For five years, recLAW has been focused on one thing, recruitment fee recovery.

And getting recruiters paid.

In an industry where delayed payments, disputed fees, and backdoor hires are all too common, we step in when it matters most and get results.

The results speak for themselves

That’s not theory. That’s money back in recruiters’ accounts.

£13,324,852 recovered in fees

3,432 disputes handled

£438,000 biggest single recovery

Behind every number is a recruitment business that refused to walk away from money they were owed.

Why Recruitment Fee Recovery Matters

Too many recruiters accept non-payment as part of the job.

It isn’t.

Unpaid invoices don’t just hurt short-term cash flow, they slow down growth, impact hiring, and reduce the overall value of your business.

The reality is, most fees are recoverable, but only if you take the right approach.

What we’ve learned from 3,000+ disputes

Across thousands of recruitment fee disputes, one thing is clear:

The difference between getting paid and writing it off often comes down to the detail (your terms, your process, and how quickly you act).

Most recruiters don’t lose because they’re wrong.

They lose because the situation isn’t handled properly early enough.

Still fighting for recruiters

Five years in, nothing’s changed about how we approach recruitment fee recovery.

We’re direct.

We’re commercial.

And we focus on outcomes.

Because at the end of the day, this isn’t about theory.

It’s about getting your invoice paid.

Got a fee you’re chasing?

If it’s dragging, it’s not fixing itself.

Now’s the time to take action.

In the recruiting world, recruitment debt recovery isn’t just another task – it’s a full-blown battlefield. Whether you’re chasing unpaid fees or dealing with backdoor hires, the struggle is real, but at RecLAW, we’re the experts who fight back. We know that when it comes to recruitment debt recovery, you’ve already done the hard work – sourced the perfect candidate – and now it’s time to collect what’s owed.

But instead of a smooth payday, you’re getting the classic runaround. We don’t tolerate excuses.

Recruitment debt recovery is our expertise, and we won’t stop until you’re paid in full.

How to Crush the Top Excuses in Recruitment Debt Recovery

Chances are you’ve heard these lame excuses a hundred times before. Don’t worry, here’s how we handle each one like the pros we are:

1. “We didn’t sign your terms.”

Well, here’s a newsflash: you don’t need a signature for the terms to stick in court. If they got the terms and used your service, that’s as good as a legally binding handshake. Keep your terms upfront, and if they try to play this card, we’ll ensure it gets shredded in court.

2. “We already knew the candidate.”

Classic move, but irrelevant. If you facilitated the introduction that led to the hire, whether they knew the candidate before or not doesn’t matter. We’ll dive into your documentation and prove that your effort made the connection that counted.

3. “We hired them for a different role.”

Cleaner or CEO, it doesn’t matter. If your introduction led to the hire, the fee is yours. We’ll make sure your terms are rock-solid, leaving no room for clients to wriggle out of paying what they owe.

4. “Another agency sent us the CV first.”

This one’s cheeky but easy to counter. Recruitment isn’t about who can spam the most CVs. It’s about whose introduction led to the hire. We’ll prove your involvement sealed the deal.

5. “The candidate applied directly.”

Oh, really? If the candidate ended up in front of their hiring manager because of your hustle, that excuse holds no water. Keep your records tight, and we’ll shut down this nonsense faster than they can come up with another excuse.

Need a Hand Chasing Unpaid Recruitment Fees?

Let our team at RecLAW handle your recruitment debt recovery. From start to finish, we’ll take care of the legal heavy lifting, so you can focus on finding top talent.

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Learn How to Tackle Recruitment Debt Recovery

Tune into the Recruitment Uncensored Podcast

For a deeper dive into recruitment debt recovery, catch the latest guest spot on the Recruitment Uncensored podcast with Kate O’Neill. Our very own Partner & Solicitor, Barry Cullen, sits down with Kate to break down the dirty world of recruitment debt recovery. Excuses get busted, strategies get shared, and you’ll walk away knowing exactly how to protect your fees.

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Be Prepared Next Time. RecProtect Yourself Today!

With RecProtect, you can stop stressing and start getting paid – fast. RecProtect is a legal platform designed specifically for recruiters to ensure you receive your fees promptly, without the endless back-and-forth.

Ready to see how it works?

Book a demo today and discover how RecProtect can streamline your payment process and keep your cash flow moving.

Recruitment leaders, did you know legal privilege doesn’t protect every HR conversation?

When a dispute lands at tribunal, only certain conversations are protected under legal professional privilege (LPP) and most HR comms don’t make the cut. 

There are two types of LPP: 

Legal advice privilege 

Litigation privilege 

Each has strict rules. If you’re relying on consultants instead of qualified legal advice, your strategy could end up as tribunal evidence. 

Here’s what recruiters need to know.  

Legal Advice Privilege: What Actually Counts 

Legal advice privilege applies to confidential communications between a client and a qualified legal adviser (typically a solicitor), made for the purpose of giving or receiving legal advice. 

That’s it.  

HR consultants, no matter how experienced don’t qualify unless they’re legally trained or working under the supervision of a solicitor. If they’re not, their emails, notes, and advice could all be disclosable in legal proceedings.  

In Trentside Manor Care v Raphael, a HR consultant notes were used against an employer at tribunal. The consultant recorded that the employer was “not receptive to the claimant’s health needs” – a line that helped sink the case. 

Litigation Privilege: Even Narrower 

Litigation privilege only applies when: 

Litigation is reasonably in prospect, and 

The communication is created for the dominant purpose of that litigation. 

So, a few HR emails about a “difficult” employee? Not protected. 

Even if you think a claim might come, unless your lawyer is leading the advice and the communications are clearly strategic, you can’t assume privilege applies. Copying a solicitor into an email isn’t enough. 

Recruiters, this is where we see mistakes! 

We’ve seen it too often, recruitment firms thinking internal HR advice is shielded, only to have it handed over in a disclosure bundle. 

The most common risks:   

• Using HR consultants instead of solicitors 

• Discussing sensitive issues (like sickness, underperformance or grievances) via unsecured email chains 

• Failing to bring in legal advice early enough 

Once it’s in writing, it’s either protected or potential evidence. 

recLAW Recommendation 

If you’re dealing with sensitive employment issues don’t wait until you’re under fire. 

Get recLAW involved from the start. We’ll: 

• Make sure your communications are covered by legal privilege 

• Help you build a strategy that holds up under pressure 

• Keep your internal risk off the record 

Legal privilege isn’t automatic. But it can be the difference between protecting your strategy or exposing it.