{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Induction Policy

1. Purpose

The purpose of this policy is to ensure that all new staff, agency workers, temporary workers, contractors and office staff employed, supplied, introduced or engaged by {{org_field_name}} receive a comprehensive, structured and legally compliant induction before they are offered an assignment or begin work on behalf of the agency. {{org_field_name}} is committed to ensuring that registered nurses, healthcare assistants, support workers and other temporary workers supplied to care homes, healthcare providers or other client settings are appropriately screened, inducted, informed of their responsibilities and made aware of the standards expected by the agency, the hirer and applicable law before they are placed.

This policy establishes clear procedures for the delivery, recording and review of induction in line with the Employment Agencies Act 1973, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, the Agency Workers Regulations 2010, the Employment Rights Act 1996, the Employment Rights Act 2025 where provisions are in force, the Working Time Regulations 1998, the National Minimum Wage Act 1998, the National Minimum Wage Regulations 2015, the Equality Act 2010, the Health and Safety at Work etc. Act 1974, the Immigration, Asylum and Nationality Act 2006, the UK GDPR and Data Protection Act 2018, the Safeguarding Vulnerable Groups Act 2006, the Police Act 1997, and the Rehabilitation of Offenders Act 1974 and applicable Exceptions Order provisions.

Induction is also essential for promoting the values of {{org_field_name}}, safeguarding service users, and supporting clients to meet their own regulatory, contractual and safe staffing requirements, without {{org_field_name}} itself carrying on regulated activities unless it is separately registered to do so.

{{org_field_name}} does not provide regulated care, does not direct or control the delivery of personal care to service users, and does not hold itself out as a CQC-registered care provider. Where workers are supplied to a CQC-registered provider, the provider remains responsible for its own regulated activity, local induction, supervision, risk assessment, care planning, delegation and compliance with CQC requirements.

2. Scope

This policy applies to:

• all work-seekers, candidates, agency workers and temporary workers who are registered with or engaged by {{org_field_name}};
• registered nurses, healthcare assistants, support workers and other workers supplied or introduced to clients;
• workers engaged on zero-hours, flexible, temporary, casual, fixed-term, PAYE, umbrella or other applicable arrangements;
• returning workers who have had a break from assignments with {{org_field_name}} of six months or more, or sooner where required due to risk, poor performance, complaints, safeguarding concerns, expired training or changes in law or client requirements;
• office staff, directors, consultants, contractors and any person involved in recruitment, compliance, booking, placement or worker support; and
• workers attending client-specific or placement-specific induction before or at the start of an assignment.

This policy covers the agency induction provided by {{org_field_name}} and the process for confirming that clients provide appropriate local induction at placement level. It does not replace the client’s responsibility to provide site-specific information, supervision, safe systems of work, risk assessments and instructions relating to the placement.

3. Related Policies

This policy should be read alongside:

• Recruitment and Selection Policy;
• Safer Recruitment Policy;
• Right to Work Policy;
• DBS and Suitability Checks Policy;
• Safeguarding Adults Policy;
• Safeguarding Children Policy, where applicable;
• Equality, Diversity and Inclusion Policy;
• Data Protection and Confidentiality Policy;
• Records Retention Policy;
• Health and Safety Policy;
• Working Time, Rest Breaks and Holiday Policy;
• Agency Workers Regulations Policy;
• Pay, National Minimum Wage and Deductions Policy;
• Code of Conduct;
• Training and Development Policy;
• Medication Policy, where applicable to assignments;
• Whistleblowing Policy;
• Complaints Policy;
• Incident Reporting Policy;
• Modern Slavery and Labour Exploitation Policy;
• Staff Support and Wellbeing Policy.

