1. Company, scope and agreement
These terms concern Wejobby at wejobby.com and its connected mobile app, supplied by Wejobby BV, Patersstraat 100, 2300 Turnhout, Belgium, enterprise/VAT number BE 1038.987.982. Contact info@wejobby.com or write to that address. Telephone: +32 472 49 88 28. “You” means the individual user or, where an authorised representative agrees on its behalf, the business customer.
These terms apply when supplied to you and validly accepted as part of registration, an order or another agreement. Publication alone does not prove acceptance by an existing user or retrospectively change an existing contract. A separately agreed order prevails for its specific commercial provisions; an agreed data processing agreement prevails for processing on a customer’s behalf. Mandatory law prevails over all these documents. The Privacy policy is a transparency notice, not consent to every use of personal data.
2. Accounts and authority
Direct account holders must be at least 18 and legally capable of agreeing to these terms. Give accurate information, keep your contact details current and use your own account. A person purchasing or managing services for an organisation must have authority to do so. An employee accepting an invitation does not thereby personally guarantee the employer’s subscription charges.
Protect credentials and devices, use available security controls, and tell us promptly of suspected unauthorised access. Administrators must give appropriate permissions, regularly review them and remove access when no longer justified. You are responsible for activities you authorise and failures within your control; this does not transfer responsibility for Wejobby’s own breach to you. Workspace access depends on membership, permissions and relevant entitlements.
3. What the service does
Wejobby provides tools for recruitment, employee records, onboarding, scheduling, attendance, leave, performance, expenses, documents, payroll preparation and optional practice operations. Features depend on the plan, country, device and release. A demonstration, roadmap or preview is not a promise that an unimplemented feature is available.
Unless separately agreed in writing, Wejobby is not your employer, recruitment agency, payroll-paying agent, legal or tax adviser, healthcare provider or party to an employment or patient-care relationship. We do not guarantee a hire, a suitable applicant, a legally compliant rota, an accurate tax outcome or uninterrupted availability. We remain responsible for the service obligations we actually undertake.
4. Business and employer responsibilities
The business customer is responsible for lawful employment and recruitment decisions, accurate records, pay and tax obligations, working-time and leave rules, collective agreements, immigration checks, discrimination prevention and appropriate access to its workspace. Verify calculations, imports, reports, alerts and exports before acting on them. Payroll preparation does not itself pay wages or file statutory returns.
Employers must publish genuine, authorised vacancies, identify the hiring entity, describe material conditions accurately and comply with applicable pay-transparency and equal-opportunity rules. Use candidate information only for disclosed lawful recruitment and related purposes. Do not sell it or reuse it for unrelated advertising. Close or update vacancies when circumstances change. Candidates must submit accurate information and independently assess a job and employer.
Onboarding quizzes and task completion are internal workflow records; they do not by themselves certify competence, professional registration or legally required training. Configuring a rule does not prove that the rule complies with every applicable law.
5. Contracts, signatures and reminders
Where available, contract tools help prepare, send, review, track and record signing activity. The employer is responsible for the contract’s content, correct parties, required disclosures, lawful signature method, delivery, retention and any national employment formalities. A drawn or typed signature, confirmation button or activity record is not automatically a qualified electronic signature or qualified electronic registered delivery service.
Before relying on an in-app signature, verify that the particular workflow meets the law applicable to that contract. Where a qualified signature, special archive or another formality is required, use a compliant process. Wejobby does not guarantee that every in-app action has the same evidential status in every jurisdiction.
Contract counts, expiry notices and renewal-limit warnings are administrative aids based on available records and configured rules. They may not include earlier contracts, related employers, interrupted service, statutory exceptions or collective-agreement rules. An absent warning is not permission to renew. Review the legal position independently and keep authoritative copies and necessary evidence.
6. Dental and clinical use
Practice features are administrative and recordkeeping tools. The practice and responsible professionals remain accountable for care, diagnosis, clinical decisions, professional secrecy, record accuracy and medical-record retention. Software output does not replace clinical judgement or a regulated medical device where one is required.
Before entering real patient data, the practice and Wejobby must complete the applicable processing agreement, lawful-basis and privacy review, permissions, security, recovery and retention arrangements. A visible or activated add-on is not proof that those operational requirements have been completed. Do not use preview features as the sole record or for emergency decisions. Preserve continuity of care and arrange lawful export, transfer and retention when leaving the service.
7. Prices, seats and paid subscriptions
Owner and administrator accounts are free. The current standard price for other enabled workspace accounts is €7.50 per purchased seat per month. Recruitment is €250 per workspace per month and scheduling €250 per workspace per month. These prices exclude VAT. The currency, applicable taxes, billing interval, quantity and total shown and agreed at checkout or in your order govern your purchase. A previously agreed price is not silently replaced by this page.
