It was about time we listened to
Recognizing the stories, struggles, and innovative ideas of employees shaping the future of work in many locations.
Legal Section
Effective Date: May 28, 2025
Last Updated: October 1, 2025
These Terms & Conditions (“Terms”) govern your access to and use of the websites located at www.top10employeevoices.com, including any associated subdomains (the “Site”), operated by the Top10EmployeeVoices editorial initiative (“we,” “us,” “our”).
By accessing this Site or submitting content, you agree to be bound by these Terms and our Privacy Policy.
Contributors retain authorship to their content but grant Top10EmployeeVoices exclusive first-publication rights, extensive editorial rights, and perpetual archival display rights across current and future formats.
We spotlight extraordinary HR leadership through curated editorial features and professional storytelling to elevate important voices shaping the future of work.
a. Eligibility of Use
The Site is intended for adults (18+) working legitimately per their countries in effect Labor related Laws.
b. Nominations Policy
Featured voices are identified through editorial review and external nominations from those with direct knowledge of their impact. Self-nominations are not accepted.
a. Content Ownership (Site Materials)
All original wording, graphics, design, structures, and layouts on this Site are copyrighted property of Top10EmployeeVoices. Unauthorized use is strictly prohibited.
b. Contributor Submissions
Contributors grant us a non-exclusive, irrevocable, perpetual, royalty-free license to edit, format, publish, archive, and repurpose submissions across:
• Our websites and subdomains
• Social media channels (e.g., LinkedIn, X)
• Editorial newsletters and documentary archives
• Award and recognition materials
We will never sell your content or offer paid licensing without express written permission.
c. Republishing Restrictions
Reposting any feature (in whole or part) outside approved platforms — including adapted, translated, or AI-altered versions — is strictly prohibited without explicit written consent.
d. Archival & Preservation Rights
All published content becomes part of the permanent editorial archive of Top10EmployeeVoices. We reserve the exclusive right to preserve, reformat, update, or enhance published work (without altering its core message or intent) to ensure accuracy, clarity, accessibility, technological compatibility, and long-term relevance.
Contributors may request factual corrections or professional updates; however, Top10EmployeeVoices retains sole and final authority over whether, when, and how any changes are made. In order to maintain the integrity and continuity of the archival record, full removal of published content shall not be expected or guaranteed under any circumstances.
Top10EmployeeVoices also reserves the unrestricted right to modify, temporarily unlist, or permanently remove published content at any time and for any reason at its sole discretion, including but not limited to legal compliance, reputational protection, or editorial standards.
e. AI Disclosure & Originality
If AI tools contribute to content creation, contributors must disclose the scope of usage. Full responsibility for factual accuracy remains with the contributor.
f. Enforcement Authority
We maintain the right to issue legal takedowns, DMCA claims, GDPR Article 17 or 21 requests, and pursue financial claims for infringement or unauthorized redistribution.
Submission Guidelines
Submissions must be accurate, lawful, respectful, and consistent with professional integrity. You warrant you possess full rights and permissions for all included materials — including headshots, quotes, research, and intellectual property.
Submission does not guarantee review, publication, promotion, or retention. All editorial decisions, including if, whether and when to publish, are made solely at the discretion of Top10EmployeeVoices Editorial Board and are final, non-negotiable, and not subject to appeal.
Editorial Rights
We reserve the unrestricted right to:
• Accept, reject, or postpone publication
• Edit for clarity, structure, style, or legal compliance
• Remove or modify content without prior approval
You agree to fully indemnify and hold harmless Top10EmployeeVoices from any claim, dispute, liability, or expense resulting from your contribution.
No Compensation & No Employment Relationship
Publication is a voluntary, unpaid recognition. It does not constitute employment or any entitlement to compensation or future inclusion.
Record Permanence
Published features form part of a curated, professional record. Removal requests will be reviewed fairly, but we retain ultimate authority over archival preservation.
Top10EmployeeVoices may withdraw approval or remove a feature at any time, for any reason, without requirement to provide justification.
Awards Disclaimer
Editorial inclusion automatically places the contributor in the eligibility pool for award consideration in the corresponding award cycle, should such awards take place that year.
Eligibility does not guarantee nomination, advancement, recognition, publication of results, or receipt of any award.
Top10EmployeeVoices retains exclusive and unrestricted discretion over every aspect of the awards program, including but not limited to: event timing, award format, judging criteria, selection processes, recognition categories, and any public communications relating to outcomes.
We reserve the unilateral right to modify, postpone, reassign, withdraw, or cancel awards or ceremonies at any time without notice and without liability.
Contributors invited to serve on an awards jury or judging panel are automatically ineligible for nomination or recognition within that same award cycle, and no objection or exception shall be considered.
By submitting content, you acknowledge that editorial inclusion is a voluntary selection, not an entitlement.