4. Policy Statement

{{org_field_name}} recognises that a high-quality induction is crucial to ensuring that workers are informed, suitable, confident and prepared to undertake assignments safely and professionally within client settings. The induction process is mandatory and must be completed satisfactorily before a worker is made available for assignment, unless a director or compliance lead records a lawful and risk-assessed exception, for example where the worker has already completed equivalent current training and the agency has verified the evidence. The induction will include all essential legal, regulatory, and operational information relevant to the worker’s role and responsibilities. All staff will be provided with the tools, resources, and supervision necessary to understand and apply the principles of safe, effective, and person-centred care.

Induction does not remove the client’s responsibility to provide local induction, supervision, site-specific health and safety information, information about service users or patients, and instructions necessary for the safe performance of the assignment. {{org_field_name}} will take reasonable steps to obtain relevant assignment information from the hirer and pass appropriate information to the worker before the assignment begins, in line with the Conduct of Employment Agencies and Employment Businesses Regulations 2003.

5. Responsibilities

5.1 Directors and Compliance Lead

The directors and/or appointed compliance lead of {{org_field_name}} will:

• Oversee the design, delivery, and review of the induction programme.
• Ensure that the induction is regularly updated in line with legislation, national guidance, and client requirements.
• Monitor the effectiveness of the induction through feedback, audits, and incident reviews.
• Ensure that only workers who have successfully completed induction are offered placements.
• Provide additional support or refresher training where required.

• ensure that induction content is updated to reflect current employment agency legislation, agency worker rights, safeguarding requirements, right-to-work rules, data protection requirements, equality duties and health and safety duties;
• ensure that the agency obtains sufficient information from hirers about assignments, including role, location, hours, pay, experience, qualifications, risks, health and safety requirements and any special requirements;
• ensure that workers are given required information before assignment, including assignment details, expected duties, pay arrangements, working time expectations and client-specific requirements;
• ensure that Key Information Documents are issued where legally required before agreeing terms with agency workers;
• ensure that right-to-work checks are completed before work starts and repeated where required;
• ensure that DBS checks, barred-list checks and professional registration checks are completed where required by the role;
• ensure that induction records, training evidence and compliance documents are retained securely and only for as long as necessary;
• monitor legal developments, including Employment Rights Act 2025 implementation dates affecting zero-hours, low-hours and agency worker arrangements.

5.2 Recruitment and Booking Staff

Recruitment, booking and compliance staff must:

• ensure that no worker is placed until required recruitment, suitability, identity, right-to-work, DBS, professional registration, training and reference checks have been completed and recorded;
• provide workers with accurate assignment information before the assignment starts;
• check whether the worker has previously worked in the same or similar role with the same hirer for the purpose of Agency Workers Regulations 2010 qualifying period calculations;
• escalate concerns about suitability, conduct, safeguarding, competence, health, working time or legal compliance to a director or compliance lead;
• ensure that client requirements do not lead to unlawful discrimination, unlawful deductions, unsafe working practices or breaches of working time rules.

5.3 Clients and Hirers

Clients and hirers are expected to:

• provide accurate assignment information to {{org_field_name}} before workers are supplied;
• provide local induction, site-specific rules, emergency procedures, risk assessments and safe systems of work;
• inform workers how to report incidents, safeguarding concerns, accidents, near misses and complaints at the placement;
• supervise, direct and control the worker during the assignment where the client is responsible for the regulated activity;
• provide information needed to assess Agency Workers Regulations 2010 rights, including comparable employee information where required;
• notify {{org_field_name}} promptly of concerns about worker conduct, performance, safety, safeguarding or suitability.

5.4 Temporary Workers and Agency Staff

All temporary workers and agency staff must:

• fully engage in and complete induction before their first assignment;
• provide accurate and up-to-date information about identity, right to work, qualifications, professional registration, employment history, training, health declarations, DBS status and availability;
• tell {{org_field_name}} immediately about any change affecting their suitability, right to work, professional registration, DBS status, health, ability to work safely, restrictions on practice or ability to accept assignments;
• comply with agency policies and client policies explained during induction or local placement induction;
• work within their competence, role description and professional code, where applicable;
• comply with working time, rest break and fatigue management requirements;
• report incidents, safeguarding concerns, complaints, accidents, near misses and unsafe practice immediately;
• maintain confidentiality and comply with data protection requirements;
• not accept duties outside their competence, training, professional registration or assignment instructions.