Subscriptions are billed monthly in advance and renew for successive billing periods unless cancelled. Separate add-ons may have different renewal dates. Pending non-admin invitations reserve seat capacity; removing or suspending a user does not automatically lower the purchased subscription quantity. Unused purchased seats remain billed. Seat increases may create the additional charge or proration shown before confirmation.
Creating a free account does not start a paid subscription. A complimentary grant may expire or be revoked under its stated conditions; it does not automatically cancel, reduce or credit an existing paid subscription. We will not convert a free grant into a new charge without an agreed purchase.
8. Cancellation, refunds and billing disputes
Workspace owners can use Billing to cancel renewal. Access normally continues to the end of the confirmed paid period. “Remove add-on” is different: when explicitly confirmed, it ends that add-on immediately and does not automatically issue a refund or final proration credit. Review the confirmation before choosing it. Contact info@wejobby.com if a cancellation control is unavailable or to request a seat reduction.
Removing users, stopping use or uninstalling the app does not cancel a subscription. Resolve active subscriptions before deleting a workspace; deletion controls may require this. Cancellation and removal do not themselves erase business records. Export records you lawfully need before access ends.
For business subscriptions, paid-period charges are not normally refunded merely because capacity was unused or you chose early removal. This does not prevent refunds for duplicate or incorrect charges, our material failure to provide the contracted service, or any refund required by law or your order. Report a billing dispute to info@wejobby.com with the invoice and reason; we will investigate. No clause here shortens a mandatory claim period.
For a material breach, the affected party may give written notice identifying the problem and a reasonable opportunity to remedy it, normally 30 days unless urgency or law requires otherwise. If Wejobby cannot remedy a material failure in a paid service, the customer may terminate the affected service and receive the unused prepaid amount for the period after termination, without losing other mandatory remedies. We give advance notice of price increases for future renewals and a reasonable opportunity to cancel; accepted current-period prices are not changed retroactively.
9. Acceptable use and content rights
Do not use the service for unlawful discrimination, harassment, fraud, misleading vacancies, impersonation, malware, unauthorised access, security testing without permission, evasion of access or billing limits, or infringement of another person’s rights. Do not publish another person’s private information without lawful authority. Do not extract personal data for resale or unrelated solicitation.
You retain ownership of your content. You grant Wejobby only the non-exclusive rights needed to host, copy, transmit, format and display it to provide the requested service, keep appropriate backups and comply with law. Public content is displayed to the audience you choose by publishing it. This does not give us an unrestricted right to sell private records or use a person’s name, image or video in external advertising.
You must have the rights and lawful basis needed to upload and share content. Wejobby retains its rights in its software, brand, design and documentation. Your access is a limited right to use the service under the agreement, not a transfer of ownership. Third-party and open-source rights remain with their owners.
10. Privacy, confidentiality and processing agreements
Each party must comply with the data-protection duties that apply to it. Business customers must provide appropriate notices, minimise sensitive information, establish lawful bases, answer rights requests and give lawful instructions. Wejobby does not acquire the employer’s or practice’s controller role merely by storing its records. Equally, these terms do not disclaim Wejobby’s own processor or controller obligations.
Before processing personal data on behalf of a workspace, an Article 28 data processing agreement must define the instructions, subject matter, duration, data and people covered, confidentiality, security, authorised subprocessors, international transfers, rights and breach assistance, return or deletion, and audit rights. Contact info@wejobby.com to arrange the agreement and its operational schedules. These terms are not a substitute for an executed processing agreement or verified security and transfer arrangements.
Each party must protect the other’s non-public business information, limit access to people and providers needing it for the service and bind those recipients to suitable confidentiality duties. The obligation does not apply to information lawfully public, independently developed or lawfully obtained without restriction. Legally compelled disclosures must be limited to what is required, with notice where legally permitted. Personal-data duties continue independently.
11. Availability, integrations and service changes
We will use reasonable care and skill to provide the contracted service. Maintenance, incidents and third-party failures can interrupt it. Unless expressly agreed, no specific uptime, recovery point or recovery time is guaranteed. Keep proportionate copies of essential records; this does not release Wejobby from its own security or service duties.
Third-party integrations have their own conditions and availability. Wejobby remains responsible to the extent required by law and our agreements for providers we engage to perform our obligations. Preview or experimental features are labelled where offered; use them only within the stated scope.
We may make reasonable service changes for product development, security, technical or legal reasons. Material reductions in paid core functionality receive advance notice where practicable and applicable termination or refund rights. Urgent protective changes may take effect immediately with an explanation as soon as reasonably possible.
