Embrace HR Aylesbury BABICM Conference Image 2021

Last month, Cecily Lalloo and Misty McCrory attended the two-day 25th anniversary BABICM Conference at the Vox Conference Centre in Birmingham. Here’s what they thought!

“The talks were very interesting,” said Embrace HR Limited Managing Director, Cecily Lalloo, “though some of them did go over our heads as they were quite technical!

“I was amazed at the diversity of speakers and the topics covered, some of which were quite controversial. There are only a handful of neuropsychologists in the country, and they are all bringing their research to the table.

“One of the speakers talked about listening, finding out about the environment in which our clients live, and understanding their behaviours that may be associated with their environment. They talked about medication and how a change in dispensing medication should be high on the list.”

The second day included displays by clients showcasing their talents. And, overnight, a dinner with awards and naming the new BABICM Chairperson, Vicki Gilman.

Ben is a stand-up comedian and supporter of brain injury awareness. He suffered serious head injuries in a motorcycle accident in Croatia 12 years ago, when he was just 21 years old. Ben was in a coma after the crash and, after being flown back to Britain in a special air ambulance, the promising young sportsman spent 10 months in a specialist rehabilitation unit. Although his recovery has been remarkable, Ben says his brain injury can still cause problems. He has since dedicated much of his time to raising awareness of brain injuries by appearing at various seminars, stand-up comedy shows and even appeared in the Channel 4 television show ‘First Dates’.

Misty said, “Attending the BABICM conference proved to be an interesting two days, with some thought-provoking speakers. It was great to get out and meet people face to face again. It was clear that HR is not at the forefront of people’s minds, and this is something that needs to change. We learnt that recruitment of carers is an issue for so many – employers are finding it hard to find staff and the recruitment process is generally taking much longer than usual. There was also considerable interest in Cecily’s upcoming book!”

Cecily concluded, “We had such a fabulous couple of days at the Conference and we’re looking forward to the next one in December! We met many case managers and solicitors who we had not met face to face before – it was so good to put faces to names as well.”

You can find out more about the conference on the BABICM website.

Main banner image courtesy of Mike Beard – see if you can find Cecily and Misty!

Pictured below: Ben Shevlin, Cecily and Misty sharing a selfie at the awards dinner, and an image of the layout.

Embrace HR Aylesbury Ben Shevlin Embrace HR Aylesbury Cecily and Misty sharing a selfie at the awards dinner Embrace HR Aylesbury BABICM Conference layout

Embrace HR Aylesbury A new book by Cecily Lalloo

Employing people in your home does not need to be a hassle if you know how! Read this independent review of Cecily Lalloo’s new book guiding you through the things to know and do…

Book Review

For most of us, having to employ care staff for us or our families at home is not something we expect to do. It’s not something we are prepared for.

And because when we do have to do this, it will often come at a traumatic time – after a major illness or accident when the last thing we will want to think about is employment law and tackling red tape – we need help to come in a simple and digestible form.

That’s why Cecily Lalloo’s book will be a real godsend to families in this situation. Written in plain terms, it offers guidance and support for people who find themselves being the employer in their own home. Cecily herself has a wealth of expertise in HR and the care sector, so you can tell that the advice you’re getting is really valuable.

She takes things from the very beginning, explaining the types of employment, and different scenarios that you may find yourself in.

Working through step by step, the book makes it so easy to follow the whole employment cycle. Cecily explains in plain terms how to find the right person – she discusses considering both their attitude and their skillset, whether they will be employed on a permanent or casual basis, and how to advertise and keep within discrimination laws.

There are some interview questions you can use and at-a-glance top tips.

What I love about this book is the simple way it is laid out. There are useful checklists that make it easy to see at a glance what you need to do. Really useful when you are busy and stressed – the last thing you need is help that is complicated and convoluted! The case studies also help to put everything into a real-world perspective.

The same style is used throughout the book. Cecily explains how to make a job offer (not something most of us have ever had to do, I’m sure), and her advice makes it seem straightforward. Again, a checklist of what to include in the contract is laid out for you.

Cecily then goes on to explain what should be expected of a working relationship, how to deal with breaks, holidays and time off – even things such as maternity and parental leave. It is explained in such a straightforward and matter-of-fact way that it doesn’t seem at all daunting.

Of course, there may be problems along the way – and again, Cecily explains how to handle having to dismiss an employee, along with their resignation, redundancy or retirement.

