Emma G.’s Post

📢 Big Changes in Right to Work Checks! The UK healthcare sector is undergoing significant changes in right to work checks. As of 1st August 2024, new regulations have come into effect, impacting how employers verify the eligibility of their staff. These changes aim to streamline the process, making it easier for employers while ensuring compliance with immigration laws. For healthcare providers, this means adapting to new digital verification methods. The Home Office has introduced an online system that allows employers to check the right to work status of their employees in real-time. This system is designed to reduce paperwork and speed up the hiring process, which is crucial in a sector where staffing needs can change rapidly. 🌐 At Care More Recruitment, we understand the importance of staying compliant while maintaining efficiency. Our team is fully equipped to navigate these changes and ensure our clients continue to receive the high-quality service they expect. We are committed to supporting both public and private healthcare providers through this transition, ensuring that your staffing needs are met without any hiccups. If you have any questions about how these changes might affect your organisation, feel free to reach out or visit https://lnkd.in/dWgzDCi. Let's discuss how we can help you stay ahead of the curve. #Healthcare #Recruitment #UKJobs

More changes to right to work checks for employers... But, this one is good news for employers. Employees who hold Pre-Settled Status will no longer have a time limit on their #righttowork in the UK, so going forwards employers will no longer need to carry out repeat checks on this group. You'll find more details on this - and an update to the #eVisa roll out - in my article below. #immigrationlaw #recruitment #employmentlaw

You can’t be fully prepared when it comes to sponsoring employees, and here’s why👇 One of my clients in the care sector was attempting to fill numerous vacancies across their care homes nationwide and managed to recruit a mix of international dependents and Skilled Workers ready to take on these roles. Naturally, they did everything by the book and carried out appropriate right to work checks. The Skilled Workers were already sponsored by a different employer and whilst they were permitted to work full-time as carers for another employer without requiring additional sponsorship in 2023, in August 2023 their hours were reduced, back to part-time in line with the general rules for Skilled Workers. Upon reviewing this cohort of workers (whilst the right to work checks still came back positive) it became clear that some of these workers had stopped working for their original employer. Despite being valuable team members, most of these workers had to be let go as they were no longer sponsored by their original employer and thus any supplementary work was not permitted. The point is: Even when you think you're dotting all the i's and crossing the t's, you still have to go above and beyond with your immigration compliance, especially in a sector which is facing scrutiny right now. I wouldn’t think this is very common in other areas, but given the reports we’re hearing about workers coming under the healthcare route and then finding there is no work with their sponsor, I’m sure there must be more of this happening within the care sector. What would you advise your clients? #immigrationlaw #ukimmigration #skilledworkervisa #sponsorlicence #ukvisasandimmigration

Did you know... In the UK, employers are legally required to conduct Right to Work checks on all prospective employees to ensure that they have the legal right to work in the country. Employers must verify the identity and immigration status of every potential employee before hiring them to confirm that they are allowed to work in the UK. This typically involves checking and copying certain documents, such as passports or residence permits, to confirm the individual's right to work. Failing to conduct these checks or knowingly employing someone who does not have the right to work in the UK can result in serious consequences for employers, including fines, criminal charges, and potential imprisonment. Do you conduct right to work checks? Easy when you know how and there are loads of agencies set up to help you do it with remote workers so there is no excuse! #righttowork #HR #SMEs

Right to work checks. It has always been a requirement to carry out right to work checks on all employees. In January, the maximum civil penalty for employing an illegal worker officially increased from £20,000 to £60,000. The new rules, which were announced by the Home Office in August 2023, form part of the Government’s wider strategy to make it harder for illegal migrants to work and operate in the UK. An illegal working civil penalty is a fine issued by the Home Office to an employer that either knowingly or unknowingly employs a person who does not have permission to work in the UK. An employer may also be liable if the employment of the worker is in breach of the conditions set out in their visa. Formerly, the civil penalty for an employer that committed a first-time breach was £15,000 per worker, now increased to £45,000. For employers found guilty of repeated breaches, the penalty was £20,000 per worker and now £60,000 per worker. Note this is per worker. Employers must ensure they are familiar with the code of practice for preventing illegal working to ensure compliance and mitigate risks effectively. It is best practice to carry out right to work audits on your employee files regularly and ensure your recruitment and onboarding processes include measures to ensure that all employees original documentation is checked before they start work for you. #hrconsultant #hrsupport #smallbusinesssupport #immigration #righttowork

