews, meetings or other assessments.

In some cases, we collect personal data about you from third parties, such as references supplied by former employers, information from employment background check providers, information from credit reference agencies and information from criminal records checks permitted by law.

Data is stored in a range of different places, including in your personnel file, in the organisation's HR management systems and in other IT systems (including the organisation's email system).


Why do we process personal data?

We need to process data to enter into an employment contract with you and to meet our obligations under your employment contract. For example, we need to process your data to provide you with an employment contract, to pay you in accordance with your employment contract and to administer benefits, pension and insurance entitlements (if applicable).

In some cases, we need to process data to ensure that it is complying with its legal obligations. For example, it is required to check an employee's entitlement to work in the UK, to deduct tax, to comply with health and safety laws and to enable employees to take periods of leave to which they are entitled. For certain positions, it is necessary to carry out criminal records checks to ensure that individuals are permitted to undertake the role in question.

In other cases, we have a legitimate interest in processing personal data before, during and after the end of the employment relationship. Processing employee data allows us to:

  • run recruitment and promotion processes;
  • maintain accurate and up-to-date employment records and contact details (including details of who to contact in the event of an emergency), and records of employee contractual and statutory rights;
  • operate and keep a record of disciplinary and grievance processes, to ensure acceptable conduct within the workplace;
  • operate and keep a record of employee performance and related processes, to plan for career development, and for succession planning and workforce management purposes;
  • operate and keep a record of absence and absence management procedures, to allow effective workforce management and ensure that employees are receiving the pay or other benefits to which they are entitled;
  • obtain occupational health advice, to ensure that it complies with duties in relation to individuals with disabilities, meet its obligations under health and safety law, and ensure that employees are receiving the pay or other benefits to which they are entitled;
  • operate and keep a record of other types of leave (including maternity, paternity, adoption, parental and shared parental leave), to allow effective workforce management, to ensure that the organisation complies with duties in relation to leave entitlement, and to ensure that employees are receiving the pay or other benefits to which they are entitled;
  • ensure effective general HR and business administration;
  • provide references on request for current or former employees;
  • respond to and defend against legal claims; and
  • maintain and promote equality in the workplace.

Where the organisation relies on legitimate interests as a reason for processing data, it has considered whether or not those interests are overridden by the rights and freedoms of employees or workers and has concluded that they are not.

Some special categories of personal data, such as information about health or medical conditions, is processed to carry out employment law obligations (such as those in relation to employees with disabilities and for health and safety purposes). Information about trade union membership is processed to allow the organisation to operate check-off for union subscriptions.

Where the organisation processes other special categories of personal data, such as information about ethnic origin, sexual orientation, health or religion or belief, this is done for the purposes of equal opportunities monitoring.


Who has access to this data?

Your information will be shared internally, including with members of the HR team (including payroll), your line manager, managers in the business area in which you work and IT staff if access to the data is necessary for performance of their roles.

We share your data with third parties in order to obtain pre-employment references from other employers, obtain employment background checks from third-party providers and obtain necessary criminal records checks from the Disclosure and Barring Service.

The organisation also shares your data with third parties that process data on its behalf, in connection with payroll, the provision of benefits and the provision of occupational health services

The organisation will not transfer your data to countries outside the European Economic Area.


How do we protect this data?

We take the security of your data seriously. We have internal policies and controls in place to try to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by its employees in the performance of their duties.

Where the organisation engages third parties to process personal data on its behalf, they do so on the basis of written instructions, are under a duty of confidentiality and are obliged to implement appropriate technical and organisational measures to ensure the security of data.


For how long do we keep this data?

The organisation will hold your personal data for the duration of your employment. The periods for which your data is held after the end of employment are set out in the relevant retention policy.


Your rights

As a data subject, you have a number of rights. You can:

  • access and obtain a copy of your data on request;
  • require the organisation to change incorrect or incomplete data;
  • require the organisation to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing;
  • object to the processing of your data where the organisation is relying on its legitimate interests as the legal ground for processing; and
  • ask the organisation to stop processing data for a period if data is inaccurate or there is a dispute about whether or not your interests override the organisation's legitimate grounds for processing data.

If you would like to exercise any of these rights, please contact your HR Department:


If you believe that the organisation has not complied with your data protection rights, you can complain to the Information Commissioner.

What if you do not provide personal data?

You have some obligations under your employment contract to provide the organisation with data. In particular, you are required to report absences from work and may be required to provide information about disciplinary or other matters under the implied duty of good faith. You may also have to provide the organisation with data in order to exercise your statutory rights, such as in relation to statutory leave entitlements. Failing to provide the data may mean that you are unable to exercise your statutory rights.

Certain information, such as contact details, your right to work in the UK and payment details, have to be provided to enable the organisation to enter a contract of employment with you. If you do not provide other information, this will hinder the organisation's ability to administer the rights and obligations arising as a result of the employment relationship efficiently.


Automated decision-making

Employment decisions are not based solely on automated decision-making.

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Signed by Crew Star LTD
Signed On: 20.08.2021

Signature Certificate
Document name: Application Form
lock iconUnique Document ID: aaa854ed30612299f53d90e292fb89c950d2b042
Timestamp Audit
12.05.2019 06:14 GMTApplication Form Uploaded by Crew Star LTD - IP