Having someone working for you in your own home, especially under what can be stressful conditions, is not easy for many people, but with this book, Cecily gives ordinary families the tools to handle far more than they may ever have imagined. There may be times when you need an HR expert, and she highlights these throughout the book, but overall it is a guide that no family planning on hiring a carer should be without.

The ebook is available at: https://bit.ly/3pLNWpm

“I wanted to say I have read your book and it is brilliant. I found it easy to follow, informative and helpful for my role.” – Case Manager

Cecily’s Response

“I was so thrilled to receive this wonderful independent review of my new book – the first in my Employing Positively series. This one is particularly special to me – as it is aimed at helping families who are already going through a traumatic time: Employing Care Staff in Your Home.

“I am also hoping it will help me achieve another goal of mine – I plan to set up a sensory room for children with brain injury in my home country of Zimbabwe, so for each book sold, £1 will go towards that cause”

 

If you would like to discuss the book further, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.

Following a major consultation this summer, the Care Quality Commission has launched a new strategy for regulating healthcare and the social care industry…

Healthcare Regulation by the CQC

A new strategy has been launched by the Care Quality Commission (CQC), which aims to have a positive effect on patient care and ‘regulating in a targeted way’.

The strategy has been pushed ahead by the pandemic, with digital systems being used more than ever, and is the result of extensive consultation with social care and health providers as well as the public, charities and other relevant organisations.

The new strategy has four main pillars:

  1. People and communities – the aim is for the regulation to be driven by people’s needs and experiences, concentrating on what is important to them as they use and access services
  2. Smarter regulation – the plan is to have a more dynamic and flexible approach to regulation, with up-to-date and high-quality information and ratings, and easier ways of working with CQC
  3. Safety through learning – safety will be an absolute key focus. The culture across health and care will ensure that people can speak up, and so share opportunities for learning and improvement opportunities
  4. Accelerating improvement – health and care services, along with local systems, will be encouraged to access support in order to help them improve quality of care where it’s needed most.

Local health and care systems will also be assessed differently and the CQC will alter how it addresses local challenges.

Central to the above four cores are two key ambitions:

  1. Assessing local systems – offering the public independent assurance about the quality of care within their area
  2. Tackling inequalities in health and care – pushing for equality of access, experiences, and outcomes from services.

The CQC also points out that in order to be effective and to help improve the quality of care, people’s feedback and experiences is going to be vital, and it seems that we will see more ways developed for the CQC to gather views from a broader range of people, including those working in health and social care, and improve how this information is recorded and used.

It will also mean that clients, their families and advocates will be able to easily offer feedback about their care and learn how this is used to inform regulation.

Another key part of the strategy is going to look at health and care services together, evaluating how they work with each other in partnership to provide a rounded service to the people who need them.

Any organisations offering complex care must be registered with the CQC – further details can be found at www.cqc.org.uk/guidance-providers/registration/what-registration.

Requirements for Case Managers or HR Managers

So, as Case Managers or HR Managers within the care arena, what will you need to consider?

  1. The CQC has said: “It’s time to prioritise safety: creating strong safety cultures, focusing on learning, improving expertise, listening and acting on people’s experiences, and taking clear and proactive action when safety doesn’t improve.’’ Looking at the culture within your own organisation, and ensuring that there are clear, safe and transparent ways for your workers to highlight any concerns, without fear of reprisal or disadvantage is going to be more important than ever
  2. Be aware that while on-site inspections will still be an important part of regulation, there will be a more flexible, targeted approach (rather than a set schedule of inspections). A range of methods, tools, and techniques will be used to assess the quality of your organisation’s services
  3. Know that any issues highlighted will be addressed quickly, so ensure that your teams and managers are aware that they will need to be flexible in order to make improvements
  4. Plan to work with managers to ensure the organisation is prepared for the new regulatory regime. In-depth assessments should be carried out sooner rather than later, in order to identify areas that need improvement
  5. Always consider the needs of your care workers. Karolina Gerlich, CEO at The Care Workers’ Charity, has expressed concern that the new CQC strategy doesn’t talk more about the workforce, their needs and wellbeing – especially following the pandemic. She stated that even before Covid-19, “care workers were burnt out and underappreciated, and now more than ever, their wellbeing must be prioritised’’. Something HR Managers can certainly focus on.

