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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Training and Development Policy

1. Purpose

The purpose of this policy is to set out {{org_field_name}}’s approach to training, induction, supervision and continuing development for employees, agency workers and contractors engaged by or through the business.

As a temporary staffing agency / employment business, {{org_field_name}} is committed to ensuring that all internal staff and all workers supplied to clients are appropriately trained, informed and supported for the roles they undertake, and that training arrangements are proportionate to the nature of the role, the risks involved, the client’s requirements and the applicable legal framework.

This policy aims to:

• ensure that individuals supplied or employed by {{org_field_name}} have the skills, knowledge, information and awareness needed to perform their duties safely, lawfully and effectively;
• support compliance with the Employment Agencies Act 1973, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, the Agency Workers Regulations 2010, the Employment Rights Act 1996, the Working Time Regulations 1998, the National Minimum Wage legislation, the Equality Act 2010, right to work requirements, data protection law, safeguarding requirements where relevant, and health and safety law;
• promote a culture of continuous learning, professionalism, equality, dignity and safe working;
• ensure workers receive role-specific and client-specific induction and information before or at the start of an assignment, as appropriate; and
• support continuing professional development and competence appropriate to each role.

2. Scope

This policy applies to all employees, agency workers and contractors engaged by or through {{org_field_name}}, including internal recruitment, compliance, operations and management staff, and temporary workers supplied to client organisations.

This policy covers:

• pre-assignment training and compliance checks;
• induction and refresher training;
• mandatory legal and compliance training;
• role-specific and assignment-specific training;
• client-specific induction requirements;
• supervision, competency review and training records;
• continuing professional development; and
• actions taken where required training, registration, authorisation or competence standards are not met.

Where {{org_field_name}} supplies workers into sectors with additional legal, contractual, professional or safeguarding requirements, those requirements will apply in addition to this policy.

3. Commitment to Training and Development

{{org_field_name}} is committed to:

• providing training and guidance appropriate to the role performed by each employee, agency worker or contractor;
• taking reasonable steps to ensure that workers supplied to clients are suitably qualified, trained, experienced and informed for the assignments offered to them;
• ensuring internal staff are trained in recruitment compliance, worker rights, safeguarding escalation, equality, right to work, data protection and health and safety responsibilities;
• supporting workers with induction, refresher training, supervision and access to relevant policies and procedures;
• promoting equality, diversity, inclusion, dignity at work and a zero-tolerance approach to harassment, discrimination, victimisation and retaliation;
• taking reasonable steps to prevent sexual harassment of workers in the course of their work and to respond promptly and appropriately to concerns or complaints;
• maintaining accurate training and compliance records; and
• reviewing training arrangements regularly to reflect changes in law, guidance, client requirements and operational risks.

4. Types of Training Provided

4.1 Core Mandatory Training

The following training must be completed where relevant to the individual’s role and responsibilities within {{org_field_name}}:

• induction to {{org_field_name}}, including business values, standards of conduct, reporting lines and key policies;
• equality, diversity, inclusion, dignity at work and anti-harassment training;
• prevention of sexual harassment, including how to raise concerns and how concerns will be addressed;
• data protection, confidentiality and information security;
• health and safety awareness relevant to the role and assignment;
• safeguarding awareness and escalation procedures, where the role or sector involves contact with children, young people or adults who may be at risk;
• right to work, recruitment compliance and document-checking procedures for internal staff involved in recruitment, onboarding or compliance activity;
• working time, breaks, holiday and pay compliance awareness for relevant managers and compliance staff; and
• complaints, whistleblowing, incident reporting and out-of-hours escalation procedures.

4.2 Role-Specific and Assignment-Specific Training

Additional training will be required where the role, assignment, client, legal framework, professional standards, sector guidance or risk assessment makes this necessary. Depending on the assignment, this may include:

• client-specific induction and local procedures;
• sector-specific health and safety training;
• lone working and personal safety;
• conflict management and prevention of violence/aggression;
• manual handling or moving and handling;
• infection prevention and control;
• first aid or basic life support;
• medication awareness or administration;
• safeguarding adults and/or safeguarding children;
• mental health awareness;
• role-specific systems, equipment or software training; and
• training linked to professional registration, licences, certificates or other authorisations.

