{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Supervision and Appraisal Policy

1. Purpose

The purpose of this Supervision and Appraisal Policy is to set out how {{org_field_name}} implements, maintains and monitors a proportionate system of supervision, appraisal, competence review and professional support for temporary workers supplied to client organisations. This includes, where applicable, registered nurses, healthcare assistants, support workers and other temporary staff who undertake assignments through the agency. Supervision and appraisal support professional development, quality assurance, safe working practice, accountability, reflection, learning and continuous improvement.

This policy aims to promote high standards of practice, accountability, reflection, learning, and continuous improvement amongst all temporary workers. This policy supports 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 Employment Rights Act 2025 as provisions come into force, the Working Time Regulations 1998, the National Minimum Wage Act 1998 and National Minimum Wage Regulations 2015, the Equality Act 2010, UK GDPR and the Data Protection Act 2018, the Health and Safety at Work etc. Act 1974, the Safeguarding Vulnerable Groups Act 2006, DBS referral requirements, and relevant professional standards including the NMC Code for registered nurses. This policy further outlines how the director of {{org_field_name}} will be responsible for ensuring the efficient management of supervision and appraisal arrangements in the absence of a registered manager.

For the avoidance of doubt, {{org_field_name}} operates as a temporary staffing agency/employment business. It does not itself provide personal care, nursing care, treatment, accommodation, diagnostic services or any other regulated activity to service users. Responsibility for the direct management, direction and control of care or treatment delivered within a client service remains with the client organisation, subject to the contractual arrangements in place. {{org_field_name}} will, however, take reasonable steps to ensure that workers supplied by the agency are appropriately recruited, checked, trained, supported and reviewed for the assignments for which they are supplied.

2. Scope

This policy applies to:

• All temporary workers, agency workers, registered nurses, healthcare assistants, support workers and other work-seekers engaged, employed, or supplied by {{org_field_name}} under the relevant contract for services, contract of employment, zero-hours arrangement, casual worker agreement, or other written terms issued by the agency.
• The director and any internal staff with responsibility for arranging or carrying out supervision or appraisal processes
• All clients and external bodies with whom {{org_field_name}} collaborates, as this policy supports confidence in the competence and fitness to practice of our temporary staff

This policy applies regardless of the duration, frequency or pattern of assignments. Supervision and appraisal arrangements will be proportionate to the worker’s role, risks, assignment history, professional registration status, feedback received, incidents or complaints, and the amount of work undertaken through the agency.

This policy does not replace the client organisation’s own clinical supervision, management supervision, local induction, risk assessment, incident reporting, safeguarding, medicines management, moving and handling, infection prevention and control, or health and safety arrangements. Temporary workers must comply with the lawful policies, procedures and reasonable instructions of the client organisation while on assignment.

3. Related Policies

• Recruitment and Selection Policy
• Induction and Mandatory Training Policy
• Continuing Professional Development Policy
• Complaints and Whistleblowing Policy
• Code of Conduct for Temporary Workers
• Disciplinary Policy
• Safeguarding Adults and Children Policy

4. Definition of Supervision and Appraisal

Supervision refers to the ongoing process whereby temporary workers receive support, guidance, and feedback on their practice. It helps workers reflect on their performance, identify learning needs, and address any challenges they face during assignments. Appraisal is a formal, structured, and recorded discussion that reviews a worker’s overall performance, development, and contribution over a specified period. While supervision may take place informally or formally throughout the year, appraisal is a planned event usually conducted annually, or more frequently if required. Supervision and appraisal are not disciplinary processes but mechanisms to develop and support professional competence.

Supervision and appraisal may, however, identify matters that need to be managed under other policies, including safeguarding, disciplinary, capability, professional registration, DBS referral, client notification, right-to-work, health and safety, or fitness-to-work procedures. Where this occurs, {{org_field_name}} will separate supportive supervision from formal investigation or disciplinary decision-making as far as reasonably practicable.

For registered nurses, appraisal and supervision may support revalidation preparation but do not replace the nurse’s personal responsibility to meet NMC revalidation requirements. Where a reflective discussion is required for NMC revalidation, it must be held with another NMC-registered nurse, midwife or nursing associate and recorded in accordance with NMC requirements.