12. Reporting, restriction and termination
Report unlawful content, privacy misuse or security concerns through Contact or info@wejobby.com. Identify the specific content or account, explain the concern and provide supporting information without unnecessarily sharing sensitive data. We assess reports and may request clarification. You may ask us to review a restriction by replying to the notice or contacting us.
We may proportionately restrict content or access for material or repeated breach, non-payment, unlawful activity, fraud, a credible security or safety risk, or a legal requirement. Ordinarily we provide reasons, notice and a reasonable opportunity to resolve the problem. Immediate action can be necessary where delay creates harm, breaches law or defeats a legitimate investigation. Applicable statutory notice, reasons and review rights remain available.
Termination ends the relevant access rights and does not cancel charges already lawfully due. We will cooperate with lawful data return and deletion under the processing agreement and applicable law. Account deletion, business-record retention and clinical holds are explained in the Privacy policy. Terms concerning accrued payment, ownership, confidentiality, necessary lawful retention and dispute resolution survive as needed for their purpose.
13. Liability and allocation of risk
For business customers only, and to the extent lawful and proportionate, Wejobby’s aggregate liability arising from the affected service is limited to the greater of €1,000 or the fees paid or payable for that service in the 12 months preceding the event giving rise to the claim. For business customers we exclude indirect or consequential loss, including indirect lost profit or opportunity, to the extent permitted by law. A separately agreed order may provide different protection.
Neither that cap nor those exclusions applies to fraud, intentional misconduct, gross negligence, death or personal injury, an exclusion that would deprive an essential contractual obligation of its substance, mandatory data-subject compensation rights, or any other liability that cannot lawfully be limited. These business limitations do not apply to consumers. Nothing excludes an express contractual commitment or mandatory statutory guarantee.
Wejobby is not responsible for an employer’s or practice’s independent decisions or a user’s unlawful content to the extent the loss was not caused by Wejobby’s own breach or other legal responsibility. Each party must take reasonable steps to limit avoidable loss. No provision transfers a regulator’s statutory powers or removes an individual’s rights.
14. Third-party claims against business customers
A business customer is responsible, to the extent caused by its unlawful content, infringement of rights or material breach of these terms, for reasonable loss and defence costs arising from a third-party claim against Wejobby. This does not cover loss attributable to Wejobby’s breach, negligence or other responsibility, and does not shift regulatory fines where the law prohibits it.
Wejobby must give prompt notice of the claim, allow reasonable participation in its defence and cooperate to mitigate loss. Neither party may settle a claim in a way that admits fault or imposes non-monetary duties on the other without its consent. This business provision does not impose an indemnity on a consumer or on an employee merely using an employer’s workspace.
15. Consumer and mandatory rights
Paid workspace subscriptions are offered for business or professional use. Individual candidates and employees may have mandatory consumer rights for their personal relationship with Wejobby; calling someone a user or business representative does not remove rights they legally hold.
If we enter a paid distance contract with a consumer, applicable pre-contract information, withdrawal rights (normally 14 days where required), service guarantees and remedies remain in force. Any lawful request to begin performance during a withdrawal period and any acknowledgement needed to lose a withdrawal right must be obtained separately; visiting this page or using a free account is not such a waiver. These terms do not require consumers to waive court access, class remedies or statutory protections.
16. Belgian law and disputes
Contact info@wejobby.com with the problem and requested remedy so we can try to resolve it. Informal discussion is encouraged but is not a mandatory barrier to urgent relief, a regulator complaint, a court claim or preserving a limitation period.
Belgian law governs the agreement, subject to mandatory protections applicable to the user. Business disputes fall within the competent courts of the judicial district of Antwerp, Belgium, unless a mandatory rule or separate valid agreement requires another court. Consumers retain the mandatory law and jurisdiction protections of their country of habitual residence. These terms do not impose mandatory US arbitration or a class-action waiver.
17. Notices, updates and general provisions
Keep your account email current. We may provide service notices electronically to the relevant account or workspace administrator. Material contractual changes will be notified in advance with the effective date, a reasonable opportunity to review and any required right to reject or terminate. Where affirmative acceptance is required, we must obtain it. Posting a new page does not by itself prove acceptance or amend an accrued dispute.
The agreement creates no partnership, employment or agency between you and Wejobby. Assignment requires the other party’s consent except a lawful transfer with the relevant business that does not reduce the customer’s contractual or mandatory protections. Neither party waives a right merely by delaying enforcement. If a term is invalid, it is disregarded to the extent required by law and the rest continues where legally possible; an unfair term is not made binding by a general savings clause.
This published version is dated 28 September 2026. Keep a copy of the version you accept and your order. Use your browser’s print function or the print button on this page to save a copy. The Privacy and Cookie policies remain separately accessible from every public-page footer.