Some ways that we recommend to address point 5 of the above could be: regular 1-2-1’s and reviews – ensuring notes are kept of meetings concerning conduct or capability in order to target training and ongoing support. These actions will help address wellbeing or mental health concerns as it provides care staff an opportunity to discuss issues that may be affecting performance. And finally, use software to ensure personal information is up to date and kept secure.

What is the CQC?

The Care Quality Commission is the body that acts as an independent regulator for health and adult social care in England. Its job is to ensure the safe and effective delivery of health and social care services – focusing on compassion, high-quality care and constant improvement.

What is complex care?

Complex care involves specialist support for a client who has a long term or chronic health condition. The extra support enables them to manage everyday activities and their symptoms in order to achieve a high quality of life and as much independence as possible.

If you would like to discuss this subject further or need assistance to ensure you meet the new regulations, please contact Cecily Lalloo at Embrace HR Limited. T: 01296 761288 or contact us here.

If you would like to receive our newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.

 

Multi Racial Women at Work Embrace HR Aylesbury Halo effect

When one employee is the ‘golden child’ it can have a negative effect on the rest of your workforce, and it needn’t just apply to individuals. So what is it and what can you do about it?

Positive Bias

You may not have come across the term ‘halo effect’, but you’re bound to have heard the term ‘golden boy/girl’. This may have applied to another pupil when you were at school, or even to one of your siblings.

The halo effect is an unconscious judgment of a person, company or product which subsequently influences their thoughts and feelings about him/her or it. It explains how our overall impression of someone, or something, can colour our perceptions.

For example, at school, there may have been that one child who seemed to be the model student in reception class – never told off, lovely neat handwriting, well ahead on their reading. Or they may have looked like an angelic child who is always chosen for every opportunity – such as sports events or meeting important visitors – throughout their school life. As you got older, perhaps you realised that they weren’t necessarily the best sportsperson, or best public speaker – and started to question why they always got chosen.

It was the halo effect. The teachers, in our example, recognised a child who looked as if they were the ideal student at a young age and never gave them any trouble in the classroom; they perceived everything they did as being at the level of this mythical model student.

If you can remember how that made you and others in the classroom feel – maybe jealous, forgotten, even inferior – you can now take those feelings and transfer them to your adult members of staff.

We know from first-hand experience that this still happens, even in today’s world, and must make every effort, if it doesn’t come naturally, to make a conscientious effort to look past the obvious to find the many positives beneath the façade.

The Halo Effect at Work

The same thing can easily happen in a work situation. An employee makes a good impression when they join the firm – maybe they offer up a clever solution to a problem or get great feedback from a client. They may just be incredibly enthusiastic. Or it could even be something more personal – a hobby they share with a manager, or that they were referred for the job by a senior member of staff.

This creates an impression that remains with them as they work within the organisation. They may not do anything else of outstanding value but if everyone thinks they must be good because the firm’s owner recommended them, or because they appear to be enthused and positive about the work, they are automatically in an advantageous position, when compared with other staff members.

This bias afforded them will, naturally, mean that other staff will not be viewed so positively, even if they are doing a similar job to a similar standard. This can of course lead to resentment, especially if our ‘golden child’ is receiving opportunities and perks that the others aren’t getting.

Interestingly, the opposite is also true. The reverse of the halo effect is referred to as the ‘horns effect’ or the ‘devil’s horns effect’. This is where an initial negative characteristic during a first impression spurs negativity bias, the subsequent impact of any negatives are then greater as a result.

It’s Not Just About People 

The halo effect can also apply to the service you are providing and/or your brand. As they say, you don’t get a second chance to make a first impression and that equally applies in the care sector.

The client’s dealings with your organisation – even before a support worker or carer steps through their door – will also have an impact on their first impression. If they have received great customer service, and clear and transparent communication, they will be more likely to look upon that support worker favourably when they first meet them.

In addition to first impressions, the halo effect can be linked client satisfaction and fulfilment of their complex care needs. Often the quality of care is associated with factors such as cleanliness, maintenance, noise, and food.

What’s the Answer?

With respect to individuals in the workplace, the first thing is to train your senior staff and managers, so that they understand what the halo effect is, and how to recognise if anyone is receiving a positive bias. This often starts at the recruitment stage, with a bias leaning towards interviewees who have a common interest with a manager, or who excel in one particular interview test, which can encourage recruiters to gloss over other less-favourable traits.

