RIGHT TO WORK AND VETTING POLICY
1. Purpose and Status of This Policy
This Right to Work and Vetting Policy sets out the approach taken by ALWAYS RECRUITING LIMITED in verifying the identity, legal working status, and suitability of individuals supplied to clients.
This policy is published to provide transparency to clients, workers, and other stakeholders regarding the Company’s compliance with its statutory obligations when supplying labour within the United Kingdom.
This policy does not constitute a contract of employment or a guarantee of engagement. It exists to describe the Company’s compliance processes and standards.
2. Legal and Regulatory Framework
ALWAYS RECRUITING LIMITED operates within the framework of UK immigration, employment, and data protection legislation, including but not limited to:
Immigration, Asylum and Nationality Act 2006
Immigration (Restrictions on Employment) Order 2007
Immigration Act 2016
Home Office Right to Work guidance (as amended from time to time)
Data Protection Act 2018 and UK GDPR
The Company recognises that failure to carry out compliant Right to Work checks may expose it and its clients to civil and criminal penalties. Accordingly, Right to Work compliance is treated as a mandatory prerequisite to placement.
3. Scope of Application
This policy applies to:
All individuals seeking work through ALWAYS RECRUITING LIMITED
All temporary workers, contractors and candidates supplied to clients
All recruitment staff involved in onboarding, vetting and placement
All sectors in which the Company operates, including construction, security, industrial and logistics environments
No individual falls outside the scope of this policy.
4. Right to Work Verification Process
The Company conducts Right to Work checks before any individual is supplied to a client or permitted to commence work.
Verification is carried out in accordance with current Home Office guidance and may include:
Manual document checks using original documentation
Online Right to Work checks using Home Office approved systems
Identity verification processes supported by digital tools where permitted
The Company does not rely on copies supplied by third parties unless legally acceptable.
No placement proceeds unless verification has been completed and recorded.
5. Acceptable Documentation
Only documentation prescribed by the Home Office as acceptable evidence of Right to Work is relied upon.
Where documentation indicates a time-limited right to work, the Company records the expiry date and ensures that follow-up checks are undertaken where required.
The Company reserves the right to decline to proceed with an application where documentation is unclear, inconsistent, or raises reasonable concern.
6. Record Keeping and Retention
The Company retains records of Right to Work checks in a format compliant with statutory requirements.
Records are retained for the duration of engagement and for the legally required period thereafter. Access to records is restricted to authorised personnel only.
Documentation is stored securely and processed in accordance with data protection legislation.
7. Role-Specific Vetting and Suitability Checks
In addition to Right to Work verification, ALWAYS RECRUITING LIMITED undertakes vetting relevant to the role and sector in which the individual is to be supplied.
This may include, where applicable:
Verification of CSCS cards and construction-related competencies
Verification of SIA licences for security personnel
Verification of driving licences and endorsements
Review of qualifications, certifications or experience
The extent of vetting depends on the role and client requirements.
8. Security and Regulated Roles
Where individuals are supplied into regulated or security-sensitive roles, additional verification may be required.
For security roles, this includes verification of valid SIA licensing and confirmation that screening requirements have been met to the extent required by law and role expectations.
The Company does not present itself as a certification authority and relies on official issuing bodies for licence validation.
9. Ongoing Monitoring and Repeat Assignments
For workers engaged on long-term or repeat assignments, the Company monitors documentation validity and undertakes follow-up checks where legally required.
Workers are required to notify the Company promptly of any change in their right to work status.
Failure to do so may result in suspension or termination of engagement.
10. Responsibilities
Company Responsibilities
ALWAYS RECRUITING LIMITED is responsible for:
Conducting Right to Work checks prior to placement
Maintaining accurate and secure records
Ensuring recruitment staff are aware of compliance requirements
Worker Responsibilities
Workers are responsible for:
Providing accurate and truthful documentation
Informing the Company of any changes to their legal status
Client Responsibilities
Clients are responsible for ensuring that workers are only engaged in roles consistent with the information provided and for notifying the Company of any concerns.
11. Refusal, Suspension and Withdrawal of Supply
The Company reserves the right to refuse placement, suspend supply or withdraw workers where:
Right to Work documentation cannot be verified
Documentation expires without renewal
False or misleading information is identified
Such action may be taken without notice where required to maintain legal compliance.
12. Review and Updates
This policy is reviewed periodically to reflect changes in legislation, guidance or operational practice.
Updates may be made without prior notice and will be published on the Company’s website.
13. Company Information
ALWAYS RECRUITING LIMITED
Company Number: 10237032
Registered Address:
The Offices, Charlton Horethorne
Sherborne, Dorset
DT9 4NL
Policy enquiries:
[compliance@yourdomain.co.uk]