5. Objectives of Supervision and Appraisal

The objectives of supervision and appraisal at {{org_field_name}} are to:

• Ensure all temporary workers provide safe, effective, and person-centred care
• Support workers in maintaining and enhancing their knowledge, skills, and competence
• Promote reflective practice and professional accountability
• Identify learning and development needs
• Provide workers with regular feedback on their performance
• Address concerns or challenges experienced in assignments
• Improve staff morale, motivation, and retention
• Support compliance with applicable employment business, agency worker, safeguarding, equality, working time, data protection, health and safety, right-to-work and professional registration requirements, including the NMC Code where the worker is a registered nurse.
• Provide assurance to clients, service users, and regulators that {{org_field_name}}’s staff are professionally supported and fit for purpose
• Support compliance with the Conduct of Employment Agencies and Employment Businesses Regulations 2003 by helping the agency monitor suitability, competence, qualifications, authorisations, assignment feedback, and any information relevant to the protection of the worker, client and service users.
• Support compliance with the Agency Workers Regulations 2010 by helping identify assignment patterns, 12-week qualifying periods, client feedback, and any concerns about access to day-one rights or equal treatment.
• Support fair treatment, equality of opportunity and reasonable adjustments for workers with disabilities, health conditions, pregnancy, maternity-related needs, religious requirements or other protected characteristics.
• Support health and safety by identifying whether workers have received suitable assignment information, local induction, risk information, training, personal protective equipment where applicable, and escalation routes while working under the client’s direction.
• Support early identification of safeguarding, conduct, competence, fitness-to-practise, professional registration, DBS referral, or client safety concerns.

6. Responsibilities

6.1 The Director’s Role

The director of {{org_field_name}} will:

• Oversee the design, implementation, and review of this policy
• Ensure all temporary workers are provided with appropriate and proportionate supervision and appraisal
• Ensure supervisors are competent, trained, and understand the purpose and process of supervision and appraisal
• Ensure that the supervision and appraisal system is embedded into the organisational culture
• Regularly review supervision records and appraisal documentation
• Use supervision and appraisal outcomes to inform training plans, workforce development, and quality improvement strategies
• Act on any concerns identified during supervision or appraisal, including initiating investigations where appropriate
• Ensure that supervision and appraisal information is used to monitor worker suitability for assignments, including skills, experience, qualifications, training, professional registration, right-to-work status, DBS status where relevant, fitness to work, conduct, reliability and client feedback.
• Ensure that any information relevant to the worker’s suitability or risk is considered before further assignments are offered.
• Ensure that registered nurses’ NMC registration status is checked and monitored, and that any concern that may affect fitness to practise is considered for referral or notification in line with legal, professional and safeguarding duties.
• Ensure that workers supplied into regulated activity with children or adults are subject to appropriate safer recruitment checks and that DBS referral duties are considered where the legal threshold is met.
• Ensure that workers are not placed into assignments requiring professional registration, qualifications, training, authorisation or experience unless the agency has taken reasonable steps to verify that the worker meets those requirements.
• Ensure that supervision and appraisal records are kept securely, retained only for as long as necessary, and processed in accordance with UK GDPR, the Data Protection Act 2018, and the agency’s retention schedule.

6.2 Temporary Workers’ Responsibilities

All temporary workers must:

• Participate fully and actively in supervision and appraisal processes
• Reflect honestly on their practice and professional development needs
• Act on agreed actions and learning points
• Maintain an up-to-date training record
• Notify {{org_field_name}} if they require additional support, supervision, or adjustments to enable them to meet their responsibilities
• Notify {{org_field_name}} immediately of any change affecting their suitability for work, including professional registration status, conditions of practice, cautions, convictions, investigations, barring status, right to work, health or fitness to work, restrictions imposed by a regulator, or any matter that may affect safe practice.
• Participate honestly in competence reviews, supervision, appraisal, investigation, reflective practice and training discussions.
• Comply with the client organisation’s local policies, procedures, induction, risk assessments, reporting arrangements and lawful instructions while on assignment.
• Report incidents, near misses, safeguarding concerns, complaints, medication errors, health and safety concerns, discrimination, harassment, bullying, and unsafe staffing concerns promptly to the client and to {{org_field_name}}.
• Maintain evidence of continuing professional development, mandatory training, role-specific training and professional registration where applicable.

