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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}} recruits and employs international workers in a fair, legal, and ethical manner while complying with the Regulation and Inspection of Social Care (Wales) Act 2016, the Social Care Wales Codes of Practice, and UK immigration laws, including the requirements set by the Home Office and the UK Visas and Immigration (UKVI) Sponsorship Scheme.

This policy ensures that international recruitment supports the delivery of high-quality care services while upholding the rights, dignity, and well-being of international employees. It also ensures that all international staff are appropriately vetted, supported, and integrated into the workforce while safeguarding the interests of service users and maintaining compliance with CIW regulations.

2. Scope

This policy applies to: International applicants seeking employment with {{org_field_name}}. Recruitment agencies and overseas partners involved in international hiring. The HR team, managers, and Responsible Individuals overseeing recruitment. Existing staff supporting international employees in the workplace.

It covers: Ethical recruitment practices. Sponsorship and visa compliance. Pre-employment screening and qualifications verification. Induction and training. Workplace integration and ongoing support. Legal responsibilities and compliance monitoring.

3. Principles of Ethical International Recruitment

3.1 Ethical and Fair Recruitment Practices

{{org_field_name}} is committed to ethical recruitment, ensuring that international workers are not exploited, misled, or unfairly treated. All recruitment processes must comply with the Code of Practice for the International Recruitment of Health and Social Care Personnel in England and the WHO Global Code of Practice on the International Recruitment of Health Personnel.

This means that: Only Home Office-approved routes and ethical recruitment agencies are used. No recruitment takes place from “red list” countries where health and care staffing shortages exist. No worker is charged recruitment fees or subject to unethical financial agreements. All job offers are clear, transparent, and legally binding. Workers receive fair wages and the same rights as UK-based staff.

3.2 Compliance with Immigration and Sponsorship Requirements

International recruits must have the appropriate right to work in the UK. {{org_field_name}} is a licensed sponsor under the Skilled Worker Visa route and adheres to all sponsorship requirements, including: Issuing Certificates of Sponsorship (CoS) to eligible candidates. Ensuring compliance with salary thresholds and job role eligibility. Keeping accurate records of all sponsored employees. Monitoring visa expiry dates and right-to-work status. Reporting any changes or breaches to UKVI.

Regular audits and compliance checks ensure that {{org_field_name}} meets all UKVI sponsor duties and avoids legal risks.

3.3 Pre-Employment Checks and Qualification Verification

Before offering employment, {{org_field_name}} ensures that all international candidates undergo thorough pre-employment screening, including: Enhanced DBS (Disclosure and Barring Service) checks to verify suitability for working with vulnerable people. Verification of identity and right-to-work documents, including passports, visas, and Biometric Residence Permits (BRPs). Confirmation of professional qualifications and registration with Social Care Wales, where required. References from previous employers and checks on employment history. Health screenings to ensure candidates are fit to work in a care setting.

Where necessary, additional English language proficiency assessments are conducted to ensure workers can communicate effectively with service users and colleagues.

3.4 Induction and Training for International Workers

To ensure a smooth transition and high-quality care delivery, all international recruits must complete a comprehensive induction and training programme that includes: An introduction to UK social care legislation, CIW regulations, and Social Care Wales Codes of Practice. Training in person-centred care, safeguarding, medication administration, and infection control. A review of UK workplace rights, health and safety, and employment expectations. Support with cultural adaptation and communication in care settings.

Newly recruited international workers are assigned a mentor or buddy to provide practical and emotional support during their first months of employment.

3.5 Workplace Integration and Ongoing Support

International staff must feel welcomed, valued, and supported in their roles. {{org_field_name}} ensures effective integration by: Providing clear employment contracts, outlining rights, responsibilities, and benefits. Offering language support and professional development opportunities. Encouraging cultural exchange and inclusivity in the workplace. Providing access to employee assistance programmes, mental health support, and pastoral care. Ensuring fair shift patterns, pay, and access to career progression.

Regular one-to-one check-ins with HR and management help identify any concerns, allowing for proactive resolution of workplace challenges.

3.6 Addressing Challenges and Preventing Exploitation

International employees may face challenges such as cultural adaptation, housing issues, or financial concerns. {{org_field_name}} actively prevents exploitation and mistreatment by: Ensuring all contracts comply with UK employment law, providing clear and fair terms. Supporting employees in securing suitable accommodation and local services. Providing access to independent legal and employment rights advice. Encouraging an open-door policy where staff can report concerns confidentially. Taking swift action against any form of discrimination, unfair treatment, or abuse.

If an employee feels pressured, underpaid, or mistreated, they have the right to report concerns internally or to external bodies such as CIW, ACAS, or the Home Office.

3.7 Monitoring Compliance and Continuous Improvement

{{org_field_name}} ensures ongoing compliance with international recruitment standards through: Regular audits of recruitment and employment records. Annual reviews of sponsorship obligations. Internal feedback mechanisms to assess the experiences of international workers. Engagement with industry best practices and updates on immigration laws. Collaboration with Social Care Wales and CIW for workforce planning.

By continuously improving our recruitment, training, and support systems, {{org_field_name}} upholds high standards of care while ensuring international workers have a positive, safe, and rewarding career.

4. Efficiency in Managing International Recruitment and Employment

To ensure efficiency, {{org_field_name}} implements: A structured onboarding system, streamlining visa applications, background checks, and contract processing. Dedicated HR personnel trained in international recruitment and compliance. Digital tracking systems to monitor visa statuses, work permits, and contract renewals. Centralised documentation management, ensuring all legal and employment records are easily accessible. Proactive workforce planning, ensuring recruitment aligns with service user needs and business sustainability.

These measures allow {{org_field_name}} to manage international recruitment legally, ethically, and efficiently, avoiding delays and ensuring high standards of care delivery.

5. Related Policies

This policy should be read alongside: Fit and Proper Persons: Employed Staff Policy (DCW02), Staff Supervision, Training, and Development Policy (DCW27), Equality, Diversity, and Inclusion Policy (DCW30), Health and Safety at Work Policy (DCW16), Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13).

6. Policy Review

This policy will be reviewed annually, or sooner if legislative changes occur, ensuring ongoing compliance with CIW, UKVI, and Social Care Wales requirements.

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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.