HCS118-International Recruitment and Employment Policy

Registration Number: {{org_field_registration_no}}

International Recruitment and Employment Policy

1. Purpose

{{org_field_name}} is committed to ethical, fair, and legal international recruitment practices, ensuring that overseas workers are recruited in compliance with UK employment and immigration laws. This policy outlines how international recruitment is managed efficiently to maintain high-quality care services while supporting internationally recruited staff in their transition to working in Scotland.

This policy aims to:

Ensure compliance with the latest UK immigration laws, Home Office guidance, and Care Inspectorate Scotland regulations.
Facilitate fair and ethical recruitment of international staff, preventing exploitation.
Support international recruits with their relocation, induction, and integration into the workforce.
Maintain high professional standards by ensuring overseas staff meet required qualifications and competencies before employment.
Uphold the principles of equal opportunities in recruitment, employment, and career progression.

2. Scope

This policy applies to:

All international applicants seeking employment at {{org_field_name}}, ensuring they meet the required qualifications and visa regulations.
Hiring managers and recruitment agencies involved in international recruitment to maintain compliance and efficiency.
Current employees supporting internationally recruited staff, ensuring a smooth transition into the workforce.
Government and regulatory bodies, including the Home Office, Care Inspectorate Scotland, and the Scottish Social Services Council (SSSC), ensuring compliance with professional and legal standards.

3. Legal and Regulatory Framework

This policy aligns with:

UK Immigration Rules – Ensures compliance with visa sponsorship requirements and right-to-work regulations.
Health and Social Care Standards (Scotland) – Maintains high-quality care provision for people we support.
Care Inspectorate Scotland Quality Framework – Ensures ethical recruitment and workforce sustainability in the social care sector.
The Equality Act 2010 – Prohibits discrimination in recruitment, ensuring fair treatment of international recruits.
Skilled Worker Visa Sponsorship Guidelines – Governs the employment of non-UK workers under licensed sponsorship.
SSSC Registration Requirements – Ensures international recruits meet Scotland’s care workforce professional standards.
Code of Practice for the International Recruitment of Health and Social Care Personnel in Scotland – Prevents unethical recruitment practices and protects internationally recruited staff from exploitation.【10†source】

4. Ethical International Recruitment Principles

{{org_field_name}} follows ethical recruitment principles to ensure transparency, fairness, and compliance with UK laws:

Avoid targeting red-list countries (as per WHO and UK Government guidelines) where workforce shortages exist to prevent exploitation.
Ensure transparency in recruitment processes, providing clear job descriptions, contracts, and conditions of employment.
Only work with licensed recruitment agencies that adhere to UK ethical recruitment standards and are approved by the Home Office.
Provide clear contracts outlining terms of employment, salary, job role, and expectations before the candidate accepts the offer.
Support cultural integration by offering training on workplace diversity, equality, and social inclusion.

5. Visa Sponsorship and Right to Work Checks

{{org_field_name}} is a licensed Skilled Worker Visa Sponsor and ensures that all international recruits:

Provide evidence of their right to work in the UK before starting employment.
Have their visa sponsorship applications submitted promptly to the Home Office to avoid delays in employment.
Comply with visa conditions regarding working hours, job roles, and sponsorship requirements.
Undergo regular compliance monitoring to ensure adherence to immigration laws.
Have their visa status recorded and monitored to ensure renewal and compliance with reporting duties to UK Visas and Immigration (UKVI).

International recruits must:

Hold a valid visa that permits them to work in the UK without restrictions.
Meet all SSSC registration requirements within the designated timeframe after employment starts.
Provide proof of identity, qualifications, and criminal record checks (e.g., Police Clearance Certificate from their home country) before beginning work.

6. Qualification and Skills Verification

To ensure overseas staff meet Scottish care standards, {{org_field_name}}:

Verifies overseas qualifications to confirm they meet UK care sector standards.
Supports international recruits in obtaining SSSC registration and necessary additional training if required.
Assesses English language proficiency to ensure compliance with UK visa requirements and effective communication in the workplace.
Conducts competency assessments before employment begins to ensure staff can perform their duties safely and effectively.

7. Pre-Employment and Induction Support

International recruits receive comprehensive support, including:

Pre-arrival guidance on visa processing, travel arrangements, and UK living conditions.
A structured induction programme covering workplace policies, safety procedures, and expectations.
Training on Scottish health and social care standards, including safeguarding and infection control.
Mentorship support, pairing new recruits with experienced staff to assist with onboarding and cultural adaptation.
Assistance with National Insurance registration, GP registration, and banking setup to help recruits settle in smoothly.

8. Employment Conditions and Fair Treatment

{{org_field_name}} ensures that international employees:

Receive the same pay, benefits, and working conditions as UK-based employees.
Are protected from discrimination or unfair treatment related to their nationality, race, or immigration status.
Have access to professional development opportunities to enhance their careers in the care sector.
Receive emotional and pastoral support through counselling services and employee assistance programmes.
Have a clear grievance process in place to raise concerns about working conditions, unfair treatment, or discrimination.

9. Housing and Relocation Support

To facilitate the smooth transition of international recruits, {{org_field_name}} provides:

Temporary accommodation upon arrival or assistance in securing permanent housing.
Guidance on the cost of living, transport, and community services in the local area.
Financial advice on salary payments, tax obligations, and pension contributions to ensure recruits understand their financial rights and responsibilities.

10. Monitoring and Compliance

To ensure compliance and continuous improvement, {{org_field_name}}:

Conducts regular audits of international recruitment practices to ensure ethical compliance.
Monitors visa compliance and sponsorship obligations to ensure continued right-to-work status.
Collects feedback from international employees to enhance support services and working conditions.
Ensures compliance with Care Inspectorate Scotland and Home Office regulations in all recruitment activities.

11. Related Policies

This policy should be read alongside:

Recruitment and Selection Policy – Covers general recruitment practices applicable to all employees.
Equality, Diversity, and Inclusion Policy – Ensures fair treatment of all employees regardless of nationality.
Staff Training and Development Policy – Details career progression and training support for employees.
Right to Work and Immigration Compliance Policy – Covers compliance with UK visa regulations and employment laws.
Staff Induction and Onboarding Policy – Outlines procedures for welcoming and training new employees.

12. Policy Review

This policy will be reviewed annually or sooner if required by legislative or operational changes. Updates will be communicated to all relevant employees to ensure ongoing compliance and best practice.

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.