6.3 Client / Hirer Responsibilities

• Client organisations are responsible for the day-to-day direction, supervision and control of temporary workers while they are on assignment, unless otherwise agreed in writing. Clients must provide sufficient assignment information, including the nature of the role, required skills, qualifications, experience, working hours, risks, location, reporting lines, local induction requirements, health and safety information, safeguarding procedures and any mandatory client-specific training.
• Clients are expected to provide timely feedback to {{org_field_name}} about worker performance, conduct, attendance, competence, incidents, complaints, safeguarding concerns, health and safety issues, and any matter that may affect the worker’s suitability for future assignments.
• Clients must provide agency workers with access to relevant collective facilities and information about suitable vacancies from day one of an assignment, and must provide information needed by {{org_field_name}} to support compliance with equal treatment rights after the applicable qualifying period under the Agency Workers Regulations 2010.

7. Structure of Supervision

Supervision will be provided in a variety of formats to reflect the agency’s operating model and the flexible nature of temporary work.

7.1 Methods of Supervision

• One-to-One Supervision: Conducted between the worker and the director or a designated supervisor
• Telephone or Virtual Supervision: Used when face-to-face meetings are impractical, particularly for workers based remotely or undertaking ad-hoc assignments
• On-Assignment Support: Temporary workers must follow the client organisation’s reporting lines and seek day-to-day guidance from the client manager, shift leader, nurse in charge, supervisor or nominated person while on assignment. This does not remove {{org_field_name}}’s responsibility to provide appropriate agency-level support, review feedback, and act on concerns reported by the worker or client.
• Post-Placement Supervision: Used to reflect on a specific assignment and identify learning points
• Client Feedback Review: {{org_field_name}} may seek feedback from clients following assignments, particularly for new workers, high-risk roles, incidents, complaints, safeguarding concerns, poor attendance, positive feedback, or where the worker requests support.
• Competence Review: Where role-specific competence is required, {{org_field_name}} will review available evidence such as training certificates, competency assessments, client feedback, professional registration, work history and assignment outcomes.
• Return-to-Work / Fitness Review: Where a worker returns after sickness absence, extended absence, suspension, investigation, regulatory restriction, or a significant incident, {{org_field_name}} may complete a return-to-work or fitness review before offering further assignments.

7.2 Frequency

Temporary workers will receive formal supervision at least once every six months where they are actively working through {{org_field_name}}. Workers who have not undertaken assignments during the previous six months may instead receive a re-engagement review before further assignments are offered.

Supervision will take place more frequently where the worker is new to the agency, new to the role, returning after an extended absence, working in higher-risk settings, subject to client concerns, involved in an incident or complaint, subject to professional or safeguarding concerns, or where additional support needs have been identified.

Workers may request additional supervision at any time. {{org_field_name}} will also consider additional supervision where a worker reports stress, fatigue, bullying, discrimination, unsafe practice, lack of local induction, inadequate client support, or concerns about safe staffing.

7.3 Agency Worker Rights and Assignment Monitoring

During supervision, appraisal or assignment review, {{org_field_name}} will consider whether the worker has raised any concerns about access to day-one rights, including access to relevant client facilities and information about client vacancies.

Where a worker has completed, or is likely to complete, the qualifying period in the same role with the same hirer, {{org_field_name}} will take reasonable steps to obtain or confirm the information needed to support equal treatment rights under the Agency Workers Regulations 2010, including pay and relevant basic working and employment conditions.

Any concerns about unequal treatment, denial of facilities, lack of vacancy information, or incorrect assignment information will be escalated to the director or nominated responsible person for review with the client.

7.4 Employment Rights Act 2025 Monitoring

{{org_field_name}} will monitor implementation of the Employment Rights Act 2025 and any related regulations, codes of practice or commencement dates affecting agency workers, zero-hours workers, guaranteed hours, shift notice, payment for cancelled, moved or curtailed shifts, statutory sick pay, flexible working and other employment rights.

Where provisions apply to the agency’s workers, {{org_field_name}} will update its contracts, assignment processes, supervision prompts, appraisal documentation, payroll processes and worker communications accordingly.

Supervision and appraisal may be used to identify concerns about insecure work, cancelled shifts, lack of reasonable notice, pay for cancelled or changed shifts, or other matters affected by the Employment Rights Act 2025 as the relevant provisions come into force.

8. Appraisal Process

8.1 Appraisal Structure

All active temporary workers who have undertaken assignments through {{org_field_name}} during the appraisal year will be offered an annual appraisal. Workers who have not worked during the appraisal year may instead receive a re-engagement, compliance and suitability review before further assignments are offered.

