UKEmployment & HR
Recruitment Procedure
Fair recruitment process including right-to-work checks and non-discriminatory practices.
What this document covers
A documented recruitment procedure ensures you hire fairly, comply with right-to-work checks, and avoid discrimination claims. In the hospitality sector, right-to-work compliance is heavily scrutinised by Home Office enforcement teams.
Key sections included
- Job description template
- Person specification
- Advertising
- Shortlisting
- Interview procedure
- Right-to-work checks
- References
- Offer process
Frequently asked questions
When do I need to do right-to-work checks?
Before the employee starts work. You cannot allow someone to start until you've verified their right to work. Keep copies of documents for the duration of employment plus 2 years.
Document details
- Legal basis
- Equality Act 2010; Immigration, Asylum and Nationality Act 2006
- Enforced by
- Employment Tribunal / Home Office
- Penalty for absence
- Civil penalty of up to £45,000 per illegal worker for failure to conduct right-to-work checks. Discrimination claims are uncapped.
- Category
- Employment & HR
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