{{org_field_logo}}

{{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 establish a structured, fair, and legally compliant approach to international recruitment and employment at {{org_field_name}}. This policy ensures that all recruitment processes comply with UK employment law, CIW regulations, and ethical recruitment standards, while providing a supportive and inclusive working environment for international employees. The policy aligns with the Regulation and Inspection of Social Care (Wales) Act 2016, UK Home Office visa sponsorship requirements, and the Code of Practice for the International Recruitment of Health and Social Care Personnel in England (applied in Wales). This policy also seeks to protect the rights of international recruits, ensuring they are treated with fairness, dignity, and provided with appropriate support.

2. Scope

This policy applies to all staff members involved in recruitment, employment, and supervision of internationally recruited employees, including HR personnel, senior management, and care home staff. It covers recruitment, onboarding, visa sponsorship, employment rights, training, and retention of international workers. This policy also applies to external recruitment agencies and partners involved in sourcing international candidates, ensuring that all parties adhere to ethical and legal employment practices. The policy includes provisions for monitoring, compliance, and continuous improvement of international recruitment strategies.

3. Principles of International Recruitment and Employment

Legal and Ethical Recruitment Practices:

• All international recruitment must be transparent, ethical, and comply with UK employment and immigration laws.
• Recruitment agencies must be registered, reputable, and comply with the UK Code of Practice on ethical recruitment to prevent worker exploitation.
• International applicants must not be charged recruitment fees, and all recruitment-related costs must be covered by {{org_field_name}}, in line with ethical recruitment standards.
• All international candidates must be provided with clear information about their rights, employment conditions, and relocation support before signing contracts.

Compliance with Immigration and Visa Requirements:

• {{org_field_name}} must be a licensed UK visa sponsor when recruiting from overseas under the Health and Care Worker visa route.
• All sponsored employees must meet eligibility criteria, including English language proficiency, qualification equivalency, and Disclosure and Barring Service (DBS) checks.
• Visa sponsorships will be regularly monitored, ensuring compliance with UKVI (UK Visas and Immigration) reporting obligations.
• Records of visa status, right-to-work checks, and employment terms must be securely stored and regularly updated to remain compliant with Home Office regulations.

Pre-Employment Screening and Onboarding:

• All international recruits must undergo pre-employment checks, including identity verification, qualification assessment, reference checks, right-to-work documentation, and DBS clearance.
• A structured onboarding and induction programme will be provided, covering:
  • CIW regulations and care home policies, ensuring international staff understand Welsh regulatory frameworks.
  • Safeguarding and professional conduct, including guidance on protecting vulnerable adults and mandatory reporting obligations.
  • Cultural adaptation and integration support, helping new employees settle into their work and local communities.
  • Health and safety training, ensuring international recruits are familiar with workplace policies and procedures.
• International employees will be assigned a mentor or key contact to support their transition and provide guidance on workplace expectations and integration.

Equal Opportunities and Inclusivity:

• International recruits will receive equal treatment, opportunities, and pay parity in line with UK employment laws, ensuring they are not disadvantaged in any way.
• Cultural diversity will be celebrated, and staff will be trained on inclusivity, cultural competence, and unconscious bias to foster a respectful working environment.
• Any discrimination, harassment, or unfair treatment will be taken seriously and addressed immediately under the Equality and Diversity Policy (CHW22).
• Religious and cultural considerations will be accommodated where possible, including flexibility for religious observances and dietary needs.

Training, Development, and Career Progression:

• International recruits will have access to professional development opportunities, including NVQs, CPD-accredited training, and career progression pathways to help them advance in their roles.
• Regular appraisals will ensure ongoing support, performance monitoring, and skills development.
• English language support or additional training may be provided to help non-native speakers improve their communication skills where necessary.
• Shadowing opportunities and buddy systems will be encouraged to help new recruits gain confidence in their roles.

Staff Well-being and Retention Strategies:

• International employees will be supported through workplace well-being programmes, access to mental health resources, and networking opportunities to help them integrate and feel supported.
• Regular feedback sessions will be held to ensure job satisfaction, address concerns, and support integration into the workplace and the wider community.
• Clear processes for reporting grievances, discrimination, or unfair treatment will be in place, ensuring international staff feel valued and protected.
• Assistance with housing, banking, and understanding UK employment rights will be provided to help international staff settle into their new roles and communities.
• Retention strategies will include career mentoring, progression planning, and additional benefits to encourage international staff to remain with the organisation long-term.

4. Staff Training and Responsibilities

• HR staff must be trained in UK visa sponsorship compliance, employment law, and ethical recruitment standards to ensure legal adherence.
• Line managers must receive cross-cultural training to support internationally recruited staff effectively, ensuring a smooth transition into the workplace.
• All employees must be aware of diversity and inclusion policies, contributing to a welcoming, respectful, and supportive work environment for all staff members.
• Senior leadership must oversee compliance with ethical recruitment policies and ensure that any breaches or concerns are addressed promptly.

5. Related Policies

• CHW07 – Person-Centred Care Policy
• CHW08 – Dignity and Respect Policy
• CHW13 – Safeguarding Adults from Abuse and Improper Treatment Policy
• CHW22 – Equality and Diversity Policy
• CHW36 – Staff Training and Development Policy
• CHW41 – Managing Employee Conduct and Grievance Policy

6. Monitoring and Review

This policy will be reviewed annually or sooner if required due to changes in UK immigration laws, CIW regulations, or ethical recruitment practices. Feedback from international recruits, HR personnel, and external partners will be used to enhance recruitment and retention strategies.

• Compliance audits will be conducted regularly to ensure adherence to visa sponsorship rules and ethical employment practices.
• Exit interviews with international employees will be used to assess job satisfaction, reasons for leaving, and areas for improvement.
• The impact of international recruitment on workforce stability will be evaluated to ensure long-term sustainability and quality of care.

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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.