The appraisal will be:

• Structured, documented, and confidential
• Conducted by the director or a competent delegated person. Where the appraisal involves clinical or professional nursing practice, {{org_field_name}} will ensure that appropriate professional input is obtained where necessary. NMC revalidation reflective discussions must be undertaken with an NMC registrant and cannot be treated as completed by a non-registrant director.
• Based on performance over the past 12 months or shorter if the worker has recently joined
• Focused on evaluating strengths, areas for development, learning needs, and professional goals

8.2 Appraisal Content

The appraisal will include:

• Review of assignments completed during the appraisal period
• Feedback from client organisations, service users (where available), and colleagues
• Reflection on practice using examples
• Review of incidents, complaints, or commendations (if applicable)
• Review of mandatory and specialist training completed
• Agreement of development objectives and action plan for the next appraisal period
• Discussion of career aspirations and professional development
• Review of compliance with agency terms, assignment requirements, attendance, punctuality, cancellation history and communication standards.
• Review of client feedback, including positive feedback, concerns, incidents, complaints, safeguarding matters, medication issues, documentation issues, health and safety concerns, or refusal by any client to accept the worker for further assignments.
• Review of professional registration, PIN status, revalidation date, conditions of practice and professional indemnity arrangements where applicable.
• Review of DBS status where relevant to the role, including whether a new check, Update Service check, risk assessment or referral consideration is required.
• Review of right-to-work status, including repeat checks where the worker has time-limited permission to work.
• Review of working time, rest, fatigue, night work, annual leave, holiday pay arrangements and any concerns about excessive hours or insufficient rest.
• Review of equality, wellbeing and reasonable adjustment needs.
• Review of any restrictions on the type of assignment, setting, duties or client environment suitable for the worker.

The outcome of the appraisal will be documented and signed by both parties. The worker will receive a copy.

8.3 Working Time, Rest and Holiday Pay

Supervision and appraisal discussions may include review of working time, rest periods, night work, fatigue, annual leave and holiday pay concerns. Workers must inform {{org_field_name}} if they believe they are working excessive hours, not receiving adequate rest, or experiencing fatigue that may affect safe practice.

{{org_field_name}} will monitor and manage working time and holiday entitlement in accordance with the Working Time Regulations 1998 and current government guidance. For irregular-hours and part-year workers, {{org_field_name}} will apply the current statutory rules on holiday entitlement and holiday pay, including the post-April 2024 rules where applicable.

Where rolled-up holiday pay is used for eligible irregular-hours or part-year workers, it will be clearly identified as a separate element of pay and applied only where permitted by law.

9. Record Keeping

{{org_field_name}} will maintain clear, accurate, relevant and confidential records of supervision, appraisal and competence review activity. Records may include dates of meetings, attendees, matters discussed, worker comments, client feedback, development needs, actions agreed, review dates, training requirements, competence concerns, safeguarding actions, professional registration checks, DBS-related decisions where relevant, right-to-work review dates, and any restrictions on future assignments.

Records will be securely stored and access will be restricted to those who need the information for legitimate business, legal, safeguarding, employment, regulatory, payroll, contractual or professional purposes.

{{org_field_name}} will process supervision and appraisal records in accordance with UK GDPR, the Data Protection Act 2018 and the agency’s Data Protection, Privacy and Records Retention Policy. Where records contain health information, occupational health information, disability information, safeguarding information, DBS information, criminal offence data or professional conduct information, they will be treated as sensitive and given appropriate additional protection.

Records will be retained only for as long as necessary, taking into account legal, contractual, safeguarding, employment, tax, limitation, insurance and regulatory requirements. Workers may request access to their personal data in accordance with data protection law.

10. Addressing Performance Concerns

Where supervision or appraisal identifies concerns about a temporary worker’s competence, conduct, or performance:

• The director will meet with the worker to discuss the concerns in detail
• An action plan will be developed, setting clear expectations, timescales, and support arrangements
• The worker may be referred for additional training or supervision
• In cases where concerns pose a risk to service users, the director may suspend the worker from assignments pending further investigation, following the Disciplinary Policy
• The worker may be removed from one or more types of assignment while concerns are reviewed.
• The agency may place temporary restrictions on the worker’s assignments, duties, client settings, shift types or work locations.
• Where concerns relate to a client’s working environment, unsafe staffing, poor induction, discrimination, harassment, bullying or health and safety risk, {{org_field_name}} will review whether the issue should be raised with the client and whether further placements with that client are appropriate.
• Where the concern may amount to gross misconduct, unsafe practice, abuse, neglect, dishonesty, working while not fit, breach of professional standards, or breach of legal requirements, the matter may be managed under the Disciplinary Policy, Safeguarding Policy, DBS and Safer Recruitment Policy, or Professional Registration Procedure.
• If required, concerns will be referred or notified to external bodies, which may include the client organisation, local authority safeguarding team, police, NMC, Disclosure and Barring Service, occupational health provider, insurer or other relevant body. A DBS referral will be considered where the legal referral conditions are met, including where {{org_field_name}} is acting as a personnel supplier in relation to regulated activity.