6. Objectives of Induction

The objectives of the induction are to:

• Equip staff with knowledge of {{org_field_name}}’s values, policies, and procedures.
• Prepare workers to undertake assignments safely, professionally and within the limits of their competence, role, training and placement instructions.
• Promote awareness of legal and regulatory frameworks affecting care delivery.
• Ensure staff understand their roles and responsibilities within placements.
• Reduce the risk of harm to service users and staff.
• Promote professional development and confidence.

• ensure workers understand the distinction between {{org_field_name}} as a temporary staffing agency and the client as the provider responsible for local service delivery and supervision;
• explain agency worker rights, including day-one rights and rights that may arise after the 12-week qualifying period under the Agency Workers Regulations 2010;
• explain working time, rest breaks, holiday entitlement and fatigue management;
• explain pay arrangements, National Minimum Wage / National Living Wage compliance and the prohibition on unlawful deductions;
• ensure workers understand right-to-work, DBS, safeguarding and suitability requirements;
• ensure workers understand equality, anti-discrimination, harassment and victimisation protections;
• ensure workers understand confidentiality, UK GDPR and information governance requirements;
• ensure workers understand how to raise concerns, whistleblow and report unsafe or unlawful practice.

7. Content of Induction Programme

The induction programme will include, where relevant to the worker’s role and assignment type:

• introduction to {{org_field_name}}, its values, structure, standards, policies and expected conduct;
• the role of {{org_field_name}} as a temporary staffing agency and the role of the client or hirer in directing work at placement level;
• agency worker status, assignment terms, availability, acceptance of shifts, cancellation arrangements and communication expectations;
• Key Information Documents, terms of engagement and assignment information;
• Agency Workers Regulations 2010, including day-one access to collective facilities and vacancy information, and equal treatment rights after the 12-week qualifying period in the same role with the same hirer;
• pay arrangements, timesheets, payslips, National Minimum Wage / National Living Wage compliance, deductions and expenses;
• working time, rest breaks, night work, fatigue management, maximum weekly working time and opt-out arrangements where applicable;
• holiday entitlement and holiday pay, including the rules for irregular-hours and part-year workers where applicable;
• right-to-work responsibilities and the need to maintain valid evidence of permission to work;
• safeguarding adults and children, including recognising, responding to and reporting abuse or neglect;
• DBS checks, barred-list restrictions, professional registration checks and the duty to notify the agency of relevant changes;
• equality, diversity, inclusion, harassment, victimisation and reasonable adjustments;
• health and safety, including risk assessments, manual handling, infection prevention and control, lone working, personal safety, accident reporting and emergency procedures;
• confidentiality, data protection, UK GDPR, secure handling of records, photographs, mobile phone use and social media;
• Mental Capacity Act 2005 and Deprivation of Liberty Safeguards or Liberty Protection Safeguards developments where relevant to the placement;
• record keeping, documentation and incident reporting;
• professional boundaries, code of conduct and professional codes, including NMC requirements for registered nurses where applicable;
• whistleblowing, complaints and escalation of concerns;
• modern slavery, labour exploitation, coercion, debt bondage and indicators of worker exploitation;
• placement-specific information, including client policies, reporting lines, emergency arrangements and role-specific expectations;
• role-specific topics such as medication awareness, dementia awareness, end-of-life care, nutrition and hydration, moving and handling, basic life support or other training required by the client or role.

Training or induction provided by {{org_field_name}} does not authorise a worker to perform regulated, clinical, care, medication or specialist tasks unless the worker is competent, appropriately trained, authorised by the client where required, and acting within the scope of their role, professional registration and placement instructions.