This can also happen once the person is employed. If they, for instance, have great results in one area, there might be a tendency to overlook some of their less impressive performances – perhaps how they communicate with other members of staff or clients. HR needs to be aware of this so that they can be proactive when it comes to things such as disciplinary hearings and performance reviews.

In terms of your company and levels of service, do consider the following in respect of your client’s satisfaction:

  1. First Impressions – could your communications be improved? Think look and feel, tone of voice and presentation.
  2. Cleanliness – you’ve heard the expression that cleanliness is next to godliness? Never has a truer word been spoken in connection with care! Cleanliness should be always at the forefront of everyone’s mind.
  3. Maintenance – ensure tools and equipment are maintained, not only in terms of operation but cosmetically too.
  4. Noise – consider how your carers conduct themselves and where they spend time and communicate when on their breaks, including the volume of their voices and any mobile devices.
  5. Food – remember that, in your clients’ eyes, presentation and delivery are just as important as meeting their dietary needs.

Further Reading

You might be interested in this free ebook entitled: The 17 Proven Strategies to Improve Patient Satisfaction & Experience. Although predominantly aimed at hospital care, it may offer some useful insights.

If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.

Job Support Worker

Support Worker, Northwood, Greater London

A responsible carer is required for a family in Northwood, Greater London to work with their 13-year-old daughter who has special physical needs. It is essential to have a driving licence as you will drive her to and from school on a daily basis in her adapted vehicle. You will work as part of her team.

About the job

  • Take our client to school and collect after school
  • Ensure her safety in her wheelchair on the journey
  • Provide a safe and happy environment
  • Provide a snack for her prior to the journey
  • Provide care and support as required in the home with her family, undertaking tasks as discussed with the Parents, which may include personal care.

Requirements

  • Female required – this is an exemption of the Equal Opportunities Act
  • Must have at least 5 years’s driving experience for car insurance purposes
  • Full UK Drivers licence
  • First aid training
  • Good level of spoken English
  • Awareness of safeguarding and the rights of young people
  • Punctual, committed and dependable
  • A calm temperament, trustworthy, reliable with a good sense of humour, and a passion for working with children
  • Satisfactory references, right to work in the UK, and an Enhanced DBS certificate for child workforce are requirements this Carer / Support Worker role.

If you think this is a job for you but can’t commit to the morning shifts, Consideration will be given to working only the later shift.

Hours: Term Time

  • Monday, Tuesday, Wednesday and Friday
  • 06:45 to 10:00 and 13:45 to 20:00

School holidays and half terms: Shifts by agreement

Salary: Up to £12.00 per hour.

Part-time hours: 39 per week

COVID-19 considerations:

  • Initial interview will be by telephone. Subsequent interviews may take place by video and face to face.
  • The client’s parents are mindful of the current situation and take every precaution to ensure as COVID-safe an environment as possible.

To find out more and to apply for this position visit: https://uk.indeed.com/job/support-worker-96a6549e10a98144

Closing date for applications: 19 September 2021

Job Support Worker

Support Worker for Nights in West Chiltington, West Sussex

Part-time, permanent, 22 hours per week.

Are you used to disturbed nights?

Do you live in the following catchment areas? Worthing, Brighton, Burgess Hill, Haywards Heath, Lewis, Horsham, Storrington. West Chiltington?

Find out more about this role.

Working time

Sunday and Monday nights from 9:30 p.m. to 8:30 a.m.

Pay rates

  • Sunday night : £115.50 per shift
  • Monday night: £108.50 per shift

About the client

A young boy with cerebral palsy affecting all 4 of his limbs. Mum describes him as “very good natured, sweet, affectionate, non-verbal but does vocalise and uses facial expressions. He is a very happy child.” He is fed and has all medication via a gastronstomy. He loves music, TV, swimming, riding his trike, attempts adventurous activities when on holiday. He enjoys school, being with his friends and is sociable.

About the role

Your role is to help prepare him for sleep and to settle him when he disturbs during the night. You will also assist in his morning routine and get him ready for school during the term. He has physical needs and requires hoisting for all transfers. No night is the same and this role is not a sleeping night but seen as a “resting night” as you are expected to attend to his needs when necessary during the night. Some nights he is quite settled and others he is not. You will work in a lovely home where the night support worker has their own room, bathroom and use of a duty room. The parents are supportive and the staff enjoy the work and working with the client.

A DBS for childworkforce is a must and if you are not on the DBS Update Service we will arrange for you to apply again.