As a care home operator, your responsibility goes far beyond ticking regulatory boxes. It's about safeguarding your residents, your staff and your business. ✅ With the Care Quality Commission and bodies like the The Health and Care Professions Council overseeing care standards, and the UK Border Agency (UK Visas and Immigration) ensuring Right-To-Work compliance, the stakes are high. Non-compliance can result in fines up to £60,000 per worker, operational disruptions, and serious reputational damage. But there’s good news. Syncurio is here to support you in managing these challenges. Our industry-leading UKBA compliance monitoring system simplifies Right-To-Work documentation, ensuring you stay ahead of inspections and avoid costly penalties. Discover how Syncurio’s HR module can help protect your care home and keep you compliant in our latest blog 👉 https://bit.ly/3yMPZk7 #carehomecompliance #CQC #UKBA #healthcare #syncurio #socialcare #softwaresolutions #simplifyingcare #caresolutions #operations #management #hr #carehomemanagement #careuk #carehomesoftware #careindustry #carehomesuk #simplesolutions #syncurio #digitaltransformation #saas #immigration #visas #sponsorship #righttowork

Are you a care provider frustrated by how long recruitment can take? Are you a professional care worker frustrated by how long it can take to start a new job? Compliance and validation of care workers is critical and mandatory. But neither providers nor care workers can afford long waits for new recruits to start working. Widespread use of outdated, paper-based processes means it can take up to 16 weeks for checks to be completed. And recruitment is estimated to cost at least £2,500 per worker. Movement within the sector and the associated duplicated recruitment costs total £1.3 billion over 24 months. What’s more, the cost of advertising jobs is huge. The social care market spends £1.8 billion annually advertising for workers via one job board alone. Providers need workers fast, so it’s no surprise agency staff and the cost of agency staff has increased. To solve this problem, which they experienced first hand, the team at Lodge Group Care UK Ltd a Care Quality Commission registered homecare provider in Romford, has developed a digital solution called ME Passport. ME is a digital compliance passport for workers. Workers own a ME passport containing all the compliance details they need to be WORK READY. Employers can check the compliance status of these potential employees, as well as better manage the compliance of their entire workforce. Benefits to the sector: - Increased capacity in the market - A faster, more efficient recruitment process - Greater accuracy on all compliance information held - A safe, secure system that can be accessed anywhere - A reduction on unnecessary paperwork ME will not only reduce time, money and stress for care providers, empower workers by giving them more opportunities and choice but it will also mean that some of the people most at risk in society, will have the best available carers at their fingertips. Lodge Care is a member of the Homecare Association and we have supported them from the outset as they developed their idea into a workable solution that could benefit the whole sector. We love supporting members who are seeking solutions to practical problems. To help take this solution to the next stage, I am delighted to be joining the advisory board of ME Passport. I’ll put some useful links in the comments for those who want to know more. Great job John Timbs 💚 Carly Rochester and team. #MEPassport #SocialCareInnovation #DigitalTransformation #socialcare #homecare #carehomes #recruitment #compliance #innovation #technologysolutions

Do you make any of these 3 common mistakes when checking right to work documents? With recent changes to Home Office right to work checking policies, it is worth going back to basics. Watch this space for updates. If you have a question about right to work checks, would like a review of your processes or would like training, Changes Immigration Ltd can help. Please DM me or leave a comment here. I will get back to you via LinkedIn or email. #hr #humanresources #righttowork #immigrationlawyer

In the United Kingdom, the process of verifying an employee’s legal right to work is a critical aspect of hiring and managing a workforce. To help employers navigate this process, the UK government has recently updated its “Right to work checklist” guidance. This comprehensive checklist is designed to assist employers in verifying that their employees have the legal right to work in the UK, reducing the risk of employing illegal workers and potential legal consequences. In this article, we will explore the key aspects of the updated guidance and its implications for businesses. The right to work checklist is a tool provided by the UK government to help employers conduct thorough checks to verify the immigration status of their employees. It outlines the steps that employers should take to establish a statutory excuse against liability for employing illegal workers. By following the checklist, employers can demonstrate that they have carried out the necessary checks and are not knowingly employing individuals who do not have the right to work in the UK. The updated guidance provides detailed instructions on how to conduct right to work checks. Please follow the link to read more about this guidance: https://lnkd.in/eHiX5nn5

Mid-week Staffing Insights! Some UK agencies remain unaware of the implications of Brexit. UK Businesses/Recruiters/Staffing companies cannot send their British workers into Europe to work for anything more than a business trip; without the correct right to work. Post Brexit the previously valid EU 183-day working rule is no longer valid for UK citizens. A couple of key highlights: 1. A self-employed worker does not have special rights to go work in Europe under a UK passport without a work permit. 2. Any employee providing work for a period longer than a business trip, shifting their base of work will develop a tax liability in country & need to be employed/established in the country of work (requiring the correct right to work – EU passport or work permit). 3. There is no blanket work permit for UK nationals to work in every European country. Industry leaders need to make sure that the employees are employed where they are providing the work, under the correct right to work. Protect your client & the entire supply chain; ensuring a compliant workforce. Along the lines of People 2.0 and myself, we will always happily work with any agencies to offer adequate solutions if required. Reach out if we can help! Ping me a message. #brexit #UK #business #work #recruitment #staffing