Certain commercial opportunities, including but not limited to sponsorship packages, strategic partnerships, and brand visibility options, may be offered at our sole discretion. Any commercial engagement is governed by separate written agreements specific to that arrangement. No commercial relationship shall exist, nor any rights or obligations arise, unless a dedicated contractual agreement has been formally executed and signed by an authorized representative of Top10EmployeeVoices. We reserve full authority to approve, decline, modify, or discontinue any commercial offering at any time, for any reason, without liability. Prospective participants should not interpret promotional materials or discussions as constituting a binding offer.
The Site may become temporarily unavailable for maintenance or upgrades. No guarantee of uninterrupted service. We may suspend operations indefinitely for improvements.
Malicious behavior (e.g., scraping, harassment, impersonation, malware) is strictly prohibited. Violations may result in immediate removal and legal action.
Your use of the Site is solely at your own discretion and risk. Publication does not constitute endorsement of any contributor or affiliated entity.
We are not liable for accuracy, content, or legal compliance of third-party sites linked from this Site.
We may update these Terms at any time. The “Last Updated” date reflects the most recent revision. Continued use constitutes as legal binding acceptance.
These Terms are governed by the laws and courts of Cyprus.
For legal matters or permissions requests:
[email protected]
Limassol, Cyprus
This T&C Policy should be read together with our Privacy Policy and Cookies Policy;
together they constitute the entire understanding regarding the Site’s operation, your interaction with it, and supersede any prior communications or representations relating to the Site.
Effective Date: May 28, 2025
Last Updated: October 1, 2025
This Cookies Policy explains how Top10EmployeeVoices.com and its subsites (e.g., www.top10employeevoices.com/#XX) use cookies and similar technologies. We currently operate an essential-only setup: no analytics, no marketing pixels, no cross-site tracking, and we never sell your data.
By using the Site, you consent to our use of cookies in accordance with this policy.
“Cookies” are small files stored by your browser. We may also use sessionStorage/localStorage (browser storage) for strictly necessary user-experience preferences, for example to remember that you dismissed our consent banner.
We use only technologies required for core functionality and security:
a) Consent/UI preference — e.g., a session flag (sessionStorage: cookieConsentGiven) so the banner doesn’t reappear during the same session.
b) Hosting/security basics — standard server logs and protective controls used by our infrastructure to keep the Site reliable and secure.
c) Form/UX reliability (if present) — essential mechanisms that prevent duplicate submissions or broken flows.
We do not deploy analytics (e.g., GA), advertising pixels (e.g., Meta/LinkedIn), or profiling cookies.
Strictly necessary cookies/technologies are permitted without prior opt-in consent. If in future we introduce non-essential tools (analytics, advertising, personalization), we will implement a fully compliant consent mechanism and load such tools only after explicit opt-in.
Because we run essential-only, there is nothing to disable for tracking. You can always clear your browser cache/cookies. If we later add optional categories, we will provide a visible control to accept, reject, or withdraw consent at any time.
We work with vetted service providers under GDPR-compliant terms (e.g., hosting via Carrd, email via Zoho, consent tooling if activated). We endeavor to keep processing in the EEA; where transfers outside the EEA are necessary, appropriate safeguards (e.g., SCCs or adequacy decisions) will apply.
See our Privacy Policy for details.
Essential banner preferences (e.g., sessionStorage) last for your current browser session. Server logs/security records are retained only as long as needed for operations and legal obligations. Editorial archive retention is governed by our Terms & Conditions.
For GDPR rights (access, rectification, restriction, portability, and where applicable, consent withdrawal), review our Privacy Policy or contact:
📧 [email protected] (Privacy Queries)
📧 [email protected] (Formal GDPR Requests)
We may update this Cookies Policy. The “Last Updated” date shows the latest revision.
Continued use of the Site constitutes legal binding acceptance of the updated policy.
For cookies or privacy questions:
📧 [email protected]
📍 Limassol, Cyprus
🔗 www.top10employeevoices.com
This Cookies Policy should be read together with our Privacy Policy and Terms & Conditions;
together they constitute the entire understanding regarding the Site’s operation, your interaction with it, and supersede any prior communications or representations relating to the Site.
Effective Date: May 28, 2025
Last Updated: October 1, 2025
This Privacy Policy explains how we collect, use, disclose, and protect personal data when you interact with Top10EMPLOYEEVoices.com and its subsites (e.g., cyprus.top10employeevoices.com) — whether by browsing, submitting editorial content, participating in awards, or engaging with our commercial offerings.
We handle your data lawfully, fairly, and transparently in accordance with the EU General Data Protection Regulation (GDPR) and applicable Cyprus law.
For the purposes of data protection law, Top10HRVoices acts as the Data Controller for processing conducted via the Site.