7.1 Employment Agency and Employment Business Compliance

{{org_field_name}} will comply with the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003. As part of induction, workers will be informed that:

• the agency must provide clear information about terms of engagement and assignment details;
• the agency must take reasonable steps to obtain sufficient information from the hirer about the role and pass relevant information to the worker;
• the agency must not charge workers unlawful work-finding fees;
• the agency must not withhold payment to a worker solely because the agency has not been paid by the client, where the worker is otherwise entitled to be paid;
• the agency will keep required records relating to work-seekers, hirers and assignments;
• concerns about agency conduct, pay, terms, safety, exploitation or unlawful treatment may be escalated internally and, where appropriate, to the relevant external regulator.

7.2 Agency Workers Regulations 2010

{{org_field_name}} will explain the key rights under the Agency Workers Regulations 2010 during induction. Workers will be informed that:

• from the first day of an assignment, agency workers are entitled to access the hirer’s collective facilities and amenities on the same basis as comparable directly engaged workers, unless different treatment can be objectively justified;
• from the first day of an assignment, agency workers are entitled to be informed by the hirer of relevant job vacancies;
• after completing the 12-week qualifying period in the same role with the same hirer, agency workers may become entitled to the same basic working and employment conditions as if they had been recruited directly by the hirer, including relevant pay, duration of working time, night work, rest periods, rest breaks and annual leave;
• pregnant agency workers who have completed the qualifying period may have additional rights, including paid time off for antenatal appointments during an assignment;
• workers must inform {{org_field_name}} of previous assignments with the same hirer or connected hirers where this may affect the 12-week qualifying period;
• {{org_field_name}} will seek relevant information from hirers to help assess and apply Agency Workers Regulations rights.

7.3 Right to Work and Prevention of Illegal Working

Before any worker is supplied or permitted to work, {{org_field_name}} will complete right-to-work checks in accordance with current Home Office guidance. Workers must provide valid evidence of their right to work and must co-operate with any follow-up checks required because their permission to work is time limited.

{{org_field_name}} will use the appropriate method of check, which may include a manual document check, the Home Office online right-to-work checking service, an Employer Checking Service check, or a digital verification service where permitted. Copies or records of right-to-work checks will be retained securely in accordance with legal requirements and the agency’s data protection and retention policies.

Workers must immediately notify {{org_field_name}} if their immigration status, right to work, work restrictions, visa conditions or share-code evidence changes. {{org_field_name}} will not knowingly supply a worker who does not have the right to undertake the work in question.

7.4 DBS, Barred Lists and Safeguarding Suitability

Where a role is eligible for a criminal record check, barred-list check or other suitability check, {{org_field_name}} will ensure that the appropriate level of check is completed before the worker is supplied, unless a lawful and risk-assessed exception is approved and recorded.

Workers must not be supplied to regulated activity where they are barred from carrying out that activity. Workers must notify {{org_field_name}} immediately if they become subject to a police investigation, criminal charge, conviction, caution, professional restriction, safeguarding investigation, barring consideration or any matter that may affect their suitability for work.

Where information arises that may indicate a worker has harmed, poses a risk of harm, or may be unsuitable to work with adults or children at risk, {{org_field_name}} will take prompt action. This may include suspension from assignments, notification to the client, safeguarding referral, professional regulator referral and/or DBS barring referral where the legal threshold is met.

7.5 Pay, Working Time, Rest Breaks and Holiday

{{org_field_name}} will explain pay, working time and holiday arrangements during induction. Workers will be informed of:

• their rate of pay and the basis on which they are paid;
• how timesheets, electronic booking systems or attendance records must be completed;
• when payment will be made;
• how holiday entitlement and holiday pay are calculated;
• whether rolled-up holiday pay is used for eligible irregular-hours or part-year workers;
• their responsibility to take rest breaks and report fatigue or unsafe working patterns;
• the 48-hour average weekly working time limit and any opt-out arrangements where applicable;
• the prohibition on unlawful deductions from wages;
• the requirement for pay to comply with the National Minimum Wage and National Living Wage.