{{org_field_name}} will not supply a worker to an assignment where the worker lacks mandatory qualifications, registrations, authorisations, training or information required by law, by the client, by a professional body, or by the nature of the role.

4.3 Induction Training

All new internal staff and all workers newly engaged by or through {{org_field_name}} will receive induction appropriate to their role. This will normally include:

• introduction to {{org_field_name}}, its operating model and key contacts;
• explanation of employment or engagement status and relevant rights and responsibilities;
• policies on conduct, confidentiality, equality, safeguarding, health and safety, reporting and escalation;
• role-specific responsibilities and assignment expectations;
• information about how to report concerns, incidents, near misses, unsafe working, harassment, discrimination or safeguarding issues; and
• where relevant, client-specific induction before or at the start of an assignment.

4.4 Continuing Professional Development

{{org_field_name}} supports continuing professional development appropriate to role, experience and business needs. This may include refresher training, e-learning, toolbox talks, supervised practice, coaching, workshops, externally accredited courses and learning required to maintain professional registration or competence.

4.5 Leadership and Management Development

Managers and senior staff may receive additional training in supervision, performance management, safer recruitment, equality compliance, right to work compliance, worker welfare, incident response, data protection, safeguarding escalation and health and safety responsibilities.

5. Agency-Specific Legal Compliance Training

{{org_field_name}} will ensure that internal staff involved in recruitment, onboarding, compliance, worker management, payroll liaison, client management and assignment booking are trained in the legal framework applicable to employment agencies and employment businesses.

This training will include, where relevant:

• the distinction between an employment agency and an employment business;
• the Conduct of Employment Agencies and Employment Businesses Regulations 2003;
• the requirement to provide a Key Information Document to agency workers before agreeing terms, where required;
• requirements relating to agreements with work-seekers and hirers;
• restrictions on charging fees to work-seekers except where a lawful exception applies;
• suitability, qualification, registration and reference-checking requirements;
• record-keeping requirements;
• the Agency Workers Regulations 2010, including day-one rights and equal treatment rights after the qualifying period;
• right to work checking procedures and repeat-check requirements where applicable; and
• the process for withholding, suspending or ending supply where legal compliance or suitability concerns arise.

6. Training Delivery Methods

Training may be delivered through one or more of the following methods, depending on the role, risk level, subject matter and client requirements:

• online learning and e-learning modules;
• in-person training sessions, workshops and briefings;
• virtual classroom delivery;
• practical demonstration and supervised practice;
• competency assessments;
• on-the-job instruction and shadowing, where appropriate;
• client-led induction and local orientation; and
• circulation of policies, guidance notes, compliance updates and refresher materials.

{{org_field_name}} may require successful completion of assessments, declarations or practical competency checks before a worker is cleared for particular assignments.

7. Training Records and Compliance

{{org_field_name}} will maintain accurate and up-to-date training and compliance records for relevant employees, agency workers and contractors. Records may include induction completion, mandatory training, refresher dates, qualifications, professional registrations, licences, competency assessments, declarations and client-specific clearances.

Training and compliance records will:

• be stored securely and accessed only by authorised persons;
• be reviewed regularly to monitor completion, expiry and renewal dates;
• be used to determine whether a worker is eligible to be supplied to a particular assignment;
• be retained only for as long as necessary in accordance with data protection law and internal retention arrangements; and
• be made available internally for audit, compliance monitoring and investigation purposes where appropriate.

Where criminal record certificate information is processed, it will be handled, stored, retained and disposed of in accordance with applicable legal and DBS requirements and the organisation’s data protection arrangements.

Employees, agency workers and contractors are responsible for completing required training within the required timescales and for providing accurate information about their qualifications, registrations and training status. Managers and compliance staff are responsible for monitoring compliance and taking appropriate action where requirements are not met.

7.1 Right to Work, Suitability and Pre-Assignment Clearance

Before confirming an individual for work or supply to a client, {{org_field_name}} will ensure that all required pre-assignment checks relevant to the role have been completed. Depending on the role and circumstances, this may include:

• right to work checks;
• identity verification;
• qualification, training, licence or professional registration checks;
• employment history, reference or experience checks;
• DBS or other background checks where legally permissible and role-appropriate;
• health declarations or fitness requirements where lawful and relevant; and
• confirmation that any mandatory induction or assignment-specific training has been completed.

