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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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International Recruitment and Employment Policy

1. Purpose and Scope

The purpose of this International Recruitment and Employment Policy is to establish clear guidelines for the ethical and efficient recruitment, onboarding, and employment of international staff within {{org_field_name}}. This policy ensures compliance with legal frameworks, promotes fair treatment, and upholds our commitment to safe, person-centred care.

This policy applies to all international applicants, employees, recruiters, managers, and HR personnel involved in recruitment and employment processes. It covers all stages, including sourcing, selection, employment contracts, onboarding, and ongoing support.

2. Policy Statement

{{org_field_name}} is committed to:

• Ethical international recruitment practices aligned with UK government guidelines.
• Providing equal opportunities for all candidates, regardless of nationality.
• Supporting international staff throughout employment, ensuring integration and well-being.
• Ensuring compliance with immigration laws, sponsorship requirements, and employment standards.
• Promoting diversity, inclusion, and cultural competence within the workforce.

3. Legal and Regulatory Framework

This policy aligns with the following legislation and guidelines:

• Immigration, Asylum and Nationality Act 2006
• Home Office Skilled Worker Sponsorship Guidance
• Health and Care Worker Visa Requirements
• Equality Act 2010
• Modern Slavery Act 2015
• Care Quality Commission (CQC) Fundamental Standards

Compliance ensures that international recruitment practices are fair, transparent, and legally sound.

4. Ethical International Recruitment Principles

Our international recruitment practices adhere to the following principles:

4.1 Fair Recruitment:

• Ensuring equality of opportunity and non-discrimination.
• Following objective, merit-based selection criteria.
• Avoiding recruitment from countries with active health workforce shortages, as per the World Health Organization (WHO) guidelines.

4.2 Transparency:

• Providing clear information on job roles, responsibilities, pay, and conditions.
• Ensuring candidates understand visa requirements and associated costs.

4.3 No Exploitation:

• Prohibiting recruitment fees for candidates.
• Ensuring employment terms are fair and compliant with UK employment law.

5. Recruitment Process

The recruitment process for international staff includes the following stages:

5.1 Workforce Planning:

• Identifying staffing needs and roles suitable for international recruitment.
• Ensuring job descriptions reflect visa-eligible occupations under the Skilled Worker route.

5.2 Candidate Sourcing:

• Partnering with ethical recruitment agencies.
• Advertising roles through reputable platforms and international networks.

5.3 Screening and Selection:

• Conducting fair, competency-based interviews.
• Verifying qualifications, references, and English language proficiency.

5.4 Visa Sponsorship:

• Issuing a Certificate of Sponsorship (CoS) for successful candidates.
• Supporting visa applications under the Health and Care Worker visa category.

6. Pre-Employment Checks

All international recruits undergo robust pre-employment checks, including:

• Right-to-work verification (passport, visa, and biometric residence permit).
• Enhanced DBS (Disclosure and Barring Service) check.
• Occupational health assessment.
• Reference checks from previous employers.
• Verification of professional qualifications and registration.

7. Employment Contracts and Terms

International staff receive clear, written employment contracts detailing:

• Job title, duties, and responsibilities.
• Salary, benefits, and working hours.
• Annual leave and sick pay entitlements.
• Probationary period and performance expectations.
• Notice periods and termination conditions.

Contracts comply with UK employment law and Home Office requirements.

8. Onboarding and Induction

To support international recruits, our onboarding process includes:

8.1 Pre-Arrival Support:

• Guidance on visa applications and travel arrangements.
• Information on housing, banking, and local amenities.
• Introduction to company policies and procedures.

8.2 Arrival and Induction:

• Comprehensive orientation on company values, health and safety, and care standards.
• Training on safeguarding, infection control, and CQC compliance.
• Introduction to team members, managers, and support networks.

8.3 Settling-In Support:

• Assigning a workplace buddy for initial guidance.
• Cultural awareness sessions to promote inclusion.
• Regular check-ins to address challenges and concerns.

9. Training and Professional Development

We invest in the growth of international staff through:

• Mandatory Training: Induction training covering care standards, safeguarding, and health and safety.
• Ongoing Development: Access to NVQ qualifications, e-learning, and specialist training.
• English Language Support: Language training if additional proficiency is required.
• Career Progression: Opportunities for advancement within the company.

10. Health, Safety, and Well-Being

The well-being of international staff is prioritised through:

• Access to health services, including GP registration and occupational health support.
• Mental health and well-being initiatives.
• Encouragement to report concerns or incidents confidentially.

11. Accommodation and Relocation Support

To ease the transition, we provide relocation support, including:

• Assistance with finding suitable housing.
• Temporary accommodation if required.
• Guidance on tenancy agreements and local amenities.

12. Rights and Responsibilities

International staff have the same rights and responsibilities as UK-based employees, including:

• Equal pay and working conditions.
• Protection from discrimination and exploitation.
• Access to grievance and disciplinary procedures.

13. Visa Monitoring and Compliance

To maintain visa compliance:

• HR tracks visa expiry dates and sponsorship requirements.
• Regular right-to-work checks are conducted.
• The company notifies the Home Office of any changes in employment status.

14. Cultural Inclusion and Diversity

We promote an inclusive work environment by:

• Encouraging cultural exchange and mutual respect.
• Celebrating cultural events and awareness days.
• Providing diversity training for all staff.

15. Addressing Challenges and Grievances

International staff can raise concerns through:

1. Informal discussions with line managers.
2. Formal grievance procedures.
3. Confidential reporting channels.

All grievances are investigated promptly, with outcomes communicated clearly.

16. Monitoring and Quality Assurance

To ensure continuous improvement:

• Recruitment practices are audited annually.
• Staff feedback informs process enhancements.
• Compliance with Home Office and CQC standards is regularly reviewed.

17. Data Protection and Confidentiality

All personal information related to international recruitment is handled in accordance with GDPR:

• Secure Storage: Recruitment records are stored securely.
• Limited Access: Only authorised personnel access sensitive data.
• Safe Disposal: Outdated records are securely deleted.

18. Policy Review and Continuous Improvement

This policy is reviewed annually or sooner if legislation, best practices, or company procedures change. The review process includes:

• Assessing compliance with immigration and employment standards.
• Gathering feedback from international staff and stakeholders.
• Implementing updates and ensuring staff training on changes.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.