11. Confidentiality

All supervision and appraisal sessions are confidential unless:

• The discussion identifies a safeguarding concern
• The worker discloses information suggesting potential risk to service users, colleagues, or themselves
• There is evidence of unlawful behaviour

In these situations, information will be shared appropriately in line with safeguarding and information-sharing protocols.

Information may also be shared where necessary for employment business compliance, safeguarding, professional regulation, DBS referral, right-to-work compliance, health and safety, prevention of unlawful acts, legal claims, insurance, client contractual obligations, or protection of workers, clients, service users or the public. Information sharing will be limited to what is necessary and proportionate, and will be documented where appropriate.

12. Training and Competence of Supervisors

The director and any delegated supervisor must be competent to carry out supervision and appraisal within the scope of their role. They must understand the purpose of supervision, how to record supervision, how to identify performance and conduct concerns, how to escalate safeguarding or safety concerns, and how to maintain confidentiality and data protection.

Supervisors must have appropriate knowledge of agency worker arrangements, equality and reasonable adjustments, health and safety escalation, safeguarding, complaints, whistleblowing, data protection, professional boundaries and the agency’s procedures.

Where supervision or appraisal involves clinical practice, professional nursing judgement, medicines practice, regulated professional standards or NMC revalidation support, {{org_field_name}} will ensure that appropriate professional advice or input is obtained where necessary.

If additional supervisors are appointed, they will receive training before carrying out supervision or appraisal independently.

13. Quality Assurance

The director will:

• Regularly audit supervision and appraisal records
• Review worker feedback regarding supervision and appraisal processes
• Ensure outcomes from supervision and appraisal inform the organisation’s training, development, and quality assurance activities
• Share supervision, appraisal or competence-related information with clients only where necessary, lawful, proportionate and relevant to the assignment, safety, safeguarding, contractual requirements, professional standards, or legal obligations.
• Monitor whether supervision and appraisal records are completed within required timescales.
• Monitor themes from client feedback, worker feedback, incidents, complaints, safeguarding concerns, cancellations, no-shows, training gaps and competence concerns.
• Monitor whether workers are being supplied only to assignments suitable for their skills, experience, qualifications, training, registration and restrictions.
• Monitor changes in legislation, statutory guidance, regulator guidance and professional standards affecting temporary staffing agencies.
• Review whether any repeated client concerns indicate a worker competence issue, a client induction issue, a mismatch between worker and assignment, or a wider client safety concern.

14. How the Director Manages this Efficiently

The director of {{org_field_name}} will:

• Integrate supervision and appraisal into the wider workforce management strategy
• Maintain a supervision and appraisal schedule to ensure no temporary worker is missed
• Maintain clear communication channels with temporary workers to encourage openness and engagement
• Embed reflective practice into supervision and appraisal discussions
• Link supervision and appraisal to agency governance, safer recruitment, assignment suitability, safeguarding, health and safety, client feedback, worker development, professional registration monitoring and continuous improvement.
• Maintain a central supervision and appraisal tracker showing due dates, completion dates, outstanding actions, higher-risk workers, new starters, returners, workers with limited recent assignments and workers subject to concerns.
• Maintain a system for reviewing client feedback before repeat assignments are offered.
• Maintain a process for recording assignment restrictions, support plans and competence-related conditions.
• Maintain a process for checking whether legal or professional requirements have changed and whether this policy requires amendment.
• Ensure the agency’s supervision system does not imply that {{org_field_name}} is providing direct regulated care or replacing the client’s own clinical supervision and management responsibilities.
• Regularly seek feedback from workers and clients to refine the supervision and appraisal process
• Invest in relevant technology to facilitate remote supervision and appraisal where needed

14.1 Health and Safety for Agency Workers

{{org_field_name}} recognises that agency and temporary workers are entitled to work in an environment where risks to health and safety are properly controlled. The agency will work with client organisations to ensure that workers receive appropriate information about assignment risks, local induction, reporting lines, personal protective equipment where applicable, emergency arrangements, incident reporting and any role-specific safety requirements.

