Introduction
It is Arke’s policy that all recruitment and selection processes are carried out fairly and in accordance with
current employment legislation and best practice. Our aim is to recruit the most suitable person for every
vacancy. In line with sections 15 to 25 of the Immigration, Asylum & Nationality Act 2006, we are committed to maintaining the correct processes to ensure all prospective applicants and employees are legally permitted to work in the UK. This policy sets out the process followed in ensuring compliance with the applicable legislation. The procedure outlined applies to all employees and prospective employees.
Equal Opportunities
Arke is committed to the principles of equal opportunities and believes all prospective and existing employees have the right to be treated with dignity and respect. Therefore, all applicants will be treated fairly and equally with regard to protected characteristics. Protected characteristics relate to: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, gender, sexual orientation.
Care will be taken to ensure that job descriptions and person specifications do not include any requirements that cannot be justified, and interviews will be structured to avoid any potentially discriminatory questions.
In addition, the Company will consider whether roles can be worked on a part-time, job-share or flexible basis.
For further information on this please refer to the Company’s Equal Opportunities Policy.
Process For Preventing Illegal Working
The Company is committed to ensuring no one is employed without the legal right to work in the UK.
Therefore, all offers of employment are subject to applicants providing us with either the required original right to work document or the information necessary to carry out a check using the online Home Office right to work checking system. Applicants will be informed of this during the interview stage and advised further of this condition during the verbal and written offer stage.
All documents provided as proof of right to work will be verified by a manager in person, with a signed and dated copy sent to KaneHR, and stored on Breathe, our HR management system. These documents will be kept on file for a minimum of two years after the employee has left the Company.
For individuals with time-limited permission to work in the UK, the Company will request that evidence of their renewed right to work in the UK is provided prior to the expiry date of their current document. Proof of a valid application for a renewed right to work document will also be accepted in instances where this is yet to be granted. Checks will be carried out in line with Home Office requirements.
Failure to provide valid proof of the right to work in the UK will result in a retraction of the offer of employment.
Acceptable Documentation proving Right to Work in the UK
Acceptable right to work documentation will vary based on individuals’ nationality and type of permission to work in the UK.
All employees and prospective employees should refer to the Home Office guidance for clarity regarding
acceptable right to work documentation. This can be accessed here.
Data Protection
The Company processes personal data collected during recruitment and selection processes in accordance with its Data Protection Policy. This data is held securely and will only be accessed by or disclosed to those individuals who are required to do so for the purposes of managing recruitment processes.