Fair rental selection and anti-discrimination procedure
Version: 23 October 2026 · iRooms and Houses
We treat applicants fairly and assess relevant housing requirements individually. Staff and collaborators must follow this procedure and report discriminatory requests rather than carry them out.
1. Explain our role before proceeding
We state whether we act for a landlord for a particular dwelling or exclusively as an instructed tenant-search agent. For an external opportunity, we identify the responsible third-party provider and ask for their selection procedure, current availability, complete costs and objective requirements before an application is pursued.
2. Communicate objective requirements
Relevant criteria may include documented affordability, lawful occupancy limits, proposed start date and information necessary for a tenancy. Criteria must be proportionate, objectively justified and applied consistently. We do not select or exclude applicants because of ethnicity, nationality, gender, religion, sexual orientation, disability, marital status or other protected characteristics. We do not assume a person is unsuitable solely because they are a student, self-employed or have children; relevant circumstances and lawful alternatives are considered individually.
3. Make the selection route clear
Where we publicly offer a dwelling as a letting intermediary, its offer must state the selection stages and objective criteria before applications are assessed. We record the applicable procedure and reasons for decisions. We do not charge applicants to receive preferential consideration.
For tenant-side searches, we share opportunities against the client’s requirements and recorded instruction. The independent landlord or agent makes the final letting decision. We explain that distinction and communicate the provider’s procedure to the client before submitting an application.
4. Record and explain decisions
Where we decide between applicants, we document the objective reasons and explain to rejected applicants why another applicant was chosen, without disclosing another person’s private information. Where a third-party provider decides, we request the objective reason for rejection and communicate the information received; we do not invent a reason or guarantee access to the provider’s records.
5. Challenge discrimination and handle complaints
We refuse discriminatory instructions, pause the affected process and raise the issue with the responsible person. Clients and applicants may report concerns to info@roomsandhouses.nl, including the property reference, relevant dates and what happened. We record the complaint, review the criteria and communication, and explain the outcome and any corrective action. Complaining must not disadvantage an applicant.
You may also contact the municipality’s good-landlordship reporting point or an anti-discrimination service. This procedure does not limit external complaint or legal rights.
6. Keep the procedure current
This procedure is publicly accessible and must be shared with relevant staff and collaborators. We review it when the law, our selection process or a complaint identifies a need for change. Private portal access does not exempt our activities from fair-treatment, privacy or other applicable rules.