{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Recruitment and Employment of Ex-Offenders Policy

1. Purpose and Scope

The purpose of this Recruitment and Employment of Ex-Offenders Policy is to outline how {{org_field_name}}ensures fair, transparent, and lawful practices when recruiting individuals with criminal records. This policy ensures that ex-offenders are treated with dignity and respect while maintaining the safety and well-being of service users. It promotes equality, reduces discrimination, and supports rehabilitation by offering fair employment opportunities.

This policy applies to all job applicants, employees, and managers, involved in recruitment and employment processes. It covers pre-employment checks, decision-making, risk assessments, and ongoing support for ex-offenders employed within the company.

2. Policy Statement

Our domiciliary care company is committed to:

• Promoting equality and inclusion by considering ex-offenders for employment based on merit.
• Ensuring that criminal records do not lead to automatic disqualification unless directly relevant to the role.
• Conducting fair, transparent recruitment processes that respect the rights of applicants.
• Maintaining the safety and well-being of service users through appropriate risk assessments.
• Supporting the rehabilitation of ex-offenders through meaningful employment opportunities.

3. Legal and Regulatory Framework

This policy aligns with the following legislation and guidelines:

• Rehabilitation of Offenders Act 1974
• Police Act 1997
• Data Protection Act 2018 (GDPR)
• Equality Act 2010
• Care Act 2014
• CQC Fundamental Standards

Compliance with these regulations ensures fair treatment while protecting the rights of service users and employees.

4. Principles of Fair Recruitment

Our recruitment practices for ex-offenders are guided by the following principles:

4.1 Equality and Non-Discrimination:

• All applicants are treated equally, regardless of criminal history.
• Recruitment decisions are based on skills, experience, and suitability for the role.

4.2 Transparency:

• Clear communication about the need for DBS (Disclosure and Barring Service) checks.
• Providing applicants with the opportunity to disclose convictions voluntarily.

4.3 Risk-Based Approach:

• Assessing the relevance of convictions to the role.
• Conducting thorough risk assessments where necessary.

4.4 Rehabilitation and Support:

• Promoting employment as a means of rehabilitation.
• Offering appropriate support to ex-offenders during employment.

5. Recruitment Process

The recruitment process ensures fair consideration of ex-offenders while safeguarding service users:

5.1 Job Advertisements:

• All job adverts include an equal opportunities statement.
• DBS requirements are clearly stated for regulated roles.

5.2 Application Stage:

• Applicants are not required to disclose spent convictions.
• Disclosure of unspent convictions is voluntary and treated confidentially.

5.3 Interview Stage:

• Interviews focus on skills, experience, and job suitability.
• If an applicant discloses a conviction, discussions are conducted sensitively and confidentially.

5.4 Conditional Offer:

• Successful candidates receive a conditional offer pending pre-employment checks.
• The offer is not withdrawn based solely on the disclosure of a criminal record.

6. Pre-Employment Checks

To ensure the safety of service users and staff, pre-employment checks include:

6.1 DBS Checks:

• Enhanced DBS checks for all care staff and regulated roles.
• Standard DBS checks for administrative roles.

6.2 Self-Disclosure:

• Applicants are encouraged to disclose unspent convictions voluntarily.
• Self-disclosures are handled confidentially and without discrimination.

6.3 Risk Assessment:

• If a DBS check reveals a conviction, a risk assessment is conducted.
• Factors considered include the nature of the offence, time elapsed, and relevance to the role.

6.4 Reference Checks:

• At least two references, including one from the most recent employer.
• Additional references if concerns arise during the recruitment process.

7. Risk Assessment and Decision-Making

When considering candidates with criminal records, the company follows a structured decision-making process:

7.1 Relevance of Convictions:

• Assessing whether the offence relates directly to the job role.
• Considering the nature, severity, and frequency of offences.

7.2 Time Elapsed:

• Evaluating how long ago the offence occurred.
• Recognising evidence of rehabilitation and positive behaviour change.

7.3 Role-Specific Risks:

• Assessing whether the role involves vulnerable individuals, financial responsibility, or lone working.

7.4 Decision-Making:

• Decisions are made by the HR team and Registered Manager.
• Candidates are informed of the outcome promptly and respectfully.

8. Employment Contracts and Onboarding

Ex-offenders offered employment receive clear, written contracts detailing:

• Job title, duties, and responsibilities.
• Salary, benefits, and working hours.
• Safeguarding expectations and conduct standards.
• Probationary period and performance expectations.

During onboarding, new employees receive training on safeguarding, confidentiality, and company policies.

9. Ongoing Support and Monitoring

To support ex-offenders during employment, the company provides:

9.1 Workplace Support:

• Assigning a workplace mentor for initial guidance.
• Regular one-on-one meetings with line managers.

9.2 Training and Development:

• Access to professional development opportunities.
• Tailored support to address skills gaps.

9.3 Well-Being and Mental Health:

• Access to employee assistance programmes.
• Encouragement to report concerns confidentially.

9.4 Performance Monitoring:

• Regular performance reviews during probation and beyond.
• Ongoing feedback to promote professional growth.

10. Safeguarding and Reporting Concerns

To protect service users and staff, the company ensures:

• Safeguarding policies are strictly enforced.
• All employees receive safeguarding training.
• Staff know how to report concerns confidentially.
• Allegations or safeguarding concerns involving ex-offenders are investigated promptly.

11. Data Protection and Confidentiality

All criminal record information is handled according to GDPR:

• Secure Storage: DBS certificates and risk assessments are stored securely.
• Limited Access: Only authorised personnel access sensitive information.
• Retention: Records are retained for no longer than six months after recruitment.
• Safe Disposal: Expired records are securely shredded or deleted.

12. Addressing Discrimination and Bias

Our company promotes fair treatment by:

• Training recruiters to avoid bias in decision-making.
• Monitoring recruitment outcomes for equity.
• Providing a clear appeals process for unsuccessful applicants.

13. Complaints and Grievances

Applicants can raise concerns through the company’s complaints procedure:

• Verbally report the concern immediately to a staff member.

• Send an email detailing the concern to the Registered Manager at: {{org_field_registered_manager_email}}.

• Call the office to inform the Registered Manager or Safeguarding Lead at {{org_field_phone_no}}.

• If the concern arises out of office hours, call the out-of-hours phone number: {{out_of_hours}}.

All complaints are handled confidentially and without prejudice.

14. Monitoring and Quality Assurance

To ensure continuous improvement:

• Recruitment practices are audited annually.
• Data on recruitment outcomes is analysed for trends.
• Feedback from ex-offender employees informs policy improvements.

15. 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 employment and safeguarding standards.
• Gathering feedback from staff and stakeholders.
• Implementing updates and ensuring staff training on changes.

---

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.