The Trust risks breaking the law unless they undertake checks of entitlement to work in the United Kingdom, for all prospective employees before they start employment.
In order to comply with the above, the HR Recruitment Team carry out the following:
- Request right to work documents
- Validate the documents
- Copy and store
The UK BA now require the Trust to report with 10 working days, any change to a Tier 2 employees working status and contract details. These include:
- Changes to the contract start date
- Contract is terminated early
- Change in Job Title
- Change in core duties
- Change of salary other than for annual increments
- Maternity/Paternity & Adoption Leave
- Long Term Sick
- Employee affected by TUPE
The Recruitment Team will have informed the recruiting line manager at the time of appointment if their employee is classed as Tier 2. It is the Appointing Line Managers responsibility to report any of the above to the HR Business Partner of their Division.
Resident Labour Market Test
If a vacancy does not appear on the Home Office shortage occupation list, the employing organisation will need to demonstrate that they were unable to recruit a resident worker before recruiting an individual from overseas. The HR Business Partner of their Division will be required to provide details of the recruitment method used and give credible reasons why they did not appoint a suitably qualified resident worker. The Recruitment Team will keep the necessary evidence to show that we have completed an RLMT.