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Recruitment | HR processes | Birmingham City Council

Recruitment

Managers must record the proposed start date for new hires in Talentlink, or send an AskHR message with this information, to enable prioritisation of new hire equipment for critical roles.

Managers are also asked if new starters can operate via own devices or via access on mobile phones during the emergency time.

Recruitment to critical roles will be prioritised – managers should contact the Directorate Business Continuity Group representative regarding approval to recruit (names at the end of this document).

Completing right to work checks for new hires remotely

In order to support employers to easily carry out right to work checks, the Home Office have announced a temporary adjustment to the process in response to COVID-19 with effect from 30 March 2020.

What recruiters need to do now

If you are unable to use the GOV.UK website right to work online checking service to confirm the candidates right to work and need to request documents, then you must ask the candidate to submit their right to work documents (scanned or photo) via the Talentlink portal Talentlink.

  • Schedule a video call with the candidate
    • The candidate will need to hold the original documents to the camera
    • The employer will need to check these against the digital copies
  • The date the check is undertaken needs to be recorded as “adjusted right to work check undertaken on [insert date] due to COVID-19”.

If the candidate has a current passport, Biometric Residence Permit or Biometric Residence Card, or status under the EU Settlement Scheme, you can use the online right to work checking service while making a video call - the applicant must give you permission to view their details

Should a candidate be unable to provide any of the relevant documents, you are required to use the Employer Checking Service - If a candidate is unable to provide evidence of their right to work. All efforts must be made to ensure that they are not discriminated against.

Guidance on avoiding unlawful discrimination while preventing illegal working can be found on the government's website.

Right to work checks remain mandatory and guidance on carrying out relevant checks.

Please be aware that it is still an offence to employ anyone who does not have the right to work in the United Kingdom.

What recruiters need to do after lockdown ends

You will be notified when the measures end and after that date, you should follow the right to work checking process.

You will be asked to carry out retrospective checks on existing employees who:

  • Started working for you during these measures
  • Required a follow-up right to work check during these measures. You should mark this check: “the individual’s contract commenced on [insert date]. The prescribed right to work check was undertaken on [insert date] due to COVID-19.” (On TalentLink ensure this is created as a field that enables reporting)

The retrospective check must be carried out within 8 weeks of the COVID-19 measures ending. Both checks should be kept for your records.