Workers must raise any health and safety concern promptly with the client and with {{org_field_name}}. This includes concerns about unsafe staffing, lack of induction, inadequate equipment, violence or aggression, moving and handling risks, infection prevention and control risks, fatigue, excessive hours, bullying, harassment or any instruction that appears unsafe.

Where a significant health and safety concern is identified, {{org_field_name}} will consider whether the worker should remain on assignment, whether further workers should be supplied to the client, and whether the matter should be escalated to the client, relevant authority or regulator.

14.2 Equality, Reasonable Adjustments and Wellbeing

Supervision and appraisal will be conducted fairly and without discrimination. {{org_field_name}} will consider reasonable adjustments for disabled workers and will take account of pregnancy, maternity, religion or belief, race, sex, sexual orientation, gender reassignment, age, marriage and civil partnership, and other protected characteristics where relevant.

Workers are encouraged to raise any support needs, health conditions, disability-related adjustments, pregnancy-related needs, cultural or religious requirements, or concerns about discrimination, harassment, bullying or victimisation.

Where a reasonable adjustment may be required in relation to assignments, communication, training, supervision, appraisal or working arrangements, {{org_field_name}} will consider the request and, where relevant, liaise with the client organisation.

14.3 DBS, Safeguarding and Regulated Activity

Where workers are supplied into roles involving regulated activity with children or adults, {{org_field_name}} will ensure that appropriate safer recruitment checks are completed before assignment, including DBS checks at the correct level where eligible.

Supervision and appraisal will be used to identify safeguarding learning needs, concerns about conduct, patterns of poor practice, failure to report concerns, unsafe behaviour, or any matter that may require referral to the client, local authority safeguarding team, DBS, police, professional regulator or other relevant body.

Where {{org_field_name}} is acting as a personnel supplier and the legal conditions for a DBS referral are met, the agency will make a referral to DBS even if the matter has also been reported to a client, local authority safeguarding team, police or professional regulator.

14.4 Professional Registration and Revalidation

Registered nurses and other registered professionals must maintain current professional registration and must notify {{org_field_name}} immediately of any lapse, restriction, condition, investigation, caution, suspension, removal, fitness-to-practise concern or other matter affecting their registration.

{{org_field_name}} may use supervision and appraisal to support reflection, continuing professional development and preparation for revalidation. However, responsibility for meeting revalidation requirements remains with the registered professional.

Where NMC reflective discussion is required, it must be undertaken with another NMC-registered nurse, midwife or nursing associate. {{org_field_name}} will not represent that a non-registered director or supervisor can complete an NMC reflective discussion unless they are themselves an appropriate NMC registrant.

14.5 Care Certificate and Healthcare Support Workers

For healthcare assistants, support workers and other non-registered health or adult social care workers, {{org_field_name}} will consider the worker’s induction, training, experience, competence and evidence of relevant standards, including the Care Certificate where applicable to the role or required by the client.

The Care Certificate may be used as part of induction, supervision and assessment for workers new to health or adult social care support roles, but it does not replace client-specific induction, role-specific competence assessment, local policies or supervision provided by the client while the worker is on assignment.

14.6 Right to Work and Suitability to Work

{{org_field_name}} will not offer or continue assignments unless the worker has the right to work in the UK and has completed the required right-to-work checks in accordance with current Home Office guidance.

Where a worker has time-limited permission to work, {{org_field_name}} will maintain a system for repeat checks before the permission expires. Workers must notify {{org_field_name}} immediately of any change to their immigration status, work restrictions, visa conditions or right to work.

Supervision, appraisal and re-engagement reviews may include confirmation that the worker’s right-to-work status, work restrictions and suitability for assignment remain current.

15. Policy Review

This policy will be reviewed at least annually by the director or nominated responsible person, and sooner where required by changes in legislation, statutory guidance, professional standards, regulator guidance, client requirements, safeguarding learning, incident trends, complaints, employment law developments or organisational needs.

Particular attention will be paid to changes affecting employment businesses, agency workers, zero-hours and irregular-hours workers, working time, holiday pay, statutory sick pay, right-to-work checks, DBS requirements, safeguarding, data protection, equality, health and safety, professional registration and the Employment Rights Act 2025 as provisions are commenced.

Any material amendments will be communicated to relevant workers, internal staff and clients where appropriate.

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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.