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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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International Recruitment and Employment Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} conducts international recruitment ethically, fairly, and in compliance with UK employment laws, Home Office regulations, and CQC standards. This policy provides clear guidance on the recruitment, employment, and integration of international staff to ensure a smooth and lawful hiring process while maintaining high-quality care services.

2. Scope

This policy applies to all international recruitment activities within {{org_field_name}}, covering:

• The recruitment of overseas workers for skilled roles, including nurses, care workers, and support staff.
• Compliance with UK immigration laws and visa sponsorship regulations.
• Ethical recruitment practices, including adherence to the Code of Practice for International Recruitment.
• Onboarding, training, and professional development of internationally recruited staff.
• Ensuring fair and equal treatment for all employees, irrespective of nationality.

3. Legal and Regulatory Framework

This policy aligns with:

• Home Office Immigration Rules – Covers visa sponsorship, work permits, and right-to-work checks.
• Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 – Ensures safe and effective employment practices within care settings.
• CQC Regulation 19 – Fit and Proper Persons Employed – Ensures all employees are appropriately vetted and qualified【40†source】.
• Equality Act 2010 – Prevents discrimination in employment and recruitment.
• Code of Practice for the International Recruitment of Health and Social Care Personnel in England – Sets ethical standards for hiring overseas workers.
• Skilled Worker Visa Requirements – Covers eligibility for sponsorship under the UK’s immigration system.

4. Related Policies

This policy is linked to other {{org_field_name}} employment and compliance policies, including:

• CH26 – Recruitment, Selection, and Retention Policy
• CH19 – Fit and Proper Persons Employed Policy
• CH30 – Equality, Diversity, and Inclusion Policy
• CH27 – Staff Supervision, Training, and Development Policy
• CH35 – Duty of Candour Policy

5. Policy Statement

{{org_field_name}} is committed to ethical international recruitment practices that comply with UK laws and CQC standards. We strive to attract and retain skilled international staff while ensuring fairness, transparency, and equal opportunities for all employees. We actively support the integration and development of international recruits, ensuring they contribute effectively to the care home environment and enhance service quality.

6. Ethical Recruitment Practices

• Compliance with UK and International Laws – All international recruitment must adhere to Home Office and CQC guidelines.
• Use of Approved Recruitment Agencies – Only agencies on the Ethical Recruiters List must be used to prevent exploitation.
• No Direct Recruitment from Red List Countries – Recruitment from countries listed on the WHO’s Code of Practice Red List is prohibited.
• Fair and Transparent Processes – All applicants must be assessed based on skills, qualifications, and experience, with no discrimination.

7. Right to Work and Visa Sponsorship

• Sponsorship Under the Skilled Worker Route – {{org_field_name}} must hold a Sponsor Licence to employ non-UK workers legally.
• Verification of Right to Work – Before employment, all international recruits must undergo right-to-work checks in line with Home Office guidance.
• Compliance with Visa Conditions – Sponsored employees must adhere to their visa conditions, including job roles, salary thresholds, and reporting obligations.

8. Onboarding and Induction

• Pre-arrival Support – Assistance with visa applications, travel, and accommodation arrangements.
• Induction Programme – Includes cultural orientation, workplace policies, and compliance training.
• Mandatory Training – Includes CQC standards, safeguarding, infection control, and UK care regulations.
• Pastoral Support – Access to mentoring, peer support, and community integration activities.

9. Professional Development and Career Progression

• Recognition of International Qualifications – Ensuring recruits’ credentials are verified and accepted in the UK.
• Training and Upskilling – Continuous professional development opportunities, including NVQs and nursing revalidation.
• Pathways to Permanent Residency – Support for eligible staff seeking Indefinite Leave to Remain (ILR) in the UK.

10. Equality, Diversity, and Inclusion

• Zero Discrimination Policy – Ensuring international recruits receive equal pay, benefits, and career progression opportunities.
• Workplace Integration – Promoting diversity through cultural awareness training and inclusive work environments.
• Support for Families – Guidance on UK settlement for dependents and family support services.

11. Monitoring and Compliance

• Regular Audits – Management must conduct audits on visa compliance, right-to-work checks, and agency partnerships.
• CQC and Home Office Reporting – Ensuring compliance with employment law, visa sponsorship duties, and CQC workforce standards.
• Feedback and Evaluation – Ongoing reviews to improve recruitment and employment experiences for international staff.

12. Responsibilities

• Registered Manager – Ensures compliance with CQC and Home Office regulations.
• HR and Recruitment Team – Manages sponsorship, recruitment, and onboarding processes.
• Training and Development Lead – Oversees induction, compliance training, and career development initiatives.
• All Staff – Encouraged to support international recruits and foster an inclusive workplace culture.

13. Consequences of Non-Compliance

Failure to adhere to this policy may result in:

• Loss of Sponsor Licence – Revocation by the Home Office for non-compliance with visa regulations.
• CQC Enforcement Actions – Regulatory breaches may lead to penalties, warnings, or service restrictions.
• Employment Termination – Non-compliant international staff may face visa curtailment or contract termination.

14. Policy Review

This policy will be reviewed annually or sooner if legislative changes or business needs require amendments.

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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.