About you

You will have some experience of disturbed nights which could be with your own family. The family are willing to train the person with the right attitude, even if they do not have all the experience. Essentials are:

  • Confident in your own abilities to work with our client
  • Resilient to stay awake or have disturbed sleep
  • Sensitive to his needs, for instance not talking over him
  • Able to relate positively and enthusiastically to young people
  • Responsible to work on your own over a night shift, ensuring the safety, dignity, needs and wishes of the client and follow the care plan. The parents are on hand if needs be.
  • Computer literate to support our client and to communicate with the family and case manager.

Desirable:

  • Some experience with people with special needs in their home or working life
  • First Aid certificate
  • Previous training in medication provision, lifting and handling, safeguarding

Part-time hours: 22 per week

Salary: £224.00 per week

COVID-19 considerations:

  • Initial interviews will take place by telephone or video
  • Where face to face interview is required, you will follow the instructions at the home, including the use of masks, sanitisers, etc. as the family take account of the government guidelines.

To find out more and to apply for this position visit: https://uk.indeed.com/job/night-support-worker-f20b794516f7fb61

Closing date for applications: 19 September 2021

Job Support Worker

Housekeeper / Nanny

Full-time, Permanent

£32,000 a year

This Housekeeper Nanny job is ideal for you if you enjoy housework and working with children. The role is in Northwood, HA6 and the pay is above average.

The Role

To provide support for 2 daughters aged 11 and 13; and a son aged 14 in a caring and busy family home. This is an ideal role for someone who is organised and willing to be flexible and to support the family’s chosen lifestyle and interests that are varied. The children enjoy activities such as swimming and skiing and other outdoor activities. You must enjoy driving as the children need to be taken and collected from school and their activities. Housework is a large part of this role so you’ll not be afraid of the hard work that this entails.

To give you an idea of the job tasks we break it down as follows: 15% Nanny, 35% cleaner, 30% cook and 20% washing ironing.

This is a live-out position.

Working time:

  • Monday to Friday
  • School term: 07.00 to 19.00
  • Non-school term: 09.00 to 18.00

Pay

  • £32,000 per annum

Main duties and responsibilities

  • Wake and assist children to get ready for school
  • Drive the children to school and other social and leisure activities
  • Undertake appropriate creative, education and outdoor activities
  • Organise activities during non-school term
  • Help children with homework
  • Plan weekly meals with parents and prepare meals
  • Undertake daily and regular cleaning of the home
  • Laundry and ironing
  • Shopping and other duties as required.

Required

  • Full, clean drivers licence and a confident driver
  • Good level of written and spoken English
  • Organised to plan and prioritise work activities
  • Firm but tolerant and able to create a balance between work and play
  • Reliable, punctual, flexible to vary hours to accommodate family routines and energetic lifestyle
  • Non smoker
  • Enhanced DBS for child workforce

To find out more and to apply for this position visit: https://uk.indeed.com/job/nanny-housekeeper-f3a910c3b2e3f6b8

Closing date for applications: 28 August 2021

Embrace Antiracism

With awareness of racial issues more prominent than ever, now is a good time to ensure that you are fully conversant with the relevant rules, regulation and legislation, as it applies to the care sector as it does any other…

Recent government figures show that a large proportion of ethnic minority workers make up the healthcare sector [GOV.UK: Employment by sector 15/5/20] that includes public administration, education and health so it is vital that anyone managing staff in the care sector handles any matters surrounding racial equality in the correct manner.

Protection against discrimination due to someone’s race is provided by the Equality Act 2010. Race discrimination, which has been illegal in the UK since 1976, occurs when someone is unfairly disadvantaged for reasons related to their race – this includes for their colour, nationality and ethnic or national origins.

Factors at work that are protected by the Equality Act include:

  • recruitment and selection
  • promotion
  • training, pay and benefits
  • redundancy and dismissal
  • terms and conditions of work.

First let’s clarify the two types of discrimination: direct and indirect.

What is direct discrimination?

This is when a person is treated in a less favourable manner because of their race, when compared to others. For instance, if a care assistant or support worker of the same experience was paid less or expected to work less sociable hours, because of their race.

What is indirect discrimination?

This is when a particular provision or criteria puts a person of a certain race at a disadvantage, For example, if staff who don’t work on Saturdays are not eligible for promotion. If you have Jewish staff who observe the sabbath on Saturdays so are unable to work, that could be seen as indirect discrimination, as it disadvantages a racial group.