For leave years beginning on or after 1 April 2024, holiday entitlement for irregular-hours and part-year workers will be calculated in accordance with the Working Time Regulations 1998 as amended. Where applicable, statutory holiday entitlement will accrue at 12.07% of actual hours worked in a pay period, subject to the statutory maximum of 5.6 weeks. Where {{org_field_name}} uses rolled-up holiday pay for eligible workers, this will be shown clearly and separately on the worker’s payslip.

7.6 Equality, Diversity, Inclusion and Reasonable Adjustments

{{org_field_name}} will not unlawfully discriminate against workers, candidates, clients, service users or others on the grounds of protected characteristics under the Equality Act 2010. Induction will explain expected standards of behaviour, including the prohibition of discrimination, harassment, victimisation and bullying.

Workers must treat colleagues, clients, service users and others with dignity and respect. Workers must report discriminatory requests, conduct or treatment to {{org_field_name}}. The agency will not comply with client instructions that are discriminatory or otherwise unlawful.

Workers may request reasonable adjustments to the recruitment, induction or assignment process. {{org_field_name}} will consider such requests fairly and will liaise with clients where adjustments are required at placement level.

7.7 Data Protection, Confidentiality and Information Governance

{{org_field_name}} will process worker, candidate and client information in accordance with the UK GDPR, the Data Protection Act 2018 and the agency’s data protection policies. Induction will explain:

• the types of personal data, special category data and criminal offence data the agency may process;
• the purposes for which information is used, including recruitment, suitability checks, payroll, assignment management, safeguarding and legal compliance;
• confidentiality requirements during and after assignments;
• secure handling of personal data, records, photographs, passwords, mobile devices and client information;
• restrictions on social media use and unauthorised disclosure of information;
• workers’ responsibility to report data breaches or suspected breaches immediately.

{{org_field_name}} will keep induction records, training evidence, DBS information, right-to-work evidence and other compliance records securely and only for as long as necessary for legal, regulatory, contractual and legitimate business purposes.

7.8 Modern Slavery, Labour Exploitation and Ethical Recruitment

{{org_field_name}} is committed to preventing modern slavery, human trafficking, forced labour, debt bondage and labour exploitation. Induction will explain how workers can identify and report concerns, including concerns about coercion, control by another person, withheld identity documents, excessive recruitment fees, threats, debt bondage, unsafe accommodation or unexplained control over wages.

{{org_field_name}} will not knowingly work with clients, intermediaries, umbrella companies, payroll providers or other third parties involved in labour exploitation. Concerns will be investigated and escalated to appropriate authorities where required.

8. The Induction Process

The induction process consists of the following stages:

8.1 Pre-Induction Preparation

Candidates will be informed of the induction process during recruitment. They may be provided with pre-reading materials, policies, training modules, forms or guidance before attending induction.

Before a worker is cleared for assignment, {{org_field_name}} will confirm, where applicable:

• identity;
• right to work;
• employment history and references;
• qualifications and training;
• professional registration and restrictions, where applicable;
• DBS and barred-list requirements;
• health declarations or occupational health requirements;
• role suitability and availability;
• signed terms of engagement and required worker documentation.

8.2 Agency Induction Session

Induction may be delivered face to face, virtually, by e-learning or through blended learning. It must be delivered or overseen by a competent person. Attendance, completion and assessment evidence will be recorded.

8.3 Assessment of Learning

Workers may be required to complete knowledge checks, quizzes, practical assessments, competency discussions, declarations or other evidence to confirm understanding. Where a worker does not demonstrate satisfactory understanding, further support, retraining or reassessment may be required before clearance for assignment.

