Recruitment
Volunteers, agency workers, consultants, students, contractors - are there different requirements to consider when conducting right to work checks for different worker types?
Conducting right to work checks can be a complicated business, with requirements varying depending on factors such as an employee's immigration status, nationality and start date, and mistakes proving increasingly costly as a result of a Government crackdown on illegal working.
With the Employment Rights Act 2025 set to reduce the qualifying period for protection against unfair dismissal to six months, probationary practices are going to come under increasing scrutiny. Our research shows that probation fails less often from weak policies and more from managers lacking the support and training to apply one effectively - a weakness organisations are reluctant to address.
Major changes to the UK's immigration rules affecting the requirements for sponsoring overseas skilled workers came into force earlier this year. What impact do these changes have on employers, and will hiring overseas workers, including right to work obligations, continue to become more challenging? We answer 15 of the most commonly asked questions.
As part of the Government's digitisation of the UK immigration system, physical documents, including biometric residence permits (BRPs), which are currently used to prove immigration status, are being phased out and replaced with eVisas by the end of 2024. Employers will need to take steps to update their impacted workplace population, and implement processes to complete follow-up right to work checks where required.
Companies are realising the advantages of hiring workers internationally, but it can be tricky to recruit, pay and manage workers in foreign countries. If you don't have legal entities in the countries where you want to hire, working with an employer of record (EOR) is the easiest way to leverage a global workforce. As Remote's Preston Wickersham explains, it's a cost-effective approach that minimises the many risks of global expansion, whether you're a startup, a small- or medium-sized business or a large enterprise.
This could be a pivotal year for HR. As ever, the cornerstones of what we do will be recruitment, retention, motivation, performance and productivity, but - asks Andrew Walker of Personal Group - what do they mean for HR and reward professionals in 2024 and beyond?
HR professionals have been navigating their organisations through unprecedented times over the last couple of years. Here, drawing on our latest HR roles and responsibilities survey, we look at how organisations are preparing for the 12 months ahead and pick out some of the areas making HR's priority list for 2024.
Organisations are struggling to attract talent, but it doesn't have to be that way. Based on our survey findings, we explore ways to help employers address the skills shortage and stand out from the competition.
The people profession is operating in a "VUCA world on steroids" (VUCA = volatility, uncertainty, complexity and ambiguity). So said CEO Peter Cheese as he welcomed around 1,300 delegates to the 2023 CIPD conference in Manchester.
Commentary and insights: HR and legal information and guidance relating to recruitment.