The general rule is that when recruiting staff you should treat migrant workers in the same way as you treat local persons who apply to work for you.
The good practice recommendations for recruitment apply to all recruitment situations, regardless of whether the job applicants are migrant workers or not. So, the separate sections on job descriptions, personnel specifications, selection testing, etc. apply equally to all job applicants; although each section may also contain some additional guidance relating to migrant workers, where necessary.
The main purpose of this particular section of the website is to provide information on some additional issues that may arise when you consider job applications from migrant workers.
Equal opportunties monitoring
Further guidance on this subject of relevance to employing migrant workers is provided elsewhere on this webiste. Follow the hyperlinks for further guidance on monitoring community background and monitoring the other equality grounds.
You must comply with immigration laws.
It is unlawful for an employer to employ a person who is subject to immigration control, unless that person has current and valid permission to be in the United Kingdom, and has valid permission to do the type of work on offer.
The UK Border Agency (“UKBA”) is the public authority responsible for enforcing the immigration laws and is the best source of information and guidance about them. This information and guidance may be downloaded from the Agency’s website:
The UKBA has produced a code of practice that advises employers how to comply with immigration law whilst also avoiding acts of unlawful racial discrimination. If you employ, or intend to employ, migrant workers you should consider and apply this code of practice. It may be downloaded from the Agency’s website at this page.
Employing Migrant Workers