8.4 Clearance for Assignment

A worker will only be cleared for assignment when the required induction, recruitment checks, suitability checks and compliance requirements have been completed and recorded. Clearance may be limited to specific roles, clients, settings or duties.

8.5 Placement-Specific Induction

Workers must receive appropriate local induction from the client at each new placement. This should include emergency procedures, reporting lines, site-specific risks, service user or patient information where necessary, local policies, infection prevention and control arrangements, moving and handling requirements, medication arrangements where applicable, and incident reporting procedures.

8.6 Confirmation and Follow-Up

{{org_field_name}} will take reasonable steps to confirm that placement-specific induction has taken place. This may include worker confirmation, client confirmation, first-shift feedback, audits or spot checks.

9. Care Certificate and Role-Specific Training

For healthcare assistants, support workers and other unregistered workers, {{org_field_name}} may align relevant induction content with the Care Certificate Standards as recognised sector best practice. The Care Certificate is not a statutory requirement for registered nurses and does not replace professional registration, client-specific induction, supervision, competency assessment or role-specific training.

Where {{org_field_name}} states that a worker has completed the Care Certificate, it will ensure that there is evidence of learning and workplace assessment for the relevant standards. Where the agency has only provided introductory training aligned to the Care Certificate, this will be described accurately and will not be presented as full Care Certificate completion.

Registered nurses and other regulated professionals remain responsible for working within their professional code, scope of practice and competence.

10. Support During Induction and Initial Assignments

All workers undergoing induction will have access to:

• a named agency contact for advice and guidance;
• an induction pack or access to relevant policies and procedures;
• the opportunity to ask questions and request further information;
• support to understand agency requirements, assignment expectations and reporting processes;
• refresher training or additional explanation where the worker does not demonstrate satisfactory understanding.

{{org_field_name}} will provide support relating to agency processes, conduct, training, pay, availability, concerns and assignment management. The client is responsible for day-to-day direction, supervision, local induction, site-specific risk controls and instructions relating to the placement.

11. Client and Placement Induction

In addition to agency-led induction, workers must receive appropriate local induction at each placement. Local induction should be proportionate to the role, setting, risks and client requirements.

Workers should be informed of:

• the client’s reporting lines and person in charge;
• fire, evacuation and emergency procedures;
• accident, incident, safeguarding and complaint reporting procedures;
• infection prevention and control arrangements;
• moving and handling arrangements;
• lone working and personal safety arrangements;
• medication arrangements, where relevant;
• confidentiality and record keeping requirements;
• relevant service user, patient or resident information needed to perform the assignment safely;
• site-specific risks, risk assessments and safe systems of work;
• arrangements for breaks, rest facilities, facilities access and vacancy information where applicable under the Agency Workers Regulations 2010.

{{org_field_name}} will liaise with client organisations to obtain relevant assignment information before placement and to confirm that appropriate site induction is provided. Workers must inform {{org_field_name}} immediately if local induction is not provided, is inadequate, or if they are asked to work outside their competence, training, role or professional registration.

12. Documentation and Records

{{org_field_name}} will maintain accurate and secure records, where applicable, of:

• induction attendance and completion;
• induction content provided to the worker;
• assessment results and evidence of learning;
• signed worker declarations;
• induction certificates or completion confirmations;
• training certificates and competency evidence;
• identity and right-to-work checks;
• DBS checks, barred-list checks and risk assessments where applicable;
• professional registration checks and expiry dates;
• references and employment history checks;
• terms of engagement and Key Information Documents;
• assignment information provided to workers;
• client confirmation of local induction where available;
• placement feedback, complaints, incidents, safeguarding concerns and follow-up action;
• AWR qualifying period information where relevant.

Records will be retained securely in accordance with the UK GDPR, the Data Protection Act 2018, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, safeguarding requirements, contractual obligations and {{org_field_name}}’s records retention policy. Access to records will be restricted to those who need access for legitimate business, legal, safeguarding or compliance purposes.

