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Compliance & Legislation
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Our Recruitment Agency Compliance and Legislation Department ensures that Diverse Employment adheres to all legal requirements and guidelines within the ever evolving recruitment industry.

We pride ourselves on the knowledge and expertise we have within our teams on the most up-to-date Employment Legislation available, such as Asylum & Immigration, Working Time regulations, Equal Opportunities, Minimum and Living Wage legislation, Conduct Regulations and the Employment Agencies Act, and continually check this legislation to ensure that the necessary requirements are met.

Are You A Recruitment Agency With Membership of Professional Recruitment Bodies?

Diverse Employment is an equal opportunities employer and a member of the following associations and have the following accreditations:

Member of the Recruitment & Employment Confederation (REC) - membership no. 76910.

Using an REC member agency to find the right candidate for your available positions ensures that your whole recruiting process follows best practice procedures and adheres to all legal requirements, under the code of conduct set by the REC

REC Member

Gangmasters and Labour Abuse Authority (GLAA) - Authorised to act as a Gangmaster.
License no. DIVE0001

The GLAA (or Gangmasters and Labour Abuse Authority ) is the UK government agency set up to protect workers from exploitation in agriculture, horticulture, and food processing and packaging employment sectors.

Your business may not fall within the scope of the GLAA, however, using a GLAA Licensed Labour Provider, such as Diverse Employment, ensures that you can rest assured you are working with a Recruitment Agency that understands the requirements and responsibility required by the Gangmasters and Labour Abuse Authority and that we are able to deal with any business operating in a GLAA regulated sector wishing to engage workers employed by ourselves.

Very few Recruitment Agencies are GLAA Certified Gangmasters, and so if you operate in a GLAA regulated sector you should check both the presence and validity of a Gangmasters license with your chosen labour provider prior to obtaining any workers, this is important as without the GLAA certification both the provider and the labour user may be liable to substantial fines.


Health and Safety

As a supplier of labour, Diverse Employment have a duty of care to ensure that both our permanent and temporary employees are working in safe environments. This is a responsibility that is a high priority within our business and we make sure that every role that a permanent or temporary employee is requested to carry out has had a recent risk assessment.

The full details of the working environment and any personal protective equipment (PPE) that is required to perform a role are explained to every candidate before they accept a position.

We pay particular attention to the driving hours regulations and all our staff involved in the supply of drivers are comprehensively trained in the subject. This gives the client confidence that we will not be putting their business at risk by supplying drivers who are not legally able to drive.

We work with all of our clients on health and safety issues within the workplace and have a pro-active approach to protecting our candidates and clients on all matters related to this matter in accordance with the HSE.

Agency Workers Regulations 2011

As a user of agency labour, you may or may not have heard of the Agency Worker's Regulations (AWR) . The AWR came into force in the UK on 1st October 2011, giving a comparative agency worker the right to equal treatment to those of the worker recruited directly by the hirer.

The purpose of the Agency Workers Regulations (AWR) is to give temporary agency workers legally equal treatment to comparative permanent employees in terms of 'pay and working conditions'.

In the UK, the social partners, the CBI and TUC, agreed in May 2008 that the right to equal treatment will apply only after 12 weeks of service within a single company.

For example, this means that after 12 weeks of service they will be entitled to the same basic hourly rate as if they had been recruited directly by the organisation they have been working for.