Changing attitudes within your organisation 

Organisations that promote an open culture of respect and dignity for their employees, and who are shown to value difference are more likely to have acceptable attitudes among their workforce.

It is important to show by actions that you will address any racism in the workplace – deal with any matters that come to your attention as soon as possible.

Create an anti-racism culture by:

  • Making it clear what your organisation’s values are, and also ensure it is clear that there is a zero-tolerance policy on racism
  • Tackle ways of working across your organisation, from people management to operational matters, to ensure systemic racism is stamped out
  • Ensure that any sustained action to challenge racism is shown to come from the managers and that it is clear that there is a commitment to change
  • Carry out a critical appraisal of your people management system
  • Ensure there are safe spaces to talk, to complain, to share experiences and so on
  • Be transparent in what you are doing and ensure that there is the opportunity for two-way communication.

Claims of racism in the workplace

As an employer, you are responsible for making sure that discrimination does not happen in your workplace. If a member of your staff is accused of racism, be aware that you can be responsible – it is called ‘vicarious liability’.

The law requires you to do everything reasonably possible to protect your staff from racial discrimination. If an employee feels that you have not looked after them under your ‘duty of care’ towards your staff, and that they cannot continue to work within your organisation, they could have a case for constructive dismissal.

You must investigate any claim of harassment or discrimination, otherwise you could find yourself subject to an employment tribunal. By taking the claim seriously you send out a clear message that racism will not be tolerated, that employees can expect to be helped if there is a problem and show that you make the workplace a fair place to be.

It is also prudent to note that employers are liable for acts of discrimination, harassment and victimisation carried out by their employees ‘in the course of employment’.

Best practice

It is also good practice to ensure that your staff are aware of any racial issues when it comes to caring for their clients and patients. ‘Race Equality in Health and Social Care’ from the Equality Commission of Northern Ireland is a useful document to review.

If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.

Embrace Right to Work Checks

From 1 July, the rules surrounding the right to work checks for EEA (European Economic Area) nationals have changed. Make sure you are up to date…

Right to Work

Updated guidance has been released by the government when it comes to right to work checks. Within the care sector there is a high proportion of workers from outside the UK, so it is vital that the correct checks are carried out to ensure you, as the employer, are not liable for a civil penalty.

Please note, these checks must be carried out before day one of the employment start date.

Need-to-know

  • Employers can be subject to a civil penalty of up to £20,000 for each employee who does not have the right to work in the UK, if the correct checks were not carried out.
  • Note that companies need to have a sponsor license to hire most workers from outside the UK. Find out how to apply at www.gov.uk/uk-visa-sponsorship-employers.

What has Changed?

From 1 July 2021, EEA nationals (and workers from Switzerland) will have to demonstrate their right to work. This will be done using the Home Office online service – and it will be relevant to their immigration status, not their nationality. An online check is required for workers who only have digital proof of their immigration status in the UK. This applies to most EU (European Union), EEA, or Swiss citizens.

From this date an employer will no longer be able to take ID cards of EU, EEA, or Swiss citizens as proof of right to work.

Note that employers will not have to carry out retrospective checks on employees who are EEA nationals and who were employed on or before 30 June 2001. This applies as long as the initial right to work check was undertaken in line with right to work legislation and the Home Office guidance.

Case Study

We recently interviewed a Turkish national who works in the care industry. They had entered the UK six months ago on a self-employed visa.

So with these new laws in place, were we able to recruit them?

Turkey is neither an EU or EEA country. (The EEA includes EU countries plus Iceland, Liechtenstein and Norway. While Switzerland is neither an EU or an EEA member it is part of the single market. so Swiss nationals have the same rights to live and work in the UK as other EEA nationals.)

The ECAA 1, the self-employed Turkish Businessperson visa, allows Turkish citizens to form a new business or join an existing business. This visa requires the individual to show that they have the funds necessary to cover their living and business expenses, as well as any expenses of their dependents.

In essence, the requirements mean that the individual will not seek benefits to cover their expenses. The Turkish national we interviewed could have worked with our client as a self-employed person under HMRC rules, However, our client needed a full-time person who could cover various shifts, including nights. The Turkish national had other clients and would not have been able to commit and withdrew.

Find out more about the rules for recruiting workers from outside the UK at www.gov.uk/guidance/recruiting-people-from-outside-the-uk.

If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.