No individual will be supplied to an assignment unless {{org_field_name}} is satisfied that all legally required and role-relevant pre-assignment checks and clearances have been completed.

7.2 Agency Worker Rights Awareness

{{org_field_name}} will ensure that relevant internal staff understand the legal rights of agency workers and take those rights into account when onboarding workers, liaising with clients and managing assignments.

This includes awareness of:

• day-one rights relating to access to collective facilities and amenities and information about relevant vacancies;
• equal treatment rights after the applicable qualifying period in relation to basic working and employment conditions;
• pay, working time and holiday-related requirements relevant to agency workers; and
• escalation routes where a worker raises a concern about rights, treatment, conditions or pay.

7.3 Prevention of Sexual Harassment and Dignity at Work

{{org_field_name}} is committed to taking reasonable steps to prevent sexual harassment and to promoting dignity and respect at work for all employees, agency workers and contractors.

Training provided under this policy will, where relevant, include:

• what sexual harassment, harassment, discrimination and victimisation are;
• expected standards of behaviour at work and on client premises;
• how to identify and report concerns, including concerns involving clients, client staff, workers or third parties;
• how managers and compliance staff must respond to concerns promptly, sensitively and appropriately; and
• the steps that {{org_field_name}} may take to reduce the risk of recurrence, including reviewing assignments, reporting routes, controls and client escalation arrangements.

All concerns raised under this section will be taken seriously and handled in accordance with the organisation’s reporting, grievance, dignity at work and safeguarding arrangements.

8. Working Time, Holiday and Pay Compliance Training

{{org_field_name}} will ensure that managers, payroll-facing staff, compliance staff and others with relevant responsibilities receive training appropriate to their role on:

• working time limits, rest breaks and annual leave requirements;
• assignment patterns and recording of working time where relevant;
• holiday entitlement and holiday pay rules applicable to the categories of workers engaged by the business; and
• national minimum wage compliance and the need to ensure that deductions, fees, working arrangements and payment structures do not result in unlawful underpayment.

9. Funding and Support for Training

{{org_field_name}} will determine, at its discretion, whether training costs are fully funded, part-funded or to be met by the individual, subject to legal requirements, business need, client requirements and budget.

Where training is mandatory for legal compliance, assignment suitability, core role competence or internal operational requirements, {{org_field_name}} will decide the appropriate funding and delivery model.

Where the organisation agrees to fund discretionary professional development or external qualifications, the individual may be required to enter into a written learning or repayment agreement where lawful and appropriate.

Reasonable study leave, scheduling flexibility or support may be considered for approved development activity, subject to operational requirements.

10. Non-Compliance with Training Requirements

Where an employee, agency worker or contractor fails to complete mandatory or assignment-specific training, or fails to maintain required qualifications, registrations, licences or authorisations, {{org_field_name}} may take one or more of the following actions, depending on the circumstances:

• restrict the individual from being placed or continuing in particular assignments;
• suspend the individual from active bookings or duties until compliance is restored;
• require immediate completion of refresher or corrective training;
• carry out additional supervision, review or competency assessment;
• investigate whether incorrect or misleading information has been provided; and
• in the case of employees or other individuals subject to internal conduct procedures, commence disciplinary action up to and including termination of employment or engagement, where lawful and proportionate.

Nothing in this policy prevents {{org_field_name}} from taking immediate action where there is a legal compliance risk, safeguarding concern, serious health and safety issue, or material suitability concern.

11. Evaluation and Continuous Improvement

{{org_field_name}} will review the effectiveness of training and development arrangements through a combination of audit activity, feedback, supervision, competency assessment, complaints review, incident review, client feedback, worker feedback and changes in law or operational risk.

Training content, frequency and delivery methods will be updated where required to reflect:

• changes in legislation or statutory guidance;
• updates to client or sector requirements;
• internal audit findings;
• incidents, complaints, near misses or safeguarding concerns;
• equality, dignity or harassment-related learning; and
• changing business activities or risk profiles.

12. Related Policies

• Induction Policy
• Health and Safety Policy
• GDPR and Data Protection Policy
• Safeguarding Policy
• Equality and Diversity Policy
• Employee Code of Conduct

13. Policy Review

This policy will be reviewed at least annually and earlier where necessary to reflect changes in legislation, statutory guidance, regulatory expectations, case law, client requirements, organisational structure or operational practice.

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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.