12.1 Ongoing Review of Worker Suitability

Induction is not a one-off process. {{org_field_name}} will keep worker suitability under review through expiry monitoring, supervision contact, client feedback, incident reviews, complaints, safeguarding information, training updates and changes in law or client requirements.

Workers may be required to complete refresher induction or additional training where:

• they have not worked for the agency for six months or more;
• their role or assignment type changes;
• legislation, guidance or client requirements change;
• incidents, complaints, safeguarding concerns or performance issues identify a learning need;
• training, DBS, right-to-work evidence or professional registration requires renewal;
• the agency considers refresher training necessary to protect workers, clients or service users.

13. Review and Evaluation

The directors or compliance lead will review the induction programme at least annually and sooner where required. A review will take place if:

• legislation, statutory guidance or regulator guidance changes;
• the Conduct Regulations, Agency Workers Regulations, Working Time Regulations, right-to-work rules, DBS requirements or safeguarding requirements are amended;
• Employment Rights Act 2025 provisions come into force and affect zero-hours, low-hours, agency worker, dismissal, sick pay, scheduling or other employment arrangements;
• client requirements change;
• audits identify gaps;
• feedback from workers or clients indicates areas for improvement;
• incidents, complaints, safeguarding concerns or near misses indicate that induction content was insufficient;
• training standards or sector guidance change.

14. Continuous Improvement

{{org_field_name}} will:

• invite feedback from new workers regarding the induction process;
• consult with clients about worker preparedness and local induction arrangements;
• review incidents, complaints, safeguarding concerns, audit findings and client feedback to identify improvements;
• update induction materials following changes in legislation, guidance or contractual requirements;
• benchmark induction content against applicable employment agency legislation, agency worker legislation, safeguarding guidance, Skills for Care guidance, the Care Certificate Standards where relevant, client contractual requirements and current sector best practice;
• ensure that induction remains proportionate to the agency’s role as a temporary staffing agency and does not imply that {{org_field_name}} provides regulated care unless it is registered to do so.

15. Legislative and Regulatory Framework

This policy is informed by, and should be read in line with, the following legislation and guidance as applicable:

• Employment Agencies Act 1973;
• Conduct of Employment Agencies and Employment Businesses Regulations 2003;
• Agency Workers Regulations 2010;
• Employment Rights Act 1996;
• Employment Rights Act 2025, where provisions are in force;
• Working Time Regulations 1998;
• National Minimum Wage Act 1998;
• National Minimum Wage Regulations 2015;
• Equality Act 2010;
• Health and Safety at Work etc. Act 1974;
• Management of Health and Safety at Work Regulations 1999;
• Immigration, Asylum and Nationality Act 2006;
• UK GDPR and Data Protection Act 2018;
• Safeguarding Vulnerable Groups Act 2006;
• Police Act 1997;
• Rehabilitation of Offenders Act 1974 and applicable Exceptions Order provisions;
• Modern Slavery Act 2015;
• Mental Capacity Act 2005, where relevant to assignments;
• current Home Office right-to-work guidance;
• current DBS guidance;
• current GOV.UK guidance on agency workers, holiday pay and employment agency conduct.

16. Policy Review

This policy will be reviewed at least annually by the directors or compliance lead of {{org_field_name}}, or earlier if:

• legislation, statutory guidance or regulator guidance changes;
• the Employment Rights Act 2025 implementation timetable introduces new requirements affecting agency workers, zero-hours or low-hours arrangements, sick pay, scheduling, cancellation or employment rights;
• the Conduct Regulations, Agency Workers Regulations, Working Time Regulations, right-to-work rules, DBS rules, safeguarding requirements or data protection requirements change;
• feedback, complaints, incidents, safeguarding concerns or audits identify a need for revision;
• client requirements or sector standards change.

The review date, reviewer and summary of changes will be recorded.

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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.