Contact:
📧 [email protected] (General)
📧 [email protected] (Privacy Queries)
📧 [email protected] (Formal GDPR Requests)
📍 Limassol, Cyprus
a. Contributor & Nomination Data
Name, contact details, role/title, organization, headshot/photography, quotes, bios, submitted articles, references/sources, nomination details, and related correspondence.
b. Communications
Email content, attachments, and replies sent to our addresses (e.g., editor@ / privacy@ / legal@).
c. Site & Technical Data
Basic server logs, device/browser metadata, and aggregated usage metrics. Non-essential cookies/trackers are only activated with explicit consent. We use a GDPR-compliant consent tool (e.g., Osano) to capture and honor choices.
d. Commercial & Sponsorship Data
Contact and business details from prospective sponsors/partners, briefings, and negotiation records necessary to evaluate and administer potential agreements.
e. Awards & Jury Data
Eligibility and selection notes, conflict-of-interest declarations, jury communications, and operational logistics necessary to run an awards program.
We process personal data to:
• Evaluate, edit, publish, and archive editorial features.
• Manage nominations, eligibility, jury operations, and awards administration.
• Communicate with contributors, nominators, sponsors/partners, and readers.
• Operate and secure the Site (including consent records, security logs, and basic analytics).
• Enforce our Terms & Conditions, including IP protection and takedown actions.
• Comply with legal obligations and respond to data subject requests.
We do not conduct advertising-based profiling or automated decision-making that produces legal or similarly significant effects.
• Consent
for editorial submissions, publication of photos and quotes, newsletter opt-ins, non-essential cookies, and any clearly consented activity.
• Legitimate Interests
to operate a curated editorial platform, maintain a permanent professional archive, protect IP, manage awards administration and jury integrity, and to respond to inbound sponsorship/partnership enquiries. We conduct and document legitimate interest assessments (LIA) where appropriate.
• Contract / Pre-contractual Steps
to evaluate and negotiate commercial collaborations (e.g., sponsorships/partnerships) prior to a signed agreement, and to administer any signed terms thereafter.
• Legal Obligations
to comply with applicable laws, court orders, and regulatory requirements.
Published contributions form part of a permanent editorial record. In line with our Terms & Conditions, we may preserve, reformat, update, or enhance published work without altering its core message or intent. Requests for factual corrections will be reviewed; however, full removal of published content is generally not provided in order to protect the integrity and continuity of the archive and our freedom of expression obligations.
We share data only as necessary with: (i) internal editors/maintainers; (ii) vetted service providers under GDPR-compliant data processing agreements (e.g., Carrd for hosting, Zoho Mail for email, Osano for consent management); (iii) legal counsel, regulators, or authorities where required by law. We do not sell or rent personal data.
We endeavor to store and process data within the EEA. Where transfers outside the EEA occur (e.g., certain processors or sub-processors), we rely on appropriate safeguards such as adequacy decisions or the EU Commission’s Standard Contractual Clauses.
Editorial Archive: Published materials and related correspondence may be retained indefinitely to preserve a reliable professional record.
Operational Records: Routine communications, consent logs, and administrative files are kept only as long as necessary for the purposes stated above and applicable statutory limits.
Commercial Records: Sponsorship/partnership enquiries and agreements are retained for the life of the engagement and for a reasonable period thereafter for accountability.
Subject to GDPR and applicable exemptions, you may request: access, rectification, restriction, portability, or objection to certain processing. If processing is based on consent, you may withdraw consent at any time (without affecting prior lawful processing).
Editorial Limitation: Due to our obligations to preserve a trustworthy editorial archive and freedom of expression, full deletion of published content is not generally available. We consider factual correction requests fairly and in good faith.
You also have the right to lodge a complaint with the Cyprus Data Protection Commissioner.
We employ reasonable technical and organizational controls, including SSL-secured email, role-based access, least-privilege principles, password-protected admin, infrastructure malware scanning, and periodic reviews of processor security. If a data incident poses a risk to your rights and freedoms, we will take appropriate steps consistent with GDPR.
Essential cookies operate for core functionality. Non-essential cookies/trackers (if any) are disabled by default and require your explicit opt-in via our consent tool. You can change or withdraw consent at any time.
We process personal data to administer eligibility, protect impartiality, and manage conflicts of interest. Contributors invited to serve on a jury/panel are ineligible for nomination or recognition in that same award cycle.
Contributors must disclose any material use of AI tools in preparing submissions. Regardless of AI usage, the contributor remains responsible for originality, permissions, accuracy, and compliance with our editorial standards.
We may process and share personal data as reasonably necessary to investigate, prevent, or respond to suspected violations of our Terms, alleged infringements, or legal/regulatory requests — including issuing or responding to takedown notices (e.g., DMCA) and GDPR Article 17/21 requests.
We may update this Privacy Policy at any time. The “Last Updated” date reflects the most recent revision. Material changes that affect consent or contributor rights will be communicated through appropriate channels.
Continued use of the Site constitutes legal binding & acceptance of the updated policy.
For privacy questions or GDPR requests:
📧 [email protected] (Privacy Queries)
📧 [email protected] (Formal GDPR Requests)
📧 [email protected] (Editorial Contact)
📍 Limassol, Cyprus
This Privacy Policy should be read together with our Cookies Policy and Terms & Conditions;
together they constitute the entire understanding regarding the Site’s operation, your interaction with it, and supersede any prior communications or representations relating to the Site.