IT Thread Recruitment's obligation to provide work and information

IT Thread Recruitment's obligation to provide work and information

IT Thread Recruitment's obligation to provide work and information

Obligation to provide work

Q & A

Q1. What information must we obtain about the work-seeker?

Conduct Regulation 19 requires us to obtain certain information about a work-seeker before introducing or supplying them to a client.  This information is set out in paragrpahs (a) to (c) below and includes:

(a) The identity of the work seeker: we must confirm the identity of the work-seeker, whether this is an individual or a limited company which will supply the individual. 

You can check an individual’s identity by viewing  a passport, driving licence or long form birth certificate, a utility bill or other form of identification. However the expectation increasingly is that you will have seen some form of photographic ID.  Generally speaking the best document for this will be a passport since this is also the first port of call when verifying whether an individual has right to work in the UK (see (b) below).  Where a work-seeker does not have a passport or photographic driving licence you can check some other form of ID documentation such as a long form birth certificate (not the short form).  Importantly, a national insurance number or card is not by itself confirmation of identity or the right to work

(b) Experience, training, qualifications and authorisation: The Conduct Regulations require that the work seeker (and the person who would be supplied to do the work if the work-seeker is a limited company) has the experience, training, qualifications and any authorisation considered necessary or required by law or a professional body to work in that position.  Therefore  we should ask to see relevant certificates and check up to date registration with relevant bodies such as the Law Society, General Medical Council, etc. depending on the sector you supply into. 

Right to work in the UK: This comes under “authorisations”.  we must check that a work-seeker has the right to work in the UK before you supply him or her to the client.  It would be a breach of immigration legislation to supply a work-seeker who does not have the right to work in the UK

Finally, we should take copies of the documentation you check and store them securely.

(c) Willing to work in the position: We must also confirm that the work seeker is willing to work in the position, which the client seeks to fill i.e. you, should discuss the position with the work-seeker before putting his/ her details forward.

(d) Working with vulnerable persons: If we are introducing or supplying a work-seeker into a role in which they will care for or attend a vulnerable person, Conduct Regulation 22 requires checks in addition to (a) to (c) above, we must also:


Q2. What information must we obtain from the client about the position to select a suitable work seeker?

Conduct Regulation 18 requires that we obtain certain information from the client about the position they seek to fill.  This information includes: