Pageturn 2024_25

Helping Raise Standards Across The Industry

We are proud to offer fully funded, industry-recognised training through our partnership with the National Skills Academy for Food & Drink, giving our clients and candidates access to the skills they need to succeed.

ALP Welcome

As we approach 2025, I’m pleased to share the latest edition of the ALP Handbook— an indispensable resource for all organisations in the UK labour supply chain.

Labour providers play a vital role in our economy, supplying key workers to critical sectors to keep our nation fed and supplied with essential goods.

This past year, our industry has adapted to an evolving landscape marked by shifts in government, new legislative demands, and economic pressures that impact every corner of our sector. The year ahead promises to be equally dynamic, bringing new opportunities and challenges. Our top priorities include major updates to employment rights, the establishment of the Fair Work Agency, increasing employment costs, and the complexities surrounding employment status. By working closely with industry partners and government bodies, we are dedicated to providing clear, actionable resources that enable our members to anticipate and adapt to these changes effectively.

Adaptation is what we do best. It has always been a defining strength of our industry, and the businesses that embrace change to meet the evolving needs of workers, clients, and supply chains will be the ones that thrive in this environment.

At ALP, our mission is to support organisations at every stage—whether you’re a well-established labour provider, new to the industry, or a company managing labour providers in your supply chain. We are committed to delivering tailored expertise, practical tools, and guidance to meet your unique business needs. Your trust in ALP as your strategic partner is invaluable, and your engagement is crucial to achieving our mission for UK labour provision to be recognised as a model of global good practice.

I hope this handbook serves as an invaluable resource in the year ahead, providing you with a roadmap to the knowledge and support needed to overcome challenges and seize new opportunities. If you’re not yet an ALP member, I invite you to connect with us—we’d love to discuss how we can support your business.

Best regards

Joanne Young Chief Executive

Directories

Meet the ALP Team

Becky Critchley Operations Administrator

David Camp ALP Chair

Alison Prince Operations Administrator

Joanne Young Chief Executive Officer

Heather Wild Operations Manager

Lorna Bramwell Head of Member Engagement

Gillian Haythornthwaite Head of Development

Healey Newson Recruitment and Engagement Executive

Michelle Elmer Data Administrator

Stafflline provides comprehensive and innovative workforce solutions to many of the nation’s best-known brands within the food and drink sector, enabling 27,000 people into good work every day.

We specialise in providing a broad range of temporary and permanent staff, from Production and Warehouse Operatives to Site Managers.

In 2024 so far, we’ve placed over 3,000 long-term unemployed people into work and supplied more than 20 million hours of labour across the UK.

Our strong adherence to compliance and industry standards is backed by our memberships with ALP & Sedex; our commitments as business partners with Stronger Together and Responsible Recruitment Toolkit and through our GLAA Licence.

Website: www.staffline.co.uk Email: newbusiness@staffline.co.uk

ALP Mission and Purpose

Established in 2004 at the instigation of the UK government and industry stakeholders, ALP is a not-for-profit trade association promoting responsible recruitment and good practice for organisations that supply essential workers across primary and industrial sectors, construction, food and general manufacturing, warehousing, logistics and the supply chain.

The ALP influences government and regulatory policy and provides a wide range of practical and up to date information and services to its members.

Constituted as an incorporated trade association limited by guarantee, ALP is governed by a Members’ Council of 16 labour providers with an independent Chair and Chief Executive.

The ALP’s mission is for “UK labour provision to be recognised as a model of global good practice” achieved through six policy focus areas:

1. Supply Chain Partner

Driving awareness of the crucial role labour providers undertake in supply chains through the sourcing and supply of a high calibre future workforce.

2. Access to Labour

Promoting national policy actions and developing industry capability to maintain ongoing access to an adequate labour supply of all skill levels.

3. Fair Charge Rates

Promoting payment of fair charge rates to labour providers that enable business sustainability and does not foster worker exploitation or tax evasion.

4. Fair to Workers

Supporting labour providers to meet legal and ethical responsibilities and to treat workers fairly and with respect.

Support for clear and proportionate regulation of labour provision that facilitates fair competition. 5. Fair Competition

6. Responsible Recruitment

Leading a stakeholder partnership approach to drive continuous improvement in responsible recruitment standards applied by labour providers.

Our recruitment consultants are experts in their field and genuinely value what they do. But don’t just take our word for it...

93%

9.4

91% is the length of our average client relationship of our permanent candidates have stayed at their new job for at least 12 months of our temporary candidates complete the full length of their assignment

years

ALP Membership Subscription

Join ALP and unlock unlimited access to our full range of resources, including our comprehensive library of guidance, our eLearning courses and our expert labour helpline.

The ALP membership year runs from January to December, but new members are welcome to join at any time. Here’s how your organisation can benefit:

n Labour Providers: Become an ALP Member to gain expert support, resources, and guidance, helping you attract, recruit, and supply workers in a professional, responsible, and legally compliant manner.

n Businesses Using Labour Providers: Join as an ALP Producer Associate or Supply Chain Associate to receive expert guidance, compliance support, and valuable resources for effective, ethical, and legally compliant workforce management.

n Business Service Providers: Become an ALP Service Partner to connect with our network and provide support to our members, enhancing your reach and impact within the industry.

Our 2025 subscription rates for labour providers are based on your organisation's total annual turnover, offering incredible value for the breadth of services and resources available. Associates pay a fixed subscription fee.

Do you recruit or supply agency workers?

Labour providers play a vital role in our economy, supplying key workers to critical sectors to keep our nation fed and stocked with essential goods. ALP membership offers labour providers the expertise and resources necessary to navigate the complexities of labour provision while maintaining high standards of ethical practices – essential in today’s demanding supply chains.

Join ALP for:

Regulatory Guidance: Up to date and comprehensive briefs, guidance, and online tools designed to support compliance with legislation and improve your operations.

Fast Action: Swift and practical support to help you adapt to new legislative requirements and market changes, ensuring long-term success and resilience.

Ready-Made Templates: Don’t re-invent the wheel - adapt and use ALP’s regularly updated contracts, policies, procedures, and recruitment documents.

Unlimited Training: Free and unlimited interactive eLearning modules and discounted face-to-face training sessions to enhance your staff’s skills and knowledge.

Expert Advice: Unlimited access to ALP’s expert advice line for all your labour supply queries. From holiday pay to transfer fees - if we don’t know the answer, we will find out!

Latest Updates: Stay ahead of the curve with our dynamic News page, regular newsletters, member forums, round tables and Roadshows.

Self-assessment Tools: Free resources to assess your performance, identifying both opportunities for improvement and leading practice. The ALP Good Practice Principles include free consultancy for members.

Policy Influence: Ensure your voice is heard by contributing to ALP’s consultations and meetings with government bodies.

Leading Practice Support: Achieve and be recognised for responsible recruitment practices with a free full subscription to the Responsible Recruitment Toolkit.

Reputation Enhancement: Boost your business reputation by associating with ALP, a recognised body committed to ethical labour practices and compliance.

Be part of a community committed to excellence in labour provision

Membership subscriptions from just £275 + VAT per annum*

*Based upon your business turnover and cost. For more information on membership benefits and how to join, visit labourproviders.org.uk or contact us at info@labourproviders.org.uk

Member and Industry Support

n ALP Representative and Policy Work

n The ALP Website

n News and Updates

n Briefs and Guidance

n Free and Unlimited eLearning

n The ALP Academy

n Webinars

n Member Forums

n Labour User Round Tables

n Expert Consultancy for Labour Providers

ALP Representative and Policy Work

The Plan to Make Work Pay

The Labour Party Manifesto committed to introduce legislation to implement their Plan to Make Work Pay within 100 days of taking office. That commitment was fulfilled with the introduction of the draft Employment Rights Bill along with the accompanying document, Next Steps to Make Work Pay. The aim is to modernise the labour market, enhance employment protections, and support sustainable economic growth.

This comprehensive Bill, spanning over 150 pages, will require thorough analysis to fully understand its impact. Fortunately, there is ample time for engagement and influence during its development. The Bill must navigate the parliamentary process before it is enacted as the Employment Rights Act 2025.

Some provisions will come into force immediately upon the Act’s passage, such as the repeal of minimum service levels and sections related to financial provisions and regulations. Other elements, including rules on trade union contributions and industrial action, are scheduled to take effect two months post-enactment.

However, the majority of the Act’s provisions will be rolled out gradually, with a series of consultations planned throughout 2025. Implementation is not expected before 2026, and significant reforms, such as changes to unfair dismissal rights, are unlikely to be implemented before Autumn 2026.

Trusted Recruitment Business Partner

A family owned recruitment business, based in the Northwest and operating UK wide within logistics and manufacturing spaces.

We are members of ALP, Sedex and hold a GLAA licence. Specialising in food and beverage labour provision around the clock. 0330 043

ALP Representative and Policy Work

While the Bill does not directly address employment status, a separate consultation is anticipated to explore the practical implementation of a single ‘worker’ status.

Included in the Employment Rights Bill

n Right to Guaranteed Hours: Employers must offer guaranteed hours to qualifying workers on zero-hours contracts, or contracts with minimal hours, based on the actual hours worked during an agreed reference period.

n Shift Notice and Compensation: Workers on zero-hours contracts or those without specific work schedules will be entitled to reasonable notice for shifts, changes, or cancellations, with the right to compensation for cancelled, moved, or shortened shifts.

n Right Not to Be Unfairly Dismissed: This becomes a day-one right. Employers can use a probationary period of up to 9 months, allowing dismissal without the full procedure, provided written reasons are given.

n Flexible Working as Default: Flexible work arrangements will be the default, except in roles where it is not reasonably feasible.

n Statutory Sick Pay Reform: SSP becomes a day-one right and eligibility will be expanded by removing the lower earnings threshold.

n Parental Leave: Immediate access to paternity leave and unpaid parental leave from day one.

n Enhanced Pregnancy Protections: Strengthens protections for pregnant women and new mothers against dismissal and discrimination.

n Bereavement Leave: Establishes a statutory right for employees to take time off following a bereavement.

n Fair Pay Agreements: A framework for fair pay agreements will be introduced, beginning with the adult social care sector, enabling collective negotiations on pay and conditions.

n Establishment of the Fair Work Agency: A new agency will oversee compliance with minimum wage laws, tackle labour exploitation, and enforce holiday pay policies.

There is much to be done in the months and years ahead! Let’s hope that a better worker experience and effective enforcement lead to a fairer and more level playing field meaning that responsible labour providers and employers are not so easily undercut by unscrupulous operators willing to cut corners, exploit workers or defraud the exchequer in pursuit of cheap labour. By improving worker conditions and promoting compliance, we hope to build a more sustainable and ethical labour market for all.

Visit ALP’s Make Work Pay page for all of the latest news, links, guidance and support.

ALP Representative and Policy Work

Immigration Policy

ALP actively engages in ongoing dialogue with key government bodies such as the Home Office, Defra, the Migration Advisory Committee, and the Director of Labour Market Enforcement. This engagement ensures that the voices of our members are heard, contributing to policy development and providing clarity on new and evolving issues.

At the time of writing, the government has made no major changes to the immigration system, except for the introduction of the Electronic Travel Authorisation (ETA) Scheme. By April 2025, the ETA will become mandatory for all visitors to the UK who are not part of the Common Travel Area and do not hold a visa. This system aims to tighten control over the UK’s borders, with ETAs likely to be refused for individuals with a history of overstaying or criminal records. This change will require visitors to obtain permission before traveling to the UK, making it more challenging for individuals to enter the UK, take up work, and overstay.

ALP calls for a fair and managed immigration system that balances the needs of the economy with social cohesion. A system that considers the economic and social impacts of immigration, including regional variations and specific labour market needs which:

Protects workers’ rights, regardless of their immigration status and strengthens labour laws and enforcement mechanisms to prevent exploitation and ensure fair treatment of all workers.

Tackles undercutting and exploitation by unscrupulous employers with stricter enforcement and penalties for employers who engage in such practices, along with improved mechanisms for reporting workplace abuses.

Invests in skills and training programmes to ensure that the domestic workforce has the necessary skills to meet the demands of the labour market to reduce reliance on migrant workers by equipping UK citizens with the skills needed for available jobs.

Builds sector-specific immigration policies that take into account the unique labour needs of different industries allowing for targeted recruitment of workers in sectors that have specific shortages while also addressing concerns about displacement of domestic workers.

ALP Representative and Policy Work

Seasonal Worker’s Scheme

Effective collaborative working with Defra resulted in 45,000 visas being made available to horticulture in 2024. For 2025, 43,000 horticulture and 2,000 poultry visas have been confirmed, sufficient to meet the sectors’ needs. The previous government committed to “extend the Seasonal Worker visa route for another 5 years from 2025 to 2029” and a rolling five year guarantee is sought from the current administration to give growers and producers the certainty of a long-term scheme they can plan around.

In 2022, ALP led the argument for multi-stakeholder collaboration on this visa route and the Seasonal Workers Scheme Taskforce (SWS) was formed in early 2023. The Taskforce continues its work on implementing practical actions to improve the responsible recruitment and employment of seasonal workers. Grower good practice roadshows with supporting toolkit and resources and template supervisor training modules with supporting competency framework have been delivered in 2024. Work is ongoing with the Just Good Work worker information app, on a standard Scheme Operator responsible recruitment assessment, a scheme wide independent worker survey, an ‘Employer Pays Principle’ feasibility study, an independent grievance mechanism and agreement on common policy positions on scheme design and operation to submit to government.

The 2023 Defra seasonal workers survey results.

We are a specialist recruitment agency focused on commercial, technical, and professional roles. Our tailored approach includes meeting clients and candidates in person, allowing us to build and maintain exceptional relationships with both. Tel: 01823 761209

Email: hello@cnc-recruitment.com Website: cnc-recruitment.com

The 2023 Defra seasonal workers survey conducted in early 2024, reports that the vast majority of respondents (91.0%) reported a positive experience from their time in the UK, with only 3.4% expressing a negative experience. The survey showed that most respondents (95.0%) would like to work on a UK farm again, with only 1.6% stating that they would not. Both of these results demonstrate improvements on previous years.

Decisions on seasonal worker immigration policy rests with the Home Secretary, and new ministers are in the process of gaining an understanding of the issues concerning the sector and this visa route in determining future policy thinking. In doing so they will consider the recommendations in the July 2024 Migration Advisory Committee review of the Seasonal Worker Visa as well as submissions from the ALP, SWS Taskforce and other stakeholders.

Growers play a crucial role in our food supply chain, ensuring that our communities have access to fresh produce and essential goods. ALP membership offers growers the support and resources necessary to navigate the complexities of labour provision and maintain high standards of ethical practices – essential in today’s demanding supply chains.

Join ALP for:

Regulatory Guidance: Reduce the risk of penalties with up to date and comprehensive briefs, guidance, and online tools to ensure compliance with both regulation and leading practice.

Sustainable Recruitment: Understand best practice in recruiting and managing temporary workers, maximising attraction and retention of the workers you need.

Ready-Made Templates: Adapt and use ALP’s regularly updated contracts, policies, procedures, and recruitment documents.

Due Diligence Support: Free and discounted resources to assess current practice and find opportunities to improve.

Procurement Tools: Ensure sustainable agency labour procurement and avoid poor purchasing practices with our Fair’s Fair program and CIPS collaboration.

Unlimited Training: Gain unlimited free access to interactive eLearning modules and discounted face-to-face training for your staff, enhancing their knowledge and skills.

Regular Updates: Receive monthly newsletters, join member forums, and follow ALP on LinkedIn for the latest news.

Expert Advice: Get unlimited access to our advice line for all labour supply questions. If we don’t know the answer, we will find out!

Networking Opportunities: Connect with other growers, labour providers, brands and retailers through ALP’s forums, round tables, and events, fostering collaboration and knowledge sharing.

Reputation Enhancement: Improve your business reputation by associating with ALP, a recognised body committed to ethical labour practices.

For more information on membership benefits and how to join, visit labourproviders.org.uk or contact us at info@labourproviders.org.uk

ALP Representative and Policy Work

Skilled Worker Visa

Since the introduction of the Skilled Worker Visa route at the end of 2020, there has been a steady increase in the number of companies applying for licences to recruit workers through this route. Licensed sponsors can recruit an unlimited number of workers from anywhere in the world, provided both the job and the worker meet the eligibility criteria. Over 100,000 employers are now Skilled Worker Visa sponsors, utilising the route to bring in talent from overseas. This includes a limited number of semi-skilled roles in the food industry, particularly in bakery, poultry, fish, and meat processing.

While labour providers are not permitted to sponsor workers under this scheme for supply to clients, many employer sponsors are partnering with experienced labour providers to source and recruit overseas workers who are then employed directly by the sponsor. However, recent data from the second quarter of 2024 indicates a significant decline in new sponsor licence applications. This trend suggests that rising compliance costs, stricter enforcement, and changing visa regulations may be discouraging some businesses from pursuing sponsorship.

The Home Office has notably intensified its compliance checks on businesses holding Skilled Worker Visa sponsor licences, leading to a sharp increase in suspensions and revocations. In the second quarter of 2024 alone, 524 licences were suspended and 499 were revoked—a dramatic surge compared to the same period in 2023, which saw just 89 suspensions and 28 revocations.

Additionally, measures introduced in 2024 to reduce net migration have proven effective. These included a significant increase in the minimum salary threshold for skilled workers and a ban on care workers bringing dependents, resulting in a sharp decrease in applicants.

In response to these changes, ALP has been proactive in providing pragmatic guidance on navigating the Skilled Worker route, supporting members to understand and comply with the evolving requirements.

ALP Representative and Policy Work

This ‘ALP Manifesto for a Fair Labour Market’ outlines ten key priorities and policy proposals for Government:

1. Streamline key legislation

Introduce evidence-based immigration policies

Promote effective consultation and collaboration

ALP Representative and Policy Work

Access to Labour

The UK labour market has experienced notable shifts in recent years. While the employment rate for individuals aged 16 to 64 has seen a modest recovery, it remains below pre-pandemic levels. Although the economic inactivity rate is falling, it remains higher than pre-pandemic figures, particularly due to increased inactivity among students, people with long-term illness and those who have chosen to take early retirement.

The Bank of England forecasts that unemployment rates will stabilise around historical norms, likely between 3.5% and 4.5% over the next two to three years. Despite this, access to labour is expected to remain a significant challenge due to persistently low unemployment rates, high economic inactivity, and a reduced labour pool since 2020.

In response to these challenges, the Association of Labour Providers (ALP) published its first manifesto for a ‘Fair Labour Market’ focusing on key priorities:

Supporting Workers’ Rights and Wellbeing:

This includes tackling labour exploitation, enforcing worker rights, ensuring fair pay, and providing access to justice.

Promoting Economic Growth and Prosperity:

By advocating for streamlined legislation, evidence-based immigration policies, a flexible labour market, and fair payment practices throughout supply chains.

A Call to Action for All Parties:

Urging a unified approach to address the labour market’s evolving needs.

The ALP joined forces with trade associations APSCO, REC, and Team to address the critical role of temporary labour in supporting the UK economy. Together, we wrote to the Secretary of State for Business and Trade to underscore the importance of maintaining a diverse and adaptable workforce. In 2025, the ALP will focus on responding to government consultations on the ‘Make Work Pay’ plan, ensuring that the voices of our members are heard.

The ALP remains actively engaged with policy developments that influence workforce access in the food industry. We continue to provide tools, resources, and guidance to support members as they navigate these changes.

ALP Representative and Policy Work

Fair Competition/Fair Charge Rates - Fair’s Fair

An ALP core policy priority is the payment of fair charge rates to labour providers that enable business sustainability, fair competition and do not foster worker exploitation or tax evasion.

Fair’s Fair is ALP’s awareness and education programme to support the commercially sustainable procurement of agency labour so that workers never pay the price of poor purchasing practice.

“Payment of fair charge rates to labour providers that enable business sustainability and do not foster worker exploitation or tax evasion is a core ALP policy priority. By understanding the true cost of ethical labour supply and defining fair procurement practice, labour users and labour providers can work together to ensure their labour supply is fair, sustainable and free from exploitation.”

Fair’s Fair Principles:

Fair for workers

Workers receive the pay and rights to which they are legally and contractually entitled; can work safely and are treated fairly in accordance with established ethical labour standards.

Fair

for labour providers

Charge rates are sufficient to meet statutory and contractual requirements and provide a sustainable margin.

Fair for labour users

Ethical labour standards for agency workers are adhered to and reputation is protected.

POOR PROCUREMENT PRACTICE

FINANCIAL PRESSURE ON THE LABOUR USER

POOR PERFORMANCE, REPUTATIONAL RISK, NON-COMPLIANCE

FINANCIAL PRESSURE ON THE LABOUR PROVIDER

WORKER EXPLOITATION

The third biennial Fair’s Fair survey undertaken in 2024 shows that unfair procurement practices are still widespread and much of the marginal improvement seen in the previous survey has been lost. Retail price pressures, combined with rising production costs, put substantial strain on margins, which is often passed down the supply chain until it reaches the labour provider. Labour providers can only supply workers at unsustainably low prices by exploiting workers or evading taxes, using methods detailed in our updated publication – How Unfair Procurement Practice is Driving Agency Labour Exploitation.

David Camp, ALP Chair

ALP Representative and Policy Work

Consumer demand for convenience, value, and choice drives purchasing teams to adopt practices that may have unintended negative consequences. Aggressive price negotiations, inaccurate forecasting, late orders, short lead times, and last-minute changes place suppliers under intense pressure. This often leads to poorer working conditions and lower pay for workers, driving noncompliance and poor performance by labour providers.

The resulting issues, such as reduced quality, decreased productivity, or the need for additional staff and overtime, ultimately increase costs for labour users. This creates a vicious cycle of cost-cutting pressures that further exacerbate worker exploitation and non-compliance. While some labour users require labour providers to adhere to Codes of Conduct and undergo responsible recruitment audits, their purchasing practices often do not align with these standards. Additionally, both initial and ongoing due diligence are frequently insufficient to uncover poor practices.

60 Permanent placements per month

100,000+

Hours processed per month

67 Manufacturing clients

Temporary & permanent recruitment solutions for any role across the manufacturing sector.

ALP Representative and Policy Work

GLAA and Labour Market Enforcement

ALP maintains a close and constructive working relationship with the GLAA, marked by quarterly meetings between Chief Executives and regular GLAA/ALP roundtable events, both online and in person. 2024 saw significant changes and improvements within the GLAA:

Integration of the enforcement and compliance teams, with inspection teams now operating at full capacity.

Between July 2022 and July 2024, the GLAA conducted 426 modern slavery investigations and 80 investigations into unlicensed gangmasters. The number of compliance Inspections has risen sharply in 2024.

The average time for issuing a licence has been dramatically reduced from 225 days to just 42 days in 2024.

ALP views its relationship with the GLAA as that of a “critical friend.” In recent years, this relationship had become more critical than friendly as GLAA performance reached an all-time low. However, we fully support the current team, who have made impressive strides in operational improvements. A strong GLAA benefits the entire industry by protecting vulnerable and exploited workers and helping to ensure a level playing field for labour providers. 95% of ALP members continue to support GLAA licensing in the regulated sector.

EAS

During 2024, ALP reflected the growing diversity of ALP members by closer engagement with the Employment Agency Standards Inspectorate (EAS).

The EAS, which oversees labour provision outside the GLAA-regulated sector conducts an average of two inspections per week per inspector and uncovers between four and five infringements on average at each inspection. While the EAS focuses on supporting labour providers in complying with legislation, it also holds the authority to ban individuals from running a recruitment business for up to 10 years when necessary.

ALP Representative and Policy Work

Fair Work Agency

Part of the Plan to Make Work Pay, the government is committed to establishing the Fair Work Agency (FWA), bringing together three existing bodies – HMRC’s National Minimum Wage enforcement function (HMRC’s NMW), EAS, and the GLAA into one enforcement body.

It is also expected that the Fair Work Agency will add new areas of state enforcement of employment rights such as state enforcement of holiday pay (which is not currently state enforced) and statutory sick pay (SSP) where there is currently a dispute resolution service provided by HMRC. The intention is that the Fair Work Agency will have one single set of enforcement powers which all FWA officers will be empowered to use across the full remit of the FWA meaning that officers will be able to investigate potential breaches by a business across a range of employment rights without facing the practical issues that separate sets of powers would pose.

ALP has written to relevant ministers and staff at the Department of Business and Trade with our vision of what would make an effective and efficient Fair Work Agency and will continue to represent the views and needs of members throughout what will no doubt be a long and detailed consultation process.

ALP Representative and Policy Work

The ALP Good Practice Principles

At ALP, our mission has always been to set a benchmark for global good practice in our industry and so in 2024 we introduced our ALP Good Practice Principles.

These principles are not just another set of standards; they are a reflection of our shared values and commitment to preventing worker exploitation and promoting fair competition.

Our approach with the Good Practice Principles is distinct. We are not merely adding another layer of comprehensive assessment; instead, we are honing in on the critical areas most susceptible to poor practices that could lead to worker exploitation or unfair competition. Our goals are to:

n Empower labour providers to achieve and showcase best practice

n Offer a platform for labour providers to affirm their dedication to fairness, respect, and ethical conduct

n Provide an accessible audit solution, focusing on the matters that are paramount to both workers and clients

Implementation and Operation

Many ALP members will already comply with all of the Principles but may appreciate the opportunity to demonstrate their good practice to clients, some may need to perfect compliance with one or two of the Principles and some will be entirely new to our industry and need a bit more support.

Whatever your current practices, this process is entirely voluntary and if you choose to undertake it, you should do so at the speed you are comfortable with.

You may choose to use the resources and never make a public commitment or make a commitment but never progress to a Verification Assessment. It is entirely up to you which parts of the process you use.

Testimonial

“The process was very user friendly and easy enough to follow. That said, it was very in-depth as it should be regarding the standards required for our industry. Feedback was constructive and completed in a timely manner.”

ALP Representative and Policy Work

GOOD P R A C T ICE PRINCIPLES

Fair and transparent recruitment and supply practices are essential for the protection of workers and the achievement of successful partnership working between labour providers and labour users. We commit to complying with the 12 ALP Core Good Practice Principles below throughout our business, thus contributing to the ALP’s mission for UK labour provision to be recognised as a model of global good practice.

1. A valid statutory excuse is established for all workers.

2. KID, Contracts and Assignment Details are accurate, compliant, issued in a timely manner and appropriate to the stated employment status.

3. An accurate and compliant agreed contract or Terms of Business is in place for all clients prior to supply.

4. Workers are only assigned to workplaces where appropriate due diligence has indicated that the workplace offers a safe working environment and practices.

5. Workers are informed of their rights and are able to raise complaints or grievances, without risk of detriment.

6. Worker conduct or capability breaches are dealt with fairly, and according to a clear, easy to understand written procedure, which is communicated to the worker before the commencement of an assignment.

7. Workers are paid fairly and accurately for all hours worked within the pay reference period and receive all statutory benefits and entitlements in line with their employment status. Payslips itemise all hours, pay and deductions and are received by workers at or before payment.

8. No recruitment fees are charged and any deductions from wages, or fees charged to workers are genuinely voluntary, compliant with NMW legislation and agreed in writing.

9. Charge rates are sufficient to cover all statutory provisions for payments due to the worker and government, and leave a reasonable profit margin.

10. We have a zero-tolerance policy on tax avoidance and/or evasion within the business and supply chain.

11. All staff are effectively trained to understand and implement the Principles and a robust internal process regularly checks compliance with all of the Principles, with corrective actions issued and resolved as required.

12. Any recruitment intermediaries used to pay workers are subject to initial and ongoing due diligence to verify legal compliance.

Signed:

Company name:

Print name:

Date:

ALP Representative and Policy Work

STEP 1

Creating a baseline and building capacity

Start by reading the ALP Good Practice Principles. Most of them are legal requirements, but some are not, and so complying with the Principles should be a decision that is agreed at the highest level of management within your business.

Then assess your current practice against each Principle. ALP provides the standard you should meet, and all the resources you need to get you there.

Self-Assessment

Initially, a custom version of the ALP Core Score Checklist can be used for your selfassessment and to access resources. During 2025, a ‘freemium’ version of Complyer will be provided for members to complete their self-assessment on the Complyer platform.

STEP 2

Demonstrating commitment

Once you are able to demonstrate that your business complies with the ALP Good Practice Principles, download a copy of the Principles and sign the statement for your business. It should be signed by a board director.

Send your signed copy of the Principles together with your completed self-assessment to info@labourproviders.org.uk.

ALP will assign an expert consultant to make a general review of the submission to ensure that it is correctly completed with no errors. Your consultant will choose up to three of the Principles at random to conduct a more thorough remote review. They will ask for copies of your evidence and may wish to speak with you directly to ask questions. They will provide you with feedback on their remote assessment, which may include corrective actions for you to undertake.

This is not an audit process, but an opportunity to get external feedback on your submission. If you require more extensive consultancy services, we can certainly support you, but it will be a chargeable service.

ALP Representative and Policy Work

Once you have provided evidence of any corrective actions required, ALP will designate your business as ‘Committed to the ALP Good Practice Principles’. You will receive a badge that you can use on your website and marketing and promotional materials and you may display your signed Commitment. Your ‘Committed’ badge will also be automatically displayed in your entry on the ALP Member Directory.

You must maintain your Committed status by completing a new Core Score Checklist for the ALP Good Practice Principles at least annually, which will again be checked by an ALP consultant. This service, including the remote assessment, is entirely free of charge to ALP Members and Provisionals. There is a cost for non-members.

STEP 3

Verification Assessment

ALP Committed members may choose to engage an ALP consultant to undertake a Verification Assessment against the ALP Good Practice Principles.

The consultant will assess actual practice in your business against the evidence you collated for your Core Score Checklist for the ALP Good Practice Principles, which will include a visit to your premises and conversations with staff and workers.

Where it is not possible to verify compliance with all the Principles, Labour Providers may suspend their assessment for up to three months whilst taking remedial action. A re-assessment will come at an additional cost, depending upon what is to be re-assessed. Upon successful verification, ALP will designate your business as ‘Assessed against the ALP Good Practice Principles’ and again, issue a badge that you may use on your website and marketing and promotional materials. Your ‘Assessed’ badge will also be automatically displayed in your entry on the ALP Member Directory.

To maintain approval, your business must be re-assessed each year.

This assessment process can also be used for ALP Provisionals in place of the current requirement for an independent social compliance assessment.

ALP Representative and Policy Work

Responsible Recruitment

Core to its purpose and since its inception ALP has pioneered ethical recruitment and good practice in labour provision.

ALP labour provider membership includes:

Free

Access to a multi-language Worker Rights video for use in inductions explaining how to avoid problems, rights at work, and where and how to report issues

Free

The Just Good Work app providing jobseekers and workers with consistent, accurate and practical information about working in the UK

Free

Two-hour online workshop: ‘Labour Provider Compliance – Due Diligence to Ensure Good Practice’ run in partnership with the GLAA

Free

Stronger Together Tackling Modern Slavery toolkits and resources and Tackling Modern Slavery in UK Businesses training

Free

Consultancy as part of the Good Practice Principles

Free

‘Full’ subscription to the ResponsibleRecruitmentToolkit.org online tool and free online delegate training places

The ALP Website

The ALP Website is a comprehensive support hub designed to help ALP Members get to the information they need, fast.

It offers a wide range of resources, expert guidance, and practical tools to help labour providers and their clients remain compliant with UK legislation, adopt best practices, and overcome the daily challenges of working in our fast moving sector.

Key features of the ALP Website to explore include:

n The Help Centre: A vast collection of practical and up to date resources, including briefs on both regulatory compliance and best practice, downloadable templates, due diligence tools, webinar recordings and campaigns – everything you need to successfully supply or use agency workers. Use the search box to find what you need or browse our topical resource collections.

n News and Events: All the latest relevant news, views and events. Includes our monthly Labour Supply Update and Employment Law Matters briefs, as well as updates to legislation and links to our webinars and open training dates.

n Member Directory: A searchable list of all ALP Members and Associates. Check whether a business is an ALP member and find out more about them on their Member page.

n Support Services: A directory of Service Partners that provide quality and competitive products and business services alongside outstanding customer service and active engagement with the ALP, our members and our wider network.

n About ALP: Learn about our Mission and policy focus areas and meet our staff and our governing Members’ Council.

Let us know of any improvements or additions you would like to see to the ALP website on info@labourproviders.org.uk

Our Members say “ALP provide a wealth of appropriate and timely guidance and training on all aspects of recruitment. A ‘go to’ website.”

News and Updates

Keeping up to date with the latest legislation, guidance, news and events is key to successfully navigating our fast-paced, ever-changing environment.

ALP members have access to up to the minute information through our range of regular communications, including:

The ALP LinkedIn page

With content on everything from government announcements to forthcoming events

Scan the code or click HERE to access

The News page

Our website lists all the latest news and events as they happen

Scan the code or click HERE to access

Newsletters and Labour

Supply Updates

For a concise round up of the month’s news and events

Scan the code or click HERE to access

Bi-annual labour supply surveys

Canvassing the experience of both labour providers and labour users to form an ongoing picture of current labour supply and near-term forecasts.

Scan the code or click HERE to access our survey results

Briefs and Guidance

ALP’s wide range of briefs, toolkits and contracts are specifically written to be of direct relevance to labour providers and are regularly reviewed to ensure they stay up to date.

ALP guidance covers every area of labour provider compliance from the Agency Workers Regulations to the National Minimum Wage.

Our templates include everything labour provider businesses need, from applicant registration documents to independently legally reviewed contracts that you can adapt to your business needs.

Ther majority of ALP guidance is mobile friendly online content, supported with downloadable templates that you can adapt for use in your own business.

See examples of appropriate briefs and guidance to ensure compliance with the GLAA Licensing standards in the Labour Market Enforcement section of this handbook.

Free and Unlimited eLearning

In 2024, we launched ALP Academy eLearning as a complimentary benefit for our members, and it’s safe to say it’s been a resounding success. At the time of writing, our members have already completed over 1,000 courses, demonstrating the value of accessible, high-quality compliance training for those in a highly regulated industry.

Interactive Courses

Take advantage of our comprehensive, interactive courses designed to fit seamlessly into your schedule. Learn at your own pace, wherever and whenever it suits you. Each course offers practical guidance, quizzes, and exercises to enhance your skills, and you’ll receive a certificate of completion to mark your achievements.

All ALP eLearning courses are now CPD Certified. This certification means that each course has been thoroughly reviewed and meets the high international standards set by The CPD Certification Service, ensuring you receive relevant, top-quality training.

Continuing Professional Development (CPD) is essential for tracking and documenting the skills, knowledge, and experience your staff gain through their work. It helps keep their expertise up-to-date, maintains professional competence, and drives organisational success. Learn more about CPD here.

Each ALP eLearning course contributes valuable CPD hours, allowing your staff to build a robust portfolio of development evidence for use in appraisals, reviews, and promotions.

Free and Unlimited eLearning

Register them on the ALP website, and they’ll gain access to a personalised dashboard with all available courses.

Alternatively, email us at info@ labourproviders.org.uk with your staff’s names, email addresses, and job titles, and we’ll handle the setup. Your staff will also receive full access to the ALP Help Centre as well as email updates (with an opt-out option), ensuring they stay informed and up-to-date.

RECRUITMENT SPECIALISTS FOR AGRICULTURE, HORTICULTURE, POULTRY, MEAT, FOOD PRODUCTION AND DISTRIBUTION.

MANAGING EVERY ASPECT OF LABOUR REQUIREMENTS - FROM SOURCING AND SELECTION TO INDUCTION, TRAINING, ACCOMMODATION, TRANSPORTATION AND END TO END HARVEST

DELIVERING RESPONSIBLE RECRUITMENT AND OPPORTUNITIES TO OVER 32,000 ASSOCIATES AND 8,500 SEASONAL WORKERS ANNUALLY.

SEASONAL WORKER SCHEME

OPERATOR

REGIONAL OFFICES

NATIONWIDE

6500+ ACCOMMODATION PLACES

MANAGED AND OWNED

ETHICAL & COMPLIANCE

320 VEHICLES INDUSTRY CHAMPIONS

PASSENGER FLEET

Why choose ALP Academy?

Industry-savvy trainers: Benefit from the rich experience of our trainers, each of whom have many years of experience in their respective fields and include labour providers, labour users and niche experts

Relevant and practical: Content is frequently updated ensuring contemporary, practical insights that meet the specific needs of the industrial recruitment sector and are explained in straightforward terms

Engaging and interactive: Lively discussions, breakout sessions and quizzes are used throughout to captivate learners, check understanding and encourage active participation

Customisable design: Enjoy the flexibility of mixing and matching formats and choosing between online or in person delivery to find the right mix for your business

Cost effective: Keenly priced to start with, all our training services are either free or discounted for members, member access to free services is unlimited for people within your organisation

“Brilliant, easy to understand and informative training” “Clear delivery and interactive with open approach to encourage audience participation”

Bespoke Courses on Demand

Need specialised training? Collaborate with our experts to design a custom training course that mirrors your unique requirements. Explore ALP Academy or contact us on info@labourproviders.org.uk/01276

.

Webinars

The ALP provides a comprehensive program of live webinars throughout the year, all of which are free for members and designed to provide you with practical insights and expert guidance on key issues.

n Expert-Led Sessions: Hear from industry professionals and specialists on the latest updates in employment law, compliance, worker rights, and best practices.

n Practical Insights: Gain actionable knowledge and tools that you can apply directly to your business operations, from due diligence to navigating complex labour regulations.

n Interactive Learning: Participate in live Q&A sessions and engage with peers to discuss challenges and share solutions.

n On-Demand Access: Can’t make it to a live session? No worries! All webinars are recorded, so you can access them anytime that suits your schedule.

These webinars cover a wide range of critical topics, from regular compliance essentials such as right to work checks, charge rate guidance, and holiday pay, to new and upcoming legislation.

Let us know if there is a topic you would like us to cover.

Member Forums

Held on the second Wednesday of each month, ALP’s online Member Forums have been described as the most useful hour of the month.

Introduced as a weekly update during the early days of coronavirus, when legislative changes seemed to be coming almost hourly, the forum has evolved into a regular round up of all that is new and of interest to members.

Scan the code or click HERE to book onto future forums or watch previous recordings

Pulling together an overview of the labour market, trading environment, relevant news and events, and updates to regulation, the forum is produced and delivered live by our senior team and offers the opportunity for members to keep up to date and informed, as well as ask questions and make comment.

Recordings of the most recent forum are available from our website for those who are not able to attend the live event.

Labour User Round Tables

Held quarterly, ALP’s online Labour User Round Table events, are a labour provider free zone where businesses can come together to hear the latest relevant news and updates in an interactive online environment, exclusive to ALP labour user members.

Led by Gillian Haythornthwaite, who has significant experience as a labour user and fully understands the issues and challenges faced by our Producer and Supply Chain Associate Members, these round tables are an opportunity to network, share experience, ask questions and learn from each other.

Labour users are welcome to become ALP Producer Associate or Supply Chain Associate Members. Both memberships offer full and unlimited access to the ALP resource library.

Talking to workers who don’t speak fluent English can be tough.

Interpreting and translation will help you hire, train and retain labour easily, no matter their English level.

Expert Consultancy for Labour

Providers

Support your compliance and due diligence journey with direct assistance from our expert consultants.

Despite all the resources available from the ALP, there are moments when tailored expertise makes all the difference. This is where ALP expert consultants come in.

Each ALP approved consultant has years of senior level experience as either a labour provider or a labour user and is fully conversant and up to date with relevant legislative and ethical standards.

From meticulous document reviews and consultative audits, to crafting strategies and policies, our consultants help you to get it right and keep it right. All consultancy work is of course, completely confidential.

Find out more about our Consultants (Scan the QR Code)

Read further for ideas of the types of tasks our consultants can undertake.

Tailored expertise Makes all the difference

Lorna Bramwell

Gillian Haythornthwaite

David Camp Garry Warhurst

Task Deliverable

Document Review

Terms of Business/ Contract Review

Service Level Agreements

Health & Safety Checklist

Fast and thorough reviews of your existing operational documents such as policies, procedures, worker contracts, KIDs or assignment details. We will check that they are compliant with legislation and suggest both necessary and recommended improvements.

A comprehensive review of your contracts against the ALP templates to ensure they meet legislative standards, cover all eventualities and properly protect your business.

Applicable to either standard Terms of Business or bespoke contracts.

Define and record the specific services and service levels agreed with your client with a bespoke Service Level Agreement. Modelled on the ALP template, the document includes KPIs, review and escalation processes and supports effective management of your client relationships

Ensure appropriate risk management, co-operation and assignment and agreement of responsibilities to better protect the health and safety of agency workers and comply with legislation and GLAA licensing.

Our consultant will work with your client to complete the ALP Client Health and Safety Checklist and will highlight any areas of concern.

Holiday Pay

Non/incorrect payment of holiday pay is regularly identified during GLAA inspections.

Your consultant will check through your processes and help you to ensure that holiday is accrued, calculated and paid correctly and that your workers are able to take all the holiday they are entitled to.

National Minimum Wage

Charge Rates

Worker Handbooks

Policy Development

In-house Training Content

A review to confirm that your systems and processes ensure that workers are paid the relevant National Minimum Wage/National Living Wage for all working hours and that any deductions or fees do not take workers below these levels.

Ensure business sustainability by making sure that charge rates to clients are compliant with GLAA/ ALP guidance, cover all relevant costs and provide a reasonable margin. Check that pay increases, sick pay, overtime and holidays are paid and charged correctly so that they do not have a negative impact on profitability.

Complement your recruitment and induction processes with a welcoming worker handbook. Fully branded using your own corporate identity, the handbook explains who you are, the benefits of working for you and the policies and procedures that apply, ensuring your worker has all the information they need before they start work for you. Delivered as a pdf document which can be printed or used electronically.

Ensure your policies are up to date, compliant with legislation and reflect your values and commitments.

Keep your staff up to date with professional, branded in-house training content for your own delivery – anything from a one-hour webinar on the subject of your choice, to an ongoing development programme for your new starters. If you want to engage ALP trainers, we can provide those as well.

Accessing Workers

n Worker Sourcing and Supply

n Jobcentre Plus

n Right to Work

n Home Office

n Open Recruitment

n Worker Engagement

n Worker Retention

n Line Managers Guide to Improving the Retention of Agency Workers

Worker Sourcing and Supply

As we move into 2025, accessing workers in the UK presents both new opportunities and challenges for businesses. The labour market is shaped by evolving employment laws, immigration policies, and shifting economic conditions, all of which influence how businesses source, manage, and retain their workforce.

Key factors affecting access to labour in 2025 include:

Changes to Employment Rights and Legislation:

We won’t see the main impacts of Make Work Pay in 2025, but we will see more detail as the year goes on, through consultation. Many of the anticipated changes are good news for workers and some labour providers and employers will want to get ahead of regulation with early implementation, particularly in the area of short notice changes to orders.

Immigration and Labour Supply:

Post-Brexit immigration policies continue to affect labour availability, particularly in sectors like agriculture and food processing, where migrant workers have traditionally filled key roles. Businesses must adapt to stricter immigration rules and explore alternative recruitment strategies, including open recruitment.

Ethical Labour Sourcing:

The Role of the Fair Work Agency:

Although the Fair Work Agency (FWA) will not be introduced in 2025, we’ll find out more about it as the year goes on. We know that state enforcement of holiday pay and Statutory Sick Pay will be part of their remit, and we expect additional focus on due diligence in 2025 as labour users seek to assure themselves of their supply chain compliance.

Technological Advancements:

The rise of automation and digital technologies is transforming the labour landscape. While some low-skilled jobs may be reduced, there is increasing demand for workers with technical skills to manage and operate new technologies. Businesses must consider how to integrate technology with their workforce strategy. This will be a focus area for ALP in 2025.

In response to growing scrutiny around worker exploitation, companies are under pressure to ensure transparency and ethical sourcing in their labour supply chains. Due diligence and best practices for worker protection are more important than ever, with businesses expected to uphold high standards in worker treatment and welfare.

Navigating these changes requires businesses to be proactive in their approach to workforce planning, compliance, and recruitment. By staying informed of legislative updates and leveraging available resources, businesses can secure the skilled and flexible workforce needed to thrive in 2025’s competitive market.

You’ll find all the inspiration and support you need in our Access to Labour resources - to access them, scan the code or click HERE

Jobcentre Plus

‘Supporting employers with a tailored recruitment and advice service’

Employer Adviser – How can they support?

n Provide information about local services and initiatives to help employers recruit

n Discuss and agree recruitment processes with Employers/Labour Providers

n Develop bespoke solutions, find out what the employer’s requirements are

n Discover as much about the roles as possible and promote with colleagues

n Employer and Employer Adviser work together, reviewing recruitment needs

Watch our video here to see how Jobcentre Plus can help you recruit

Find a job – How to use?

n One of the largest free UK job sites - reaches a wide and diverse audience

n A simple way for jobseekers to search for jobs, by location, sector and job role

n Over 1.7 million jobseekers are registered

n Quick and easy to upload vacancies 24/7 and manage them online

n Multiple vacancies can be uploaded and you are in control of your vacancies

Follow the link to advertise a job on gov.uk

Watch our tutorial to learn how to create an employers Find a Job account

Employer Services Line – How to contact Jobcentre Plus?

Our dedicated team answer queries about our services and put employers in touch with local Employer Advisers at their nearest Jobcentre.

Complete an online enquiry form or call: 0800 169 0178 Mon - Fri 9am to 5pm or for further recruitment advice and support visit gov.uk

Right to Work

All UK employers have an obligation to prevent illegal working by conducting straightforward right-to-work checks before hiring. These checks ensure that potential workers are not disqualified from performing the job due to their immigration status. It’s essential that these checks are performed on all workers before they begin employment.

ALP works closely with the UK Home Office and Defra’s Access to Labour team to seek clarity, challenge guidance, and address any misinterpretations in right to work guidance, ensuring our advice is accurate, comprehensive, and up to date. This helps labour providers stay confidently compliant with the law.

Our Preventing Illegal Working Academy Workshop remains the most popular ALP Academy workshop. In 2024, we also launched our first free eLearning module for members on the topic of ‘Establishing the Statutory Excuse,’ giving members another valuable resource to aid compliance.

Choose ALP for guidance and support with your ‘Immigration and Right to Work’ processes.

Take you through the current immigration routes for work in the UK

Examine each document that can be used for a manual right to work check

Provide answers to the questions members most frequently ask, on subjects from students to the EU Settlement Scheme.

Home Office

Home Office

The following section has been provided by the Home Office

The UK Government is replacing physical immigration documents with a digital proof of immigration status called an eVisa

An eVisa is an online record of a person’s immigration permission in the UK, and any conditions which apply, which can be viewed by logging into the ‘view and prove’ service using their UK Visas and Immigration (UKVI) account at www.gov.uk/view-prove-immigration-status. They cannot be lost, stolen or tampered with, unlike a physical document, and also increase the UK immigration system’s security and efficiency. eVisas have been tried and tested over several years, and millions of people in the UK already use them to prove their immigration status.

The Home Office is delivering a range of targeted communications activity to raise awareness of the move to eVisas, and to encourage people to take the actions required to create a UKVI account and access their eVisa.

Most people applying for a visa to live and work in the UK will now be issued with an eVisa instead of a physical immigration document.

Those with physical proof of immigration status, such as biometric residence permits (BRPs) and passports with vignette stickers or ‘ink stamps’ inside, are encouraged to create a UKVI account now at www.gov.uk/eVisa to access their eVisa. It is free, and straightforward for those who hold physical and paper documents to create a UKVI account to access their eVisa. BRP holders may continue using their BRP card till it expires. Once expired, they should keep their BRP card as it may help with future applications to stay in the UK. The transition to eVisas does not impact a person’s underlying immigration status, and they will be able to use an expired BRP to create a UKVI account to access their eVisa.

Employers should continue to ask new/prospective employees who have a BRP to prove their status using the online right to work service to generate a share code at www.gov.uk/prove-right-towork. Those with eVisas/UKVI accounts should use the view and prove service at www.gov.uk/ view-prove-immigration-status. Some physical documents will also remain a valid means of proving the right to work, and further details can be found at www.gov.uk/government/publications/ right-to-work-checks-employers-guide. Employers will maintain a statutory excuse against a civil penalty if they undertook initial/follow up checks in line with the guidance that applied at the time they made the check.

Employers can also use the employer toolkit and eVisa Checker Factsheet hosted in the partner pack for further information, and to communicate these changes to employees using a model email and a model intranet article in the toolkit.

People holding physical immigration documents can find further information, guidance and help on www.gov.uk/eVisa.

35 STEPS

TO AGENCY WORKER SUPPLY

Open Recruitment

There are significant populations who could work and who want to be working - whether they are carers or care leavers, young people or the older generation, people with disabilities or single parents.

Successful recruiters will work with like-minded clients to create the type of jobs that will attract the available jobseekers in your local community, including those that may have barriers to employment.

TUNI

By removing those barriers and making it possible to welcome such groups into your company, you could be creating happier, healthier and more successful work environments.

and

ALP has sought advice and expertise from a number of expert organisations to enable labour providers and their supply chains to source, recruit and retain harder to reach groups of UK workers successfully and in compliance with the law. These organisations are signposted throughout our comprehensive Open Recruitment Toolkit.

The Open Recruitment Toolkit includes support and guidance to enable you to attract, engage and retain people from all kinds of backgrounds including:

Open to Opportunity is an ALP led programme to support labour providers

employers in providing employment opportunities to harder to reach groups of UK workers.

Worker Engagement

Worker engagement is about the relationship between the worker and the employer. An ‘engaged’ worker is one who is absorbed by and enthusiastic about their work and so takes positive action to further the organisations’ reputation and interests.

Creating a cultural shift in worker engagement

Senior managers create a vision that says,

“this is where we’re going, and this is how we’re going to get there.”

Line managers give the local context,

“this is where you fit into the big picture.”

Workers have the opportunity to say,

“this is what I think, and these are my ideas.”

In a competitive recruitment environment, successful labour providers will be those who are not only able to attract and retain workers but can engage them in a way that adds value to the labour user.

Engaging your workforce turns them into advocates for your business – word of mouth has always been a powerful recruitment and sales tool and never more so in today’s era of social media where opinions can be read at the click of a button.

And of course, it is harder for labour providers because of the nature of temporary work.

Scan or click HERE to explore our Worker Engagement and Support page for inspiration

Our Members say

“The ALP provides excellent information and guidance in a complex and ever changing business environment.”

Worker Retention

Retaining good workers saves time, money and resource by reducing the need to find, train and embed replacement workers, as well as reducing the strain on the rest of your workforce who may be expected to pick up the slack when employers are short staffed or training inexperienced new workers. Good retention strategies improve worker engagement helping your business to be seen as an employer of choice.

The ALP Good Practice Guide to Retaining Workers provides a wide range of good practice guidance supporting businesses in the UK food supply chain to improve their retention of workers.

It is designed for:

Labour Providers

Improving the retention of their own agency workers

Labour Users

Improving the retention of the best agency workers

Direct Employers

Improving the retention of their own workers

Use this guide including our Retaining Workers Activity Ladder and our Line Managers Guide to Improving the Retention of Temporary/Agency Workers to support your worker retention.

Our Members say

“The ALP provides valuable advice, resources, training and guidance for our business which helps us improve our compliance functions and industry knowledge.”

Line Managers Guide to Improving the Retention of Agency Workers

01 WELCOMING

WELCOMING

Starting a new job can be intimidating. Ensure workers are put at ease. Get to know them by name.

INDUCTION

Ensure workers attend induction training and understand all they need to know. If there are workers that don’t, raise and take action.

LABOUR PLANNING PROCESS

Understand how workers are booked and the impact on workers. Avoid short notice bookings especially for night shifts as the worker may not have had enough sleep.

LABOUR ROSTERS

Ensure work is fairly allocated. Workers are selected for their skills and not due to favouritism. Be flexible on days as well as shift start and finish times to suit more workers.

AND GET TO KNOW YOUR WORKERS

BUDDY

Ensure each worker is assigned a buddy. This is someone they can raise issues with and who will help and support them.

ABILITY LEVELS

Check language and ability levels of all workers from all nationalities and adjust actions to meet their needs.

FREELY ACCEPTING WORK

Check to ensure that workers are free to accept or decline work.

FAIR PAYMENT

Check workers are paid equally regardless of age. When workers are booked to work, they should be paid for their shift even if they are sent home early.

BUILD TRUST

Take time to speak to workers and build trust so they will feel comfortable to confide in the manager – informal communication is important to identify issues.

COMMUNICATION CHANNELS

Ensure workers are included in all communication activity.

TEAM MEMBERS

Make workers feel a part of the team. Include them in work and social activities where at all possible.

INDIVIDUALS

Everyone likes to be treated as an individual person and not a number.

HEALTH PROGRAMMES

Make sure workers are included in health surveillance programmes.

WORKER REPRESENTATIVE

Ensure workers can talk to an elected representative e.g. nominated employee rep or a specific worker rep.

ON JOB TRAINING

Ensure workers receive appropriate training to do their jobs and understand why it is important to comply with this standard.

VACANCIES

Advertise vacancies, communicate all the application process and encourage workers to apply.

FEEDBACK

Include workers in surveys and provide access to grievance procedures and hotlines to gather worker issues and views

RESPOND

Always feedback and respond promptly to worker queries e.g. wages, holidays, issues.

ENGLISH SKILLS

Support all workers to improve their English skills.

FAIR TEMP TO PERM PROCESS

Ensure the recruitment process is based on merit and assesses on workers skills, knowledge, behaviours and competence to do the job.

PEOPLE MANAGEMENT

Ensure managers have soft skills training on how to manage workers to get the best out of them and promote retention.

DIVERSITY & INCLUSION

Ensure managers understand the issues of diversity and inclusion and the behaviours expected to meet the business values.

MANAGING CONFLICT

Ensure managers have a range of tools to be able to prevent and handle conflict situations to reach a positive result.

TACKLING EXPLOITATION

Ensure managers have an awareness of modern slavery, can spot the indicators and know how to raise concerns. Refer to Stronger Together.

Flexible Payroll Solutions, Tailored for Your Business Needs

Your Trusted Payroll Partner: Offering both in-house payroll software and outsourcing services that streamline payroll processing and reduce your workload.

Smart Process Automation In-depth Reporting Insights

Save time with one-click payroll, auto-enrolment, smart reminders, and instant employee updates.

Streamlined Compliance Checks

Leverage direct HMRC and pension integrations to keep you compliant, current, and regulation-ready.

Generate quick, custom reports with ease using intuitive, userfriendly reporting tools.

For more information, please visit peoplehr.com/en-gb/payroll/ For enquiries, please contact:

Oliver Chesterton – Lead Payroll Consultant

Email: oliver.chesterton@theaccessgroup.com

Tel: 07822 027613

Due Diligence

n Charge Rates

n HMRC CA: Marketed Tax Avoidance

n Diligence to Ensure Labour Provider Good Practice

n Core Score

n Free Due Diligence Training

n Complyer

2-HOUR ONLINE workshop

Labour Provider Compliance Due Diligence to ensure good practice

Organised crime gangs, criminals, scammers, profiteers and unscrupulous individuals may infiltrate compliant businesses; introducing trafficked or exploited workers into the legitimate supply chain without the knowledge of the labour provider concerned.

Make sure your staff understand, and can address, the very real risks of legal non-compliance and hidden exploitation by booking them on our packed and fast paced 2-hour online session which includes:

How exploitation can happen in your business and supply chain

A step-by-step process to achieve legal and ethical compliance in the provision and use of agency labour

Signposting to the necessary resources and tools to support your journey

*All sessions are live and interactive, and unlimited places are available free of charge to GLAA licence holders and applicants, labour users and ALP members. For dates and how to book, click HERE or scan the code

Charge Rates

Ethical labour providers have only one source of income, the charges levied to their clientsthe labour users - and so those charges must cover the cost of supply and provide a reasonable profit margin.

Labour users that pay unrealistically low rates are knowingly or recklessly conniving in illegality as these rates can only be achieved through worker exploitation, tax evasion or both.

ALP has published the annual Charge Rate Guidance since 2007. Populated with statutory costs, and estimates of variable costs provided by external sources, the guidance shows labour users the real cost of labour provision and helps to identify the labour providers who may be cutting financial corners. Updated each April, or whenever there is a change in statutory costs, the content is also replicated on the GLAA website.

Calculating the cost of supply is only one part of the task. Labour providers must construct sustainable charge rates to clients, and so the charge rate guidance brief is supported by a range of tools and guidance on our Charge Rate Guidance web page

ALP Brief: ‘How to Calculate Charge Rates for Agency Labour’ provides a step-by-step process on how to calculate accurate and sustainable charge rates for agency labour. It supports labour providers and labour users to understand the real cost of labour provision, creating a basis for open and fair negotiation.

For labour providers who prefer an online solution, the ALP Charge Rate calculator enables members to input variables such as pay rates, holiday allowance and desired margin to produce a correctly calculated invoice rate that can be shared with clients.

In 2024, ALP added eLearning courses on NMW Compliance, and Calculating Charge Rates for Agency Labour. Both are CPD Certificated and ALP members may put their whole staff through them if they wish – unlimited eLearning is included in all annual subscriptions.

HMRC CA: Marketed Tax Avoidance

This standalone section has been provided by HMRC Counter Avoidance Directorate

Marketed Tax Avoidance

HMRC is the UK’s tax, payments and customs authority, and we have a vital purpose: we collect the money that pays for the UK’s public services and help families and individuals with targeted financial support. We do this by being impartial and increasingly effective and efficient in our administration. We help the honest majority to get their tax right and make it hard for the dishonest minority to cheat the system.

What is tax avoidance?

Tax avoidance involves bending the rules of the tax system to try to gain a tax advantage that Parliament never intended.

It often involves contrived, artificial transactions that serve little or no purpose other than to produce this advantage.

What is a tax avoidance scheme?

Avoidance arrangements work in different ways. Many involve ‘disguised remuneration’.

This is where amounts paid to the worker, as part of the reward for the work they carry out (‘remuneration’), are incorrectly described (‘disguised’). This is usually as something that’s either not taxable or taxable at a lower amount.

These disguised amounts are often made as a separate payment and not shown or taxed on a worker’s payslip. These payments may be described by agency or umbrella companies as loans, grants, annuities, shares, advances, credits or other payments.

Sometimes these payments are made direct to a worker’s bank account by a ‘third party’ connected to the agency or umbrella company they sign up with.

Most tax avoidance schemes simply do not work, and those who use them may end up having to pay much more than the tax they tried to avoid including penalties.

Information about tax avoidance schemes that HMRC believes are being used to avoid paying tax due can be found at Tax avoidance schemes currently in the spotlight - GOV.UK (www.gov.uk)

Please note that both Spotlight’s 60 & 64 may be of particular interest:

n Warning for agency workers and contractors employed by umbrella companies (Spotlight 60) - GOV.UK (www.gov.uk)

n Warning for employment agencies using umbrella companies (Spotlight 64) - GOV.UK (www.gov.uk)

HMRC also publishes the names of promoters and their schemes on GOV.UK to help alert customers and dissuade them from using these schemes.

It is important to remember that this is not a complete list of all tax avoidance schemes currently being marketed. If a tax avoidance scheme is not shown in the list, this does not mean that the scheme works or is any way approved by HMRC. It could still be avoidance.

HMRC CA: Marketed Tax Avoidance

Potential consequences of becoming involved in tax avoidance

If you’re an agency (also known as an employment business) or a business using temporary labour (referred to as a hirer in this guidance), you need to be aware of the potential dangers of umbrella companies that operate tax avoidance schemes.

If you use a worker employed by an umbrella company involved in an avoidance scheme, you put yourself and your workers at risk of:

n tax compliance checks

n penalties

n tax liabilities

You also risk reputational damage and loss of business.

Steps you can take to protect your business

These steps can help you reduce your risk of using non-compliant umbrella companies:

n Perform due diligence on your whole supply chain.

n Make sure you are up to date with the legal requirements for businesses who engage workers.

n Consider adding clauses in your contracts with umbrella companies.

n Check payslips to make sure PAYE is being operated on the full amount received by the worker.

n Be extremely cautious about working with umbrella companies that are offshore or offer financial incentives.

n Check HMRC’s list of named tax avoidance schemes, promoters, enablers and suppliers

n Check the umbrella companies details and returns filed with Companies House to make sure details such as its financial position, location and trading history are consistent with what you have been told.

n Educate your workers by sharing information with them about tax avoidance schemes.

Further information and material

Our tax avoidance engagement team produce a wealth of additional material to support our customers and raise awareness around key areas, including:

The Tax avoidance – don’t get caught out campaign, which contains useful information to help contractors, agency workers or customers working through an umbrella company recognise what an avoidance scheme is, how to steer clear or get out of avoidance and how to report a scheme.

We produce tax avoidance awareness videos, published on Youtube which include - Umbrella companies: what are the risks to agencies? (youtube.com)

The Gov.uk website includes our full guidance for employment agencies and businesses using temporary workers at - https://www.gov.uk/guidance/agencies-and-other-businesses- usingumbrella-companies-who-may-be-operating-avoidance-schemes

Due Diligence to Ensure Labour Provider Good Practice

‘Failing to take reasonable action to make sure that your supply of labour is legitimate can lead to significant legal, financial and reputational risks to your business. It could even stop your business from operating entirely.’

Advice on applying supply chain due diligence principles to assure your labour supply chain

Labour providers and their clients should agree standards that meet good practice and statutory requirements under all tax, health & safety and employment laws including the Conduct Regulations, Gangmasters Licensing Act, Modern Slavery Act and Agency Workers Regulations, and establish an effective due diligence process to monitor and improve those standards.

Visit the ALP website for a list of labour provider members and browse for relevant support and guidance including the pragmatic, step by step guidance in our ‘Due Diligence to Ensure Labour Provider Good Practice – Step-by-Step Guide’.

Labour users are welcome to join ALP as Associate Members or Supply Chain Members enabling you to access the same news, information, and guidance as your labour providers.

One of our most popular downloads, the Compliance Operations Rating Evaluation ‘CORE Score’ checklist provides businesses with an open-source accessible tool to monitor all the elements of a compliant and successful labour provider service, explaining the standards required and linking to further guidance and support. Labour providers can use it as an internal tool to assess and monitor their own business, or in collaboration with clients as part of a continuous improvement process.

Free Due Diligence Training

ALP and GLAA are working in partnership to provide business with support and training to help navigate the challenges of ensuring compliance in the provision and use of agency labour. Our online workshop is live and interactive, and available free of charge to GLAA licence holders and applicants, food supply chain labour users and ALP members. Numbers on each workshop are limited to allow effective delegate participation, so please book early to secure the dates you need.

In this packed and fast paced two-hour session, ALP experts will explain the issues and context, along with UK compliance requirements and enforcement, and provide:

n A step-by-step process to achieve legal and ethical compliance in the provision and use of agency labour

n Clear guidance how to undertake effective due diligence to evidence compliance – both internally and in your labour supply chain

n The necessary resources and tools to support your journey

Visit the ALP Academy to book your place.

SUPPORTINGAND RECOGNISING CONTINUOUS IMPROVEMENT UNCOVERINGAND REMOVING THEWORST PRACTICES

Shifting the dial...

Our Members say

“ALP provide plenty of highly relevant information in digestible formats to facilitate best practice within labour providers both large and small.”

IMPROVE PERFORMANCE

DRIVE UP STANDARDS

PROTECT YOUR REPUTATION

DEMONSTRATE DUE DILIGENCE

INCREASE AUDIT SUCCESS

A cost-effective and easy-to-use software tool for auditing labour providers’ compliance with UK statutory requirements.

• Applicable to all UK sectors

• Assesses performance against all relevant UK legislation including the GLAA Licensing Standards, Conduct Regulations, and the Agency Workers’ Regulatons 2010 as well as general UK employment and financial legislation.

USE COMPLYER IN THREE WAYS:

1

As a self-audit tool to conduct your own internal audits on your business or within your supply chain

2

Hire an expert consultant to assess your business with Complyer, providing an independent basis for continuous improvement

3

Undergo a formal thirdparty audit by qualified social compliance auditors for your own use, or to share with business partners as you wish

INCLUDES: Financial probity questions check compliance with legislation relating to VAT, PAYE, National Insurance, the Criminal Finance Act, IR35, disguised self-employment and the use of umbrellas and other recruitment intermediaries.

REVIEWED AND UPDATED

Visit www.complyer.co.uk to buy and download Complyer now, find more information or watch our introductory video. Contact Complyer on enquiries@complyer.co.uk or 01276 509306 to discuss your Labour Provider Legal Compliance requirements

WHY USE COMPLYER?

INTUITIVE AND EASY

• Complyer can be completed by novice auditors

• Compliance is assessed by answering straightforward questions, with all the further guidance and links that the auditor may need, including worker interview questions

• Automatic scoring gives an immediate objective assessment of compliance which can be used as a KPI target and compared over time to track improvement.

EFFICIENT AND EFFECTIVE

• Auditors enter their findings straight to a laptop during audits – no double entry

• Documentary evidence is uploaded to the audit so no searching for supporting documents

• Provides corrective actions and a follow up process for continuous improvement

• Downloaded to a PC or laptop so can be used offline in any environment

• Allows multiple audits to be recorded

• Includes a range of automatically generated reports

COST

EFFECTIVE

An annual licence costs just £385 (+VAT) per user, discounted for ALP members at just £325 (+VAT). Multi-user (3+) discounts are available

Visit www.complyer.co.uk to buy and download Complyer now, find more information or watch our introductory video. Contact Complyer on enquiries@complyer.co.uk or 01276 509306 to discuss your Labour Provider Legal Compliance requirements

SUPPLY TO NEW CLIENTS 24 STEPS

AGENCY LABOUR

The steps that should be taken when implementing a legally and ethically compliant, transparent and sustainable service to provide agency workers to new clients. Follow the dotted line if you provide a recruitment only service.

For interactive support, click on each step within the process flows available from the Help Centre or HERE.

Do you use agency workers in your business?

For LABOUR USERS

As a labour user, ensuring ethical labour practices and compliance with regulations is paramount to maintaining a successful and reputable business especially in managing temporary workers—a key risk for labour exploitation. ALP offers comprehensive support and resources tailored to meet the unique needs of labour users.

Join ALP for:

Regulatory Guidance: Stay informed about the latest labour laws and regulations, reducing the risk of non-compliance and associated penalties.

Ethical Practice Support: Access guidance and resources to prevent labour exploitation and promote fair treatment of all workers in your supply chain.

Due Diligence Tools: Utilise free and discounted resources to assess your labour provider’s performance, identifying both opportunities for improvement and leading practice. New for 2024: the ALP Good Practice Principles and free consultancy services help labour provider members meet and maintain your standards.

Resource Library: Access a wide range of ready-made templates for contracts, policies, procedures, and recruitment documents, saving you time and ensuring compliance with industry standards.

Expert Advice: Enjoy unlimited access to ALP’s expert advice line for all your labour supply queries. If we don’t know the answer, we will find out!

Unlimited Training: Gain unlimited free access to interactive eLearning modules and discounted face-to-face training for your staff, enhancing their knowledge and skills.

Regular Updates: Receive monthly newsletters, join member forums, and follow ALP on LinkedIn for the latest news.

Networking Opportunities: Connect with other labour users, labour providers, brands and retailers through ALP’s forums, round tables, and events, fostering collaboration and sharing best practices.

Reputation Enhancement: Improve your business reputation by associating with ALP, a recognised body committed to ethical labour practices and compliance.

Be a part of a community committed to excellence in labour provision

Stronger Together

n Introduction

n Overview

n What We Do

n Benefits for ALP Members

n Training Opportunities and E-Learning Courses

n Practical Resources for Labour Providers

n RRT Online Tool

n Become a Stronger Together or RRT Business Partner

Introduction

Stronger Together is driven by our vision of a world where all workers are recruited responsibly and have fair work free from exploitation. Each year there are new challenges, but we know that collaboration is still the key to progress.

Since 2013 we have been working with businesses across sectors and supply chains in the UK and across the world to build capacity, to mitigate risks and enable them to demonstrate good practice. We facilitate multi-stakeholder dialogue and collaboration through long-standing as well as new initiatives such as the Seasonal Worker Scheme Taskforce and a roundtable event addressing exploitation of care workers which we organised in 2024 together with ALP, hosted by the GLAA.

ALP were one of the founding partners of Stronger Together and the two organisations have maintained a strategic partnership ever since. Many of our work streams have been developed in collaboration with ALP or as part of its initiatives. In 2022, ALP joined the Stronger Together Consumer Goods/Responsible Recruitment Toolkit steering group, further enhancing this collaboration. As a result, ALP members now receive a range of valuable benefits, which are outlined on the following pages.

Working with ALP members is a key part of driving up responsible recruitment and fair work standards for workers in the UK labour market. We listen to our labour provider and recruiter stakeholders to ensure we are providing guidance on the most pressing matters, always considering how our work can have the biggest positive impact on how ALP members recruit and employ individuals and have the tools to share their commitment and good practice. Many of our practical workshops, toolkits and resources, are available at no cost to ALP members.

We continue to develop our guidance and introduce new solutions to support the businesses we work with to stay up to date. For example, last year we launched the animation ‘Identifying Labour Exploitation’ and new workshops ‘Effective Human Rights Due Diligence in Supply Chains’ and ‘Ensuring Effective Workplace Grievance Mechanisms’. Also, we were commissioned by Sedex to develop the auditor guidance for SMETA 7.0 on 'Employment is freely chosen', 'Responsible recruitment' (includes Employer Pays Principle) and 'Subcontracting and homeworking', as Sedex recognises Stronger Together’s responsible recruitment and forced labour guidance for businesses as best practice. SMETA 7.0 has been added to our Responsible Recruitment Toolkit online tool as a filter to support subscribers to identify guidance to help them meet SMETA standards.

Sign up to our newsletter or follow us on LinkedIn for updates. Get in touch if we can help your organisation and support you to progress your efforts for continuous improvement to provide ethical recruitment and fair work.

Together we can embed responsible recruitment and employment practices and mitigate labour exploitation in operations and supply chains.

Hannah Newcomb and Jantine Werdmüller von Elgg Co-CEOs Stronger Together

Stronger Together Overview

Stronger Together is an impact driven, not for profit organisation providing businesses with practical training, resources, business services and collaborative programmes in order to create a world where all workers are recruited responsibly and have fair work free from exploitation.

With over 10 years' experience, Stronger Together works in three continents and across multiple sectors including consumer goods, construction, general merchandise, warehousing, and more, to provide practical training, resources, bespoke business services and collaborative programmes.

Our Mission is working together to enable organisations to embed responsible recruitment and employment practices and mitigate labour exploitation in their operations and supply chains.

19,000+

We have trained over 19,000 individuals internationally on tackling modern slavery and embedding responsible recruitment in their business and supply chain.

360

Over 360 organisations become a Business Partner each year to publicly demonstrate their commitment towards tackling modern slavery or embedding responsible recruitment.

1,000,000

Over 1 million have heard our message and this continues to grow as our programmes expand to include new sectors and new countries.

What We Do

We support you to embed responsible recruitment and address risks of modern slavery. We help you embed responsible recruitment within your operations and supply chains, support staff in how to effectively spot the potential signs of modern slavery, and how to respond, escalate and remediate for those impacted, as well as take the journey with your organisation to monitor your progress and continuously improve.

CAPACITY BUILDING GUIDANCE, RESOURCES AND TRAINING

Training: a range of live interactive online or in-person workshops and practical e-learning modules tailored to different actors, knowledge levels, sectors, countries and functions.

Guidance and resources:

• Best-practice, in-depth toolkits

• Template policies and procedural documents

• Powerful short films

• Information posters and leaflets for workers (multi-language)

• Topical webinars

COLLABORATIVE SUPPLY CHAIN PROGRAMMES

• UK Consumer Goods: Forced Labour and Responsible Recruitment

• UK Construction

• Fast Forward: UK Apparel and General Merchandise

• Italy

• South Africa

• US

• Mexico

MONITORING, EVALUATION AND MARKET DIFFERENTIATION

Self-assessment tools:

• Checklists; Exclusively for UK labour providers, our Labour Provider Good Practice Implementation Checklist, offers a number of steps your business can take to ensure that modern slavery is not taking place in your own business. Visit to download for free: https://www. stronger2gether.org/resources/

• Online self-assessment tools; Responsible Recruitment Tool: https:// responsiblerecruitmenttoolkit.org/ online-tool/ and Progress Reporting Tool

• Business Partners; visit: https://www. stronger2gether.org/business-partners/ Independent verification:

• Checklist Verification Assessments

• Organisational Progress Assessment

• Responsible Recruitment Progress Assessment

• Fast Forward forensic labour standards audits

• Clearview responsible recruitment certification https://responsible recruitmenttoolkit.org/clearview/

BESPOKE CONSULTANCY, ADVISORY AND TRAINING SERVICES

• Compelling presentations to Board/ C-suite/management/supply chain

• Strategy and policy development

• Risk assessment and control

• Bespoke training and capacity building

• Monitoring and communicating effectiveness

Benefits for ALP Members

ENGAGING WITH OUR TRAINING AND SUPPORT CAN:

+ Cement your position as a leader in ethical recruitment

+ Set you apart from your competitors as a best-in-class labour provider

+ Reduce business risk and reputational damage

+ Help you attract and retain the best talent, by becoming attractive to work seekers

+ Attract ethical and socially aware clients and business partners as their labour provider of choice.

ALP LABOUR PROVIDER MEMBERS CAN ACCESS THE FOLLOWING BENEFITS FOR FREE INCLUDING:

+ Free ‘Full’ subscription to the RRT online tool

+ One free place per ALP member per workshop on a range of online and in person training, including:

- Tackling Modern Slavery in Businesses – UK and ROI

- Advanced Tackling Modern Slavery in UK Businesses

- Effective Human Rights Due Diligence in Supply Chains

- Ensuring Effective Workplace Grievance Mechanisms

- Introduction to Responsible Recruitment

- Eliminating Worker Paid Recruitment Fees

- Safe Work for Agency/Contract Workers

- Labour Supply Chain Due Diligence and Partnerships

- Fair & Equal Opportunity & Treatment

WHAT LABOUR PROVIDERS HAVE SAID ABOUT OUR WORKSHOPS AND GUIDANCE:

“Clear break down of challenges, and clear steps to create solutions”

IN ADDITION, THERE ARE DISCOUNTS AVAILABLE ON:

+ The ‘Supply Chain’ subscription to the RRT online tool

+ Multiple Stronger Together workshops

“Full, informative, encouraging, empowering”

"We as a business advocate the work underpinned by RRT, it represents the ideal approach for any business, and I wholeheartedly encourage all to embrace it."

Training Opportunities

Workshops are interactive and focus on practical skills to equip businesses to implement responsible recruitment practices and to tackle modern day slavery.

BOOKING

Find out more and book your chosen workshop at www.stronger2gether.org/workshops

DESCRIPTION FOR COST PER DELEGATE

Tackling Modern Slavery in Businesses –UK and ROI

Find out more

Those responsible for modern slavery from policy to implementation – suitable for those new to the subject or those seeking a refresher.

Advanced Tackling Modern Slavery in UK Businesses

Find out more

Those responsible for tackling modern slavery from policy to implementation including HR, CSR, technical or operational managers and labour agency professionals.

Tackling Labour Exploitation in UK Warehousing

Find out more

Those responsible for addressing human rights risks across operations and the whole supply chain, including warehouse operations managers or supervisors, warehouse HR managers or other HR colleagues, labour providers or warehousing colleagues responsible for human rights, modern slavery, risk and compliance.

Investigative Interviewing Skills in the Workplace

Find out more

Ensuring Effective Workplace Grievance Mechanisms

Find out more

Those required to conduct interviews in the workplace, HR, Recruitment and Compliance team Members, and auditors.

Those responsible for implementing/ overseeing Grievance Mechanisms on-site, HR Managers, and worker representatives.

Delegate places are available

Free delegate places available for ALP Members and others – see website for details

£155 (+VAT) online

£175 (+VAT) face-to-face For ALP members and UK based suppliers/service providers to project sponsors

£215 (+VAT) online

£235 (+VAT) face-to-face For all other delegates

Free delegate places available for ALP Members and others – see website for details

£155 (+VAT) online For ALP members and UK based suppliers/service providers to project sponsors

£215 (+VAT) online For all other delegates

Free delegate places available for ALP Members and others – see website for details

£155 (+VAT) online For those with a valid discount code provided by a project sponsor

£215 (+ VAT) online For all other delegates

£290 (+VAT) online

£120 (+ VAT)

Free delegate places available for ALP Members and others – see website for details

Training Opportunities

Effective Human Rights Due Diligence in Supply Chains

Find out more

Introduction to Responsible Recruitment

Find out more

Eliminating Worker-Paid Recruitment Fees

Find out more

Fair & Equal Opportunity & Treatment

Find out more

Labour Supply Chain Due Diligence and Partnerships

Find out more

Safe Work for Agency/ Contract Workers

Find out more

Individuals responsible for human rights and labour practices in supply chains including human resources, sustainability, procurement, responsible sourcing, social compliance and risk management, and worker representatives, employers’ organisations, auditors and others with a responsibility in the area of labourrelated human rights.

• Labour Providers/Recruiters

• Suppliers/Service Providers (as Labour Users and/or direct recruiters)

• Brands/Retailers

Recruitment teams, businesses, their clients and other interested parties across all locations and sectors including:

• Labour Providers/Recruiters

• Suppliers/Service Providers (as Labour Users and/or direct recruiters)

• Brands/Retailers

Recruitment teams, businesses, their clients and other interested parties across all locations and sectors including:

• Labour Providers/Recruiters

• Suppliers/Service Providers (as Labour Users and/or direct recruiters)

• Brands/Retailers

Recruitment teams, businesses, their clients and other interested parties across all locations and sectors including:

• Labour Providers/Recruiters

• Suppliers/Service Providers (as Labour Users and/or direct recruiters)

• Brands/Retailers

Recruitment teams, businesses, their clients and other interested parties across all locations and sectors including:

• Labour Providers/Recruiters

• Suppliers/Service Providers (as Labour Users and/or direct recruiters)

• Brands/Retailers

E-learning

£235 (+ VAT)

Free delegate places available for workshops until 30th June 2025 for ALP Members and others – see website for details

£195 (+VAT) per delegate

FREE places available for RRT sponsor’s suppliers and ALP Members.

Costs: £120 (+VAT)

FREE places available for RRT sponsor’s suppliers and ALP Members.

Costs: £110 (+VAT)

FREE places available for RRT sponsor’s suppliers and ALP Members.

Costs: £110 (+VAT)

FREE places available for RRT sponsor’s suppliers and ALP Members.

Costs: £110 (+VAT)

FREE places available for RRT sponsor’s suppliers and ALP Members.

Stronger Together also offers a suite of engaging e-learning modules that provide a flexible and cost-effective training solution for your workforce, enabling learners to complete at their own pace, on their own terms and in any location.

Modules available cover tackling modern slavery in the UK; for Recruiters, Supervisors, and Auditors. See website for more details and competitive pricing options.

Practical Resources For Labour Providers

DOWNLOAD

Register on our website to find and download the resources you need: www.stronger2gether.org/resources info@stronger2gether.org | +44(0)1276 919090

Stronger Together has hundreds of FREE and accessible and practical resources available to download now and are available in multiple languages for those who support a multi-lingual workforce.

TOOLKITS

Step by step guidance to inform, equip and resource businesses to embed responsible recruitment and tackle modern slavery.

TEMPLATE POLICIES & CHECKLISTS

Essential policy templates and useful checklists have been developed by experts for businesses to adapt to their requirements.

WEBINARS

Our free and interactive webinars focus on a range of areas within labour exploitation.

TRAINING & AWARENESS VIDEOS

Professional videos developed for use in training workshops and staff inductions to raise awareness of forced labour.

WORKER POSTERS & LEAFLETS

Printable resources developed to inform workers about what forced labour is and where to report concerns - available in a multitude of languages for a diverse workforce.

TEMPLATE RISK ASSESSMENTS

Ready-made risk assessments for businesses to input their own information into and use to assess the risk of modern slavery and poor recruitment practices.

BUSINESS CHAMPIONS PACK

Business guide and printable resource pack to support delivery of communications and workforce engagement activities across your business by Modern Slavery Champion(s).

RRT online tool

Subscribe to our RRT online tool and access a comprehensive solution to help your business achieve and demonstrate responsible recruitment.

Access step-by-step guidance mapped to global standards and self assess progress

Download extensive resources

Discover specialist guidance contextualised to specific countries and sectors

View real-time reports and benchmark against other subscribers

Upload evidence, set priorities and generate action plans

Create connections with clients and suppliers to share progress and drive transparency

Online tool

BECOME A STRONGER TOGETHER OR RRT BUSINESS PARTNER

BECOME A STRONGER TOGETHER BUSINESS PARTNER, A RESPONSIBLE RECRUITMENT TOOLKIT BUSINESS PARTNER, OR BOTH – FOR FREE!

These are FREE opportunities to demonstrate your commitment to addressing the risks of modern slavery and embedding responsible recruitment practices to your clients and supply chain. You can become a Business Partner by voluntarily uploading the evidence required by either Business Partner programme, as a disclosure of your commitment to tackle modern slavery and/ or responsible recruitment practices. The evidence submitted is publicly visible and transparent to those wishing to view/affirm the information supplied.

+ Publicly showing your commitment to addressing modern slavery and/or responsible recruitment in your business and supply chains

+ Downloading the Stronger Together or RRT Business Partner logo to use in your business materials as desired

+ Appearing on the Stronger Together or RRT Business Partner public webpage

Business Partners of both schemes can refresh their evidence at any time during the year. They are required to do this annually and once completed will be able to download the new business partner logo for that year.

www.stronger2gether.org/business-partners www.responsiblerecruitmenttoolkit.org/business-partners or email info@stronger2gether.org to find out more

Labour Market Enforcement

n Labour Provider Enforcement

n Director of Labour Market Enforcement

n Employment Agency Standards

n Gangmasters and Labour Abuse Authority – Advice to the Industry

n ALP Resources to Support You to Achieve GLAA Compliance

n The GLAA Licensing Standards –October 2018

Labour Provider Enforcement

The provision of agency workers in the UK is regulated and enforced by two different bodies:

n The Employment Agency Standards Inspectorate (EAS) protects the rights of agency workers in all sectors outside the GLAA regulated sector by ensuring that employment businesses and agencies uphold specified minimum standards. There is no licensing regime outside of the food industry.

n The Gangmasters and Labour Abuse Authority (GLAA) regulates the provision of workers into agriculture, horticulture, shellfish gathering and any associated processing and packaging. If you are an employment agency, labour provider or gangmaster that provides workers into the food sector, you will need a GLAA licence. The GLAA also has responsibilities to tackle labour exploitation across all businesses in Great Britain.

Many labour providers will supply workers into food and other sectors, and so will need to comply with the statutory regulation enforced by both bodies. The relevant requirements are very similar and the GLAA and EAS often work closely together. Read more about these organisations over the following pages, including their advice to industry.

ALP’s Regulation and Enforcement eLearning gives an overview of how labour providers are regulated in the UK and how that regulation is enforced.

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Director of Labour Market Enforcement

The following section has been provided by Margaret

Beels OBE

Once again it is an immense pleasure to be contributing to the ALP Handbook and sharing with you the work of the office of the Director of Labour Market Enforcement (ODLME).

I was appointed as the Director of ODLME in November 2021 and the 2016 Immigration Act sets out my statutory responsibilities. One of them is to prepare an annual labour market enforcement strategy, which provides an assessment of the scale and nature of non-compliance in the labour market and sets strategic direction for the three enforcement bodies; HMRC (HM Revenue & Customs) National Minimum Wage team, Employment Agencies Inspectorate and the Gangmasters Labour and Abuse Authority. The Strategy has to be presented to the Business and Trade Secretary and Home Secretary before the end of March for approval before publication. Additionally, my office submits to parliament an annual report on the extent to which enforcement activity is undertaken during the year it has had an effect on non-compliance.

Since my appointment my strategies all have had 4 main themes, which, broadly, capture what I believe to be the most important features of good compliance and enforcement systems.

n Improving the Radar Picture

n Improving Focus on Effectiveness

n Better Joined-Up Thinking

n Better Engagement with, and Support for, businesses and workers

In February and May 2024, I had the opportunity to present to ALP roadshows and provided an overview of my proposals for the 2024/25 Strategy. I spoke to you about several areas causing me concern such as increased online recruitment and social media advertising, and the use of artificial intelligence/management systems for recruitment and worker management. I also voiced concerns about umbrella and mini umbrella companies, and precarious jobs in the gig economy. I stressed the importance of workers having access to information and appropriate redress. I spoke about the short-term skilled worker visas and issues with recruitment fees, debt bondage and exploitative practices at work. We discussed several sectors including agriculture, care, construction, hand car washes, garment manufacture, warehousing, fishing, nail bars and supply teaching. I spoke about Labour Market Enforcement strategies and how these need to be forward looking; both in terms of threats and solutions and the need for accuracy when assessing the risks, opportunities, and threats to then be strategic in setting the right priorities. I explained how ODLME is further developing our information gathering and understanding of the scale and nature of labour exploitation.

Director of Labour Market Enforcement

Agriculture and horticulture are key sectors for the British economy and for the health and welfare of the nation. We all want the sector to be known for its good practices. Here ALP members can play a vital role.

The ALP toolkit and webinars are extremely useful for informing businesses of how to ensure that the workers receive the rewards they have earned. I also welcome the work ALP does with the Seasonal Agricultural Worker Taskforce whose mission is to work collaboratively to develop and implement tangible actions to help safeguard and ensure access to workers' rights.

In March 2024, I presented to government my 2024/25 Labour Market Enforcement Strategy for approval. In May the Prime Minister announced a general election. The dissolution of Parliament occurred prior to the Strategy being approved by ministers. Now, with a new administration, my 2024/25 Strategy has had to be re-presented to the new Business and Trade and Home Secretaries. I am hoping for publication in the autumn.

Restrictions on engagement during the pre-election period have impacted my ability to do as much external engagement as I would have liked. Normally over the summer as part of our evidence gathering in preparation for the next strategy, my office holds roundtables and issues a call for evidence. We focus on topics where we either have a gap in our understanding or want to know more about non-compliance and the impact on business and workers. It is so useful to hear about initiatives and their effectiveness in reducing non-compliance business and supporting workers to understand and enforce their employment rights. I am always extremely pleased to have representatives from trade associations such as ALP attend these and appreciate their contributions to the events and to written responses. With a new government in place, I am pleased that engagement with external stakeholders is now underway. This will be a vital component to gain as good a picture as possible of the scale and nature of non-compliant behaviour.

During the summer pause in our outward facing activity ODLME has instead concentrated on sectorial analysis in preparations for the 2025/26 Labour Market Enforcement Strategy. The government’s plans for delivering their Make Work Pay agenda are emerging and we expect relevant legislation to be published shortly. We anticipate that this will include the creation of a Fair Work Agency. We must grasp this opportunity to ensure its success, recognising the benefits that closer working can bring and being open to ways of strengthening how we approach compliance with - and enforcement of - labour standards.

I look forward to working with you in your efforts to secure good working conditions and fair reward for workers and a level playing field for businesses who want to have high standards in their industry. I also recognise that in every sector exploitation finds opportunities to flourish and put your business at risk. Keeping well informed is a necessity. You must continue to have active compliance strategies to guard your business and to protect all workers; this is a good investment. Help is available if you encounter any issues: ALP, GLAA, Responsible Recruitment, Stronger2gether, HMRC NMW – all have a focus on helping you get it right.

Employment Agency Standards Inspectorate

Who are EAS?

The following section has been provided by Rhys Jones, EAS Stakeholder & Project Manager at the Employment Agency Standards Inspectorate

The Employment Agency Standards Inspectorate (EAS) is the state regulator for private recruitment agencies in Great Britain.

EAS are responsible for seeking compliance with the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (both as amended). This legislation sets out minimum standards recruitment agencies need to follow when finding work for agency workers.

n EAS sits within the Department for Business and Trade, known as DBT. EAS have moved into DBT from The Department for Business, Energy & Industrial Strategy (BEIS) following the machinery of government change that took place in February 2023.

n EAS investigates complaints received, acts on intelligence or information, and carries out proactively targeted inspections throughout the country to check for compliance.

n EAS works with recruitment agencies, hirers, work-seekers and others to ensure compliance with employment rights, particularly for vulnerable agency workers, and that those using private recruitment agencies to find work are treated fairly.

n EAS’ core strategic operational functions are to Advise, Protect and Enforce.

Employment Agency Standards Inspectorate

EAS Note to Industry

One of our primary aims in EAS is to cultivate a compliant environment within which the recruitment sector can grow. We want to create a level playing field that rewards merit through fair competition.

EAS has two key strategic drivers, these are:

n Ensuring effective compliance with the legislation and, where appropriate, taking enforcement action against employment agencies and businesses; and

n Providing efficient customer service.

These sit alongside the established principles of:

Advise

Both work-seekers and businesses about current legislation to support and protect both parties in the employment relationship.

Our aims and objectives:

Protect

Vulnerable work-seekers where their employment rights may be denied.

Enforce

Legislation, where serious and/or repeated non-compliance is identified.

We want businesses to have the knowledge and tools they need to meet compliance requirements. We want them to understand legislative requirements and to be incentivised to comply with them.

We want businesses to have trust in us as an enforcement body, that we will advise them honestly and accurately, advocate for them when necessary and use enforcement action responsibly. We want business to report bad actors in the sector and have confidence in EAS as the state regulator to take appropriate action.

We want workers to be better empowered by having knowledge and understanding of their rights and the protections afforded to them by our legislation. We want workers to have the confidence to report bad and exploitative businesses.

If you want to help us achieve these goals, learn more about complying with our legislation or to report bad actors in the market who are gaining an unfair advantage by breaching our legislation then please contact us: Our email inbox: eas@businessandtrade.gov.uk

Our direct number: 020 4566 5333

Employment Agency Standards Inspectorate

Who is covered by EAS Legislation?

Where you are acting as an intermediary between a person seeking work and a hirer, then this activity may fall within the scope of our legislation. You may be operating as an employment business, which supplies temporary or contract work-seekers to hirers, or as an employment agency, which introduces work-seekers to be employed under contract with a hirer. These requirements could apply whether you are operating in the private, public or not-for-profit sectors.

If the employment business or employment agency activity takes place within Great Britain (England, Scotland and Wales) then they should comply with the legislation set out above. It doesn’t matter whether the work-seeker and/or role is based overseas if the placement activity takes place in Great Britain.

Our legislation applies to recruitment agencies supplying workers into almost all sectors of the labour market. Those supplying doctors, teachers, drivers, nurses, actors, models, carers, linguists, warehouse workers and builders all need to follow EAS legislation. The only exceptions in terms of sectors are those supplying into the GLAA regulated sectors which protects temporary workers working in agriculture, horticulture, shellfish gathering or their associated processing and packaging.

Employment Agency Standards

What does our legislation require recruitment agencies to do?

Please find below a list of key responsibilities you should comply with if operating as an employment business supplying temporary workers to hirers, or as an employment agency introducing permanent staff to hirers. Please note this list is not exhaustive. For more detailed information, please see the guidance on the Conduct Regulations 2003.

You should:

1. Issue a Key Information Document to work-seekers (see the guidance on providing a Key Information Document). Employment business only

2. Agree terms of engagement with the work-seeker before work finding services are provided. Employment business only.

3. Provide notice of the particulars of goods or services (whether to be provided by you or another person) before charging fees to work-seekers (for DBS checks, uniform, training etc).

4. Confirm the work-seeker’s identity and that the work-seeker has the adequate experience, training, qualifications, and any authorisation deemed necessary by the hirer, or required by law or a professional body, to fill a position, before introducing or supplying to the hirer. Applies to all employment business. Only applies to employment agencies where the work-seeker is to work with, attend to or care for vulnerable persons.

5. Obtain suitable and sufficient information from the hirer regarding the details of the assignment or position before introducing or supplying the work-seeker to them. This includes details of any known health and safety risks and the steps taken by the hirer to control them.

6. Provide to the work-seeker the assignment or position details that you have obtained from the hirer.

7. Confirm to the hirer at the point you propose the work-seeker, that you have confirmed the work-seeker’s identity and that you have confirmed the work-seeker has the suitable experience, training, qualifications and authorisations required to fill the role. Inform both the hirer and the work-seeker of any requirements imposed by law, or a professional body, that the hirer or work-seeker need to satisfy for the work-seeker to take up the position.

8. If operating as an employment business, you must pay work-seekers for all hours worked at the agreed rate regardless of whether you have been paid by the hirer or whether there is any dispute over the quality of the work completed.

9. If the position to be filled involves working with the vulnerable, you obtain and offer to provide to the hirer copies of the work-seeker’s relevant qualifications/authorisations, and two written references from non-relatives of the work-seeker who have agreed they may be disclosed to the hirer.

10. Keep records on the points above that demonstrate your compliance.

Employment Agency Standards

What does our legislation require recruitment agencies not to do?

You should not:

1. Charge fees to work-seekers for providing work-finding services.

2. Force work-seekers to purchase any additional goods or services from you or third parties.

3. Stop work-seekers from working elsewhere.

4. Tell a work-seeker’s current employers they are looking for new work.

5. Force work-seekers to tell you the identity of their future employers.

Employment Agency Standards

Enforcement

Employment agencies and employment businesses are expected to take prompt action to fully comply with relevant legislation where any breaches are brought to their attention by the EAS. Enforcement action is regarded as a tool of last resort.

Sanctions and Penalties

Outcomes following an inspection can range from advice, a warning letter and remedial action, to Labour Market Enforcement Undertakings (LMEUs), and with prosecution as a last resort.

Prosecution could lead to a fine and a Labour Market Enforcement Order (LMEO) being made. Any attempt to obstruct an EAS officer in the course of their duties may result in a prosecution and a fine.

Specific sanctions include:

Warning letter: A warning letter sets out where the recruitment agency has contravened the legislation and will include the full provision of the relevant regulation they need to comply with. Failure to respond to a warning letter issued by EAS could result in further enforcement action.

Labour Market Enforcement Undertaking (LMEU): A LMEU is an agreement between the EAS and the non-compliant person or business, on what that person or business will do to restore and maintain compliance by a specific date, and how.

Labour Market Enforcement Order (LMEO): This order may be issued by a court if the employment agency or employment business fails to comply with the LMEU. The LMEO requires the noncompliant person or business to implement the measures previously set out in the LMEU. Failure to comply with an LMEO may result in either a fine and/or two years’ imprisonment.

Prohibition Order issued by an Employment Tribunal: An order that prohibits an individual or business from running or being involved in running an employment agency or employment business, for up to a maximum of 10 years on the grounds of misconduct or unsuitability. Any person who breaches a Prohibition Order can face criminal proceedings.

Prosecution and imprisonment: Where the EAS is unable to achieve compliance, it can seek to prosecute individuals and businesses. EAS offences are ‘either way’. If successful, a court may issue an LMEO and failure to comply may result in either a fine and/or two years imprisonment.

Employment Agency Standards

Contact EAS

EAS investigates every relevant complaint or piece of information received that alleges a breach of our legislation. If you are aware of a business that is breaching our legislation and potentially gaining an unfair advantage in the market, please use our contact information below to make a report.

We can be contacted via:

Our email inbox: eas@businessandtrade.gov.uk

Our direct number: 020 4566 5333

Any information received will be handled discreetly.

We are unable to disclose to you any details about actions that are taken because of information you may provide to us. However, we can assure you that EAS will consider every relevant complaint or piece of information it receives.

Useful links

Please visit our website to find out more about our work: https://www.gov.uk/government/organisations/employment-agency-standards-inspectorate

More detailed guidance on Conduct Regulations: https://www.gov.uk/government/publications/conduct-regulations-2003-guidance-foremployment-agencies-and-employment-businesses

Guidance for employment businesses on providing a Key Information Document: https://www.gov.uk/government/publications/providing-a-key-information-document-foragency-workers-guidance-for-employment-businesses

ALP is pleased to share the Effective Communication Toolkit for Multi-Language Workforces which spotlights issues of inclusion in multi-language workforces within food supply chains and provides practical guidance for suppliers.

Visit the Open to Opportunity section of the ALP website resources to access the toolkit

3-HOUR ONLINE workshop

Are you ready for your GLAA Inspection?

Supplying agency labour to the food supply chain requires compliance with the Gangmasters and Labour Abuse Authority Licensing Standards. Non-compliance can lead to licence revocation barring further trade in the sector.

Make sure you’re ready for inspection with the ALP Academy Workshop – Complying with the GLAA Licensing Standards.

Understand the context and risks in UK labour provision in the regulated sector

Clarify the responsibilities of both labour users and labour providers

Comply with the GLAA licensing standards – comprehensive guidance on each standard is provided

▪ ALP experts will take you through what’s required from every single licensing standard so you can be prepared and confident when the inspector arrives.

▪ Suitable for all staff supplying workers into the GLAA regulated sector.

‘Everyone in my business should do this course’

GLAA - Advice to the Industry

The following section has been provided by Elysia McCaffrey, CEO at the Gangmasters and Labour Abuse Authority (GLAA)

The Gangmasters and Labour Abuse Authority (GLAA) is a Non-Departmental Public Body (NDPB), governed by an independent Board.

Our mission is to stop the exploitation of workers in the UK and to ensure employers treat them fairly.

By prioritising our activities based on threat, risk and harm analysis we work with regulators and enforcement bodies, to identify intuitive ways to tackle emerging issues. Together we target, dismantle and disrupt serious and organised crime across the UK and investigate all aspects of labour exploitation including modern slavery in England and Wales.

We are committed to supporting businesses to trade in a lawful, ethical manner and our operating model supports sustained, inclusive and sustainable economic growth whilst stopping worker exploitation.

Recruitment and Employment Law Specialists

Labour providers are facing uncertain trading conditions and more compliance challenges than ever.

JMW Solicitors has an experienced team that can help you deal with them and how to adapt to the latest legal changes. We take into account your commercial objectives and options, providing relevant and practical advice to help you decide how best to move forwards.

The team at JMW Solicitors advises businesses (including labour providers) on employment law issues, gangmaster licensing issues and the requirements of the GLAA’s licensing standards. Paul Chamberlain leads the team and has nationally-recognised expertise in the law relating to the recruitment industry, not to mention his 25 years’ legal experience. Other members in the team have advised the sector for a number of years as well and have an excellent understanding of the issues it faces.

JMW Solicitors offer a cost effective service to businesses. In addition, ALP members will receive the added benefit of a discount on JMW’s normal rates.

If you are looking for advice or support, do not hesitate to get in touch with us for a no obligation chat. Please contact:

Paul Chamberlain

Head

of Employment at JMW Solicitors LLP

Telephone: 0161 838 2762

Email: Paul.Chamberlain@jmw.co.uk

jmw.co.uk

GLAA - Advice to the Industry

We share information about emerging issues through the production of quarterly intelligence bulletins on our website, as well as through our Partnership Bulletin, webinars and meetings.

Our intelligence videos and checklist poster will help you to understand what good information is, how to report information to us and how we at the GLAA use it.

Our robust licensing scheme regulates businesses who provide workers to the fresh produce supply chain and horticulture industry, ensuring they meet the employment standards required by law.

If you are an employment agency, labour provider or gangmaster who provides workers to the sectors listed below, you will need a GLAA licence:

n Agriculture

n Horticulture

n Shellfish gathering

n Any associated processing and packaging

It is a criminal offence to supply workers without a licence or use an unlicensed labour provider in these employment sectors.

You can check who holds a current GLAA Licence through our online portal

If you know of a business operating outside the law, exploiting workers, gaining an unfair or illegal advantage, or you have any information, then you can call 0800 432 0804, email us at contact@gla.gov.uk or complete our online form.

ALP Resources to Support You to Achieve GLAA Compliance

The ALP provides a range of tools to support GLAA compliance all of which are available from our website.

Our dedicated workshop ‘Complying with the GLAA Licensing Standards’ covers each clause of the licensing standards as well as the context and risks in UK labour provision and a detailed explanation of all the requirements to hold a GLAA licence. Particularly recommended for Principal Authorities, and anyone with responsibility for recruiting and assigning workers in the food industry.

Here are some of our key resources with the licensing standard they support.

LICENSING STANDARD

2.2 Critical: Paying wages

RECOMMENDED BRIEF/TEMPLATE

n National Minimum Wage Guide

n Agricultural Wages Orders brief

n The Agency Workers Regulations brief

n Preventing Tax Evasion brief

n National Minimum Wage Compliance eLearning

n Statutory Sick Pay (SSP) for agency workers brief and pension auto-enrolment brief

2.3 Benefits

2.5 Critical: Holiday pay

4.1 Critical: Quality of accommodation

5.1 Rest periods, breaks and annual leave

5.2 Working hours

5.6 Disciplinary and grievance procedures

n Pregnancy, maternity and new mothers brief and webinar

n Calculating paid holiday entitlement for agency workers brief and webinar

n Calculating paid holidays for irregular hours and part year workers brief and webinar

n Providing transport and accommodation for agency workers webinar

n Accommodation standards audit checklist

n Managing working time for agency workers brief

n Calculating paid holiday entitlement for agency workers brief and webinar

n Managing agency workers on contracts for services conduct and behaviour breaches brief

n Operational grievance procedure for agency workers brief

n Fair termination of agency workers contracts brief

ALP Resources to Support You to Achieve GLAA Compliance

5.7 Discrimination

6 Health and safety

6.4 Critical: Transport

7.1 Critical: Fees and providing additional services

n Preventing discrimination in labour provision brief and webinar

n Complying with the Worker Protection (Amendment of Equality Act 2010) 2023 brief

n Preventing Discrimination eLearning

n Managing the health and safety of agency workers brief

n Supporting workers experiencing menopause brief

n Managing the Health and Safety of Temporary Workers eLearning

n Providing transport to agency workers brief

n National Minimum Wage brief

n Recruitment fees and remediation brief

n Fair’s Fair resources

7.2 Right to work

7.3 Workers: Contractual arrangements and records

n Preventing illegal working brief, webinar and training workshop

n Establishing the Statutory Excuse eLearning

n Recruitment documentation for agency workers brief

n Employment status for agency workers brief and webinar

n Contract for services template

n Contract of employment template

n Key Information Document template

n Assignment Schedule template

n Terms of Business between LP/LU template

n Supply Service Schedule template

7.4 Labour user records

8.1 Critical: Sub-contracting and using other labour providers

n Service Level Agreement template

n Health and Safety Checklist

n Transfers and the Extended Period of Hire eLearning

n Guide to Intermediaries (Umbrellas, LCCs and other models)

n Joint working between labour providers brief

n Due Diligence resources

The GLAA Licensing Standards

October 2018 - Part One

PART ONE

1. Introduction

1.1. The Gangmasters and Labour Abuse Authority (GLAA) protects workers from exploitation in agriculture, shellfish gathering and food and drink processing and packaging. The GLAA operates a licensing scheme for those acting as a ‘gangmaster’.

1.2. Part One of this document provides background information on the GLAA licensing scheme. Part Two presents the GLAA’s ‘licensing standards’. The licensing standards are the conditions of a GLAA licence. The standards comprise the requirements set out in the Gangmasters (Licensing Conditions) Rules 2009 plus other relevant legal requirements. This version of the licensing standards replaces the version issued in May 2012.

1.3. For more information, please see the GLAA website, www.gla.gov.uk, or contact the Authority by: Telephone: 0345 602 5020 Email: licensing@gla.gov.uk

2. Who needs a licence?

2.1 Section 4 of the Gangmasters (Licensing) Act 2004 defines the term ‘gangmaster’. Detailed guidance on who needs a licence is available on the GLAA website or by contacting the GLAA helpline. Acting as a ‘gangmaster’ includes: n supplying labour to agriculture, horticulture, shellfish gathering and food processing and packaging

n using labour to provide a service in the regulated sector, or n using labour to gather shellfish.

2.2 A licence can be granted to any kind of legal entity, including individuals (sole traders), limited companies, unincorporated associations or partnerships.

2.3 The GLAA takes a wide interpretation of the term ‘supply’. Employment Agencies and employment businesses that come within the scope of the licensing scheme, whether supplying temporary or permanent labour, will be tested against the licensing standards. Labour includes all workers, whether temporary or permanent.

2.4 If the work is undertaken in the UK, a licence is required regardless of where the business is located.

The GLAA Licensing Standards October 2018 - Part One

2.5 Someone is considered to be ‘using’ labour if they employ the worker under a contract of employment or engage him or her under a contract for services. The GLAA also considers someone ‘using’ labour if they make arrangements with the worker that: n require the worker to follow his or her instructions, or n determine where, when or how the worker carries out the work.

2.6 The above applies whether the licence holder makes these arrangements directly with a worker or makes them indirectly through another person, for example a supervisor, intermediary or agent.

2.7 There are exemptions from the licensing scheme for some specific circumstances. Advice on these exclusions is available from the GLAA helpline or www.gla.gov.uk.

3. How the licensing standards will be applied

3.1 The licensing standards will be applied on the basis of the type of business, for example whether the business provides temporary or permanent workers. This means that not all the licensing standards will apply to all businesses.

3.2 Generally, if a worker is to be paid by the licence holder then they will be expected to meet most, if not all, of the standards. However, if you are not able to meet a standard because it is not appropriate for your business, you may still be granted a licence.

3.3 Further advice on how the licensing standards might apply to an individual business can be obtained from the GLAA.

4. Assessing compliance and GLAA inspections

4.1 The GLAA adopts a proportionate approach when applying the licensing standards. The GLAA is concerned with identifying the more persistent and systematic exploitation of workers rather than concentrating on isolated noncompliances, unless such a noncompliance is ‘critical’ in its own right.

4.2 Workers employed by a labour provider should expect to receive the same fair treatment irrespective of which sector they work. If a business wishes to obtain or hold a GLAA licence the GLAA will consider its conduct beyond the licensed sectors as well as within them. This will be taken into account when making a decision as to whether the business is fit and proper and its compliance with all of the licensing standards.

4.3 Where non-compliance is found, where appropriate the GLAA will refer this non-compliance to our partners who may decide to take action separate to any action the GLAA may take. Our partners include but are not limited to:

n the Pensions Regulator where there is a manipulation of auto-enrolment pensions

n HMRC for breaches of Standard 2.1 concerning payment of tax

n the National Minimum Wage team at HMRC for breaches of Standard 2.2, 3.3 and 7.1 concerning non-compliance against the NMW and / or the NLW or the relevant Agricultural Wages team

The GLAA Licensing Standards October 2018 - Part One

n the Police where there is suspected criminality

n Local Authorities for serious breaches of Standard 4.1 and 4.2 concerning worker accommodation

n Information Commissioner’s Officer for breaches of Licensing Standard 5.5

n the Health and Safety Executive for serious breaches of Standards 6.1 – 6.3, and

n the Insolvency Service where there are grounds for a potential director disqualification.

4.4 The GLAA will work closely with other government departments and agencies and exchange information through legal gateways. This forms part of the licensing process and assessment of compliance with the standards.

4.5 Compliance with the licensing standards is assessed, where necessary, through inspections of applicants and licence holders.

4.6 During an inspection, the applicant or licence holder may be asked to give details of contracts with clients. The inspection may include visiting your clients to check the place of work. The GLAA may also interview workers. The inspection will proceed based on the workers’ responses and any other relevant factors.

4.7 The applicant or licence holder may be asked to provide documentary evidence (such as written terms and conditions with workers and clients, contracts, wage records etc) to demonstrate compliance

with the licensing standards. Where an applicant is inspected and they are already operating in non-GLAA regulated sectors, the Authority may seek the applicant’s agreement to inspect those activities.

4.8 A new business will be expected to show that it has systems in place that demonstrate its ability to comply with the standards.

4.9 The information collected during an inspection will assist the GLAA in determining whether a licence should be granted or refused for an application or revoked for an existing licence holder.

4.10 The inspection will test the relevant licensing standards, which will result in an overall score. Each standard has an associated score. Standards designated as ‘critical’ are worth 30 points. All other standards are worth 8 points, except licensing standard 1.4 which can score up to 16 points and Licensing Standard 2.5 which can score 8 or 30 points depending on the breach. There are three possible outcomes:

No issues identified

4.11 For applicants, a licence will be granted. There would be no change for existing licence holders.

Inspection score is below 30 points

4.12 Additional Licence Conditions (ALC) will be attached to the licence. An ALC is a specific requirement which a licence holder must comply with. Usually, ALCs will be against individual non-critical standards where non-compliance has

The GLAA Licensing Standards October 2018 - Part One

been identified. The licence will become conditional on those non-compliances being corrected. The GLAA will explain what measures need to be taken to rectify identified non-compliances.

Inspection score is 30 points or more

4.13 The application or licence will usually be refused or revoked. However, the GLAA may consider attaching ALCs where it is proportionate to do so after considering the extent and nature of the noncompliance.

4.14 If an application is refused, the applicant must not trade in the licensable sectors. Any revocation will be with or without immediate effect depending on which standards are failed. If a licence is revoked, the licence holder will be notified of whether trading may continue, usually until the outcome of any appeal is determined, or whether they should cease trading immediately.

5. Applying for a licence

5.1 You can apply for your GLAA licence online at www.gla.gov.uk or by telephoning the GLAA helpline on 0345 602 5020. Please read the GLAA’s Application form guidance before applying for a licence (available on the GLAA website or by ringing the GLAA helpline).

5.2 The first stage of applying for a GLAA licence is to complete the application form. The ‘Principal Authority’, the person responsible for the day-to-day management of the business, is responsible for signing the declaration of the completed application form on behalf of the business.

5.3 Any information submitted in an application will be processed in accordance with the Data Protection Act 2018. The GLAA is the data controller for the purposes of this Act. Information provided may be shared with other government departments and law enforcement agencies.

5.4 Once your application has been submitted, the GLAA will run checks with other UK enforcement agencies and if required, authorities in other countries. You may also be inspected or asked to provide additional information. The GLAA Licensing team will then decide whether a licence can be granted.

5.5 Once your application is approved, your licence will usually be granted for a 12 month period. The GLAA will contact you before the expiry date to remind you that your licence is due for renewal. You must renew your licence before your current one expires otherwise a new application must be made.

The GLAA Licensing Standards October 2018 - Part One

5.6 The current fee levels are available on the GLAA website. Alternatively, please ring the GLAA helpline for the latest levels. Please be aware that fees are nonrefundable.

5.7 Details of all licence holders and applicants are available on the GLAA Public Register, available online at www.gla.gov.uk. A list of revoked licences is also available on the GLAA website.

5.8 Please be aware that the GLAA will usually automatically refuse applications where it is proportionate to do so in the following circumstances:

n if an applicant, proposed Principal Authority and / or any person named or specified in the application has been found not to be fit and proper. This applies for at least two years from the date of that decision.

n where an applicant, proposed Principal Authority and / or any person named or specified in the application has been refused or revoked twice within a two year period. This applies for at least two years from the date of the second decision.

5.9 The GLAA will also consider automatically refusing an application in the following circumstances:

n if an applicant, proposed Principal Authority and / or any person named or specified in the application is found to have been connected to someone who has been deemed not to be fit and proper. This applies for at least two years from the date of the fit and proper decision.

n where an applicant, proposed Principal Authority and /or any person named or specified in the application is found to have been connected to someone who has been refused or revoked twice within a two year period. This applies for at least a two year period from the date of the second decision.

5.10 Further, paragraphs 5.8 and 5.9 will apply if standards 1.1 and 3.1 have been failed. These paragraphs will also apply if standards 3.2 and 3.3 have been failed where forced labour has been identified.

5.11 The above will apply unless exceptional circumstances can be demonstrated to justify why the application should be considered on its own merits.

6. Who should be named on a licence?

6.1 A licence authorises a business to act through named individuals or specified posts. The Public Register displays those named or specified on a licence.

The GLAA Licensing Standards

October 2018 - Part One

6.2 Anybody with a responsibility for negotiating contracts with clients for supplying workers or providing services needs to be named or specified on the licence. For licence holders with a turnover of less than £5 million a year in the GLAA regulated sectors, actual names are required. For licence holders with a turnover of £5 million or more, individuals can be specified by job titles.

6.3 For licences authorising the use of a worker to gather shellfish, supervisors or group leaders must be individually named on the licence (please see licensing standard 6.5 for further details).

7. Appealing against a GLAA decision

7.1 There is a right of appeal against any decision of the GLAA:

n to refuse an application for a licence

n to attach conditions to a licence

n to revoke a licence, or

n to refuse the transfer of a licence

7.2 Any decision the GLAA makes will explain the process for making an appeal. Guidance on the appeals process is available from the Gangmasters Licensing Appeals Secretariat. The Secretariat can be contacted at:

Gangmasters Licensing Appeals

Alexander House, 14-22 The Parsonage, Manchester, M3 2JA

DX address:

DX 743570 Manchester 66

Telephone: 0161 833 6100

Fax: 0161 832 0249

Email: gangmastersappeals@justice.gov.uk

7.3 In Northern Ireland, the Secretariat may be contacted at: Office of the Industrial Tribunals and the Fair Employment Tribunal Gangmasters Licensing Appeals, Killymeal House, 2 Cromac Quay, Belfast, BT7 2JD

Telephone: 02890 327 666

Fax: 028 9025 0100

Email: mail@employmenttribunalsni.org

8. Criminal offences

8.1 The Gangmasters (Licensing) Act 2004 includes a number of criminal offences. The GLAA enforces these criminal offences on behalf of the Home Office (in Great Britain) and the Department of Agriculture and Rural Development (in Northern Ireland).

The GLAA Licensing Standards October 2018 - Part One

Section 12(1) Offence: Acting as a gangmaster without a licence

8.2 It is illegal to act as a gangmaster without a licence. The maximum penalty for operating without a licence is 10 years in prison and a fine.

Section 12(2) Offence: Possessing false documents

8.3 A person commits an offence if, in an attempt to make another person believe they are licensed, they possess or control:

n a relevant document that is false or they know or believe is false

n a relevant document that was improperly obtained and or that they know or believe was improperly obtained, or

n a relevant document that relates to someone else

8.4 ‘Relevant’ means any document the GLAA issues in connection to a licence and being licensed.

Section 13(1) Offence: Using an unlicensed gangmaster

8.5 It is illegal to use an unlicensed gangmaster. The maximum penalty for this offence is 6 months in prison and a fine.

Section 18(1) Offence: Obstruction

8.6 It is an offence to obstruct a GLAA officer in the course of his or her duties. It is also an offence to fail to comply, without reasonable cause, with any requirement made by a GLAA officer.

9. Complaints

9.1 If you are dissatisfied with the service you receive from the GLAA, please write to: Complaints

Gangmasters and Labour Abuse Authority PO Box 10272, Nottingham, NG2 9PB Email: complaints@gla.gov.uk

The GLAA Licensing Standards

October 2018 - Part Two

PART TWO

GLAA licensing standards

This section sets out the detail of the GLAA licensing standards and explains what is expected to demonstrate compliance. The standards are the conditions of a licence.

References to a ‘licence holder’ includes applicants for a GLAA licence.

n Licensing standard 1: Fit and proper test

1.1 Critical: Fit and proper

The licence holder, Principal Authority and any person named or specified in the licence must at all times act in a fit and proper manner.

Please note

n The GLAA will assess all relevant factors in considering whether a licence holder acts in a fit and proper manner.

n The factors the GLAA will consider include, but are not limited to, whether the Principal Authority, directors or company officers (where the licence holder is a company), partners (where the licence holder is a partnership), members of the association (where the licence holder is an unincorporated association) and / or any person named or otherwise specified in the licence has:

l intentionally obstructed the GLAA. This includes preventing an inspection being conducted without reasonable cause

l been convicted of any criminal convictions unspent under the Rehabilitation of Offenders Act 1974

or the Rehabilitation of Offenders (Northern Ireland) Order 1978. Particular consideration will be given to offences of dishonesty, fraud, violence, forced labour, human trafficking, carrying offensive weapons, fire arms offences, intimidation, blackmail or harassment

l contravened any of the requirements and standards of other regulatory authorities, including the Department for Business, Energy and Industrial Strategy, Department for Work and Pensions, HM Revenue and Customs (HMRC), Health and Safety Executive (including where the HSE issue a Prohibition Notice), UK Visas and Immigration, Police, local authorities or overseas authorities

l been an owner, director or partner, or has been concerned in the ownership or management of a business that has gone into insolvency, liquidation or administration whilst the person has been connected with that organisation

l been investigated, disciplined, censured or criticised by a regulatory or professional body, court or tribunal, whether publicly or privately in matters relating to any business with which they have been involved

l been dismissed from, or asked to resign and resigned from, employment or from a position of trust, fiduciary appointment or similar

The GLAA Licensing Standards October 2018

- Part Two

l been disqualified from acting as a director or disqualified from acting in any managerial capacity

l not been candid and truthful in all their dealings with any regulatory body and they have not demonstrated a readiness and willingness to comply with the requirements and standards of the regulatory system and with other legal, regulatory and professional requirements and standards. This includes deliberately under declaring turnover, or

l been influenced by a third party who the GLAA considers not fit and proper.

n The GLAA treats each case individually, taking account of the seriousness of, and circumstances surrounding the matter in question. The GLAA will consider the explanation offered by the person to whom it relates, the relevance of any conviction, rehabilitation and evidence that the matter will not reoccur.

n Failure against this standard may lead to a licence being revoked with immediate effect.

1.2 Critical: Principal Authority competency test

The GLAA will consider the Principal Authority’s competence and capability to hold a GLAA licence in deciding whether the Principal Authority is ‘fit and proper’. In making this decision regard will be given to matters including, but not limited to, whether the Principal Authority has

an understanding of the GLAA licensing standards and / or has sufficient management processes.

Please note

Where this standard is failed for licence holders where a new Principal Authority has been appointed, the licence may be revoked with immediate effect.

1.3 Critical: Correcting Additional Licence Conditions

A licence holder must correct any Additional Licence Conditions (ALCs) within the time period prescribed by the GLAA.

Please note

n This includes notifying the GLAA within 20 working days once the licence holder starts to supply workers in the licensable sectors following the issue of a licence

n This should be done in accordance with the GLAA’s instructions on clearing ALCs

n Failure against this standard will lead to a licence being revoked without immediate effect

1.4 Changes in details

A licence holder must notify the GLAA within 20 working days if:

n the Principal Authority changes (16 points)

n the licence holder, Principal Authority, directors, company secretary or partners are convicted of any criminal offence or receive an alternative civil sanction (16 points)

The GLAA Licensing Standards

October 2018 - Part Two

n the business enters administration, liquidation or is made bankrupt (16 points)

n the business VAT number changes (16 points)

n the trading name changes (16 points)

n any directors, company secretary, partners or other individuals named on the licence change (8 points)

n any contact details for the business change (8 points)

Please note

n Please see paragraph 4.10 of Part One for information on the scoring system of the licensing standards.

n Non-compliance with this standard will contribute a maximum of 16 points to a licensing standard compliance score. If more than one non-compliance is identified, the standard will only be failed once with only the highest score being accrued. The points will remain on the licence for a 12 month period and will count towards any subsequent inspection score within that period.

n This standard will not be failed if the licence holder can provide a reasonable explanation for why they have not notified the GLAA within the timescale required.

n A licence will expire if a licence holder’s registered company number or Unique Tax Reference change. A licence may also expire if the business is in liquidation.

n Licensing standard 2: Pay and tax matters

2.1 Critical: PAYE, NI and VAT

n A licence holder who employs workers under a contract of employment, contract of service, engages them under a contract for services or where the provisions of Chapter 7 of Part 2 of the Income Tax (Earnings and Pensions) Act 2003 apply must:

l be registered with HMRC and have a valid PAYE number, and

l accurately calculate and deduct tax and National Insurance from all workers’ pay and pay the correct amount to HMRC in a timely manner.

n A licence holder who exceeds the VAT threshold must be registered with HMRC and charge and pay the correct amount of VAT in a timely manner.

Please note

Failure against this standard will lead to the licence being revoked without immediate effect.

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October 2018 - Part Two

2.2 Critical: Paying Wages

n A worker must be paid at least the National Minimum Wage (NMW), National Living Wage (NLW) or, if applicable, in accordance with the appropriate Agricultural Wages Order (AWO).

n Sufficient records must be kept to prove payment of NMW, NLW or in accordance with the appropriate AWO.

Please note

Failure against this standard will lead to the licence being revoked without immediate effect.

2.3 Benefits

A licence holder must:

n pay a worker sick, maternity, paternity and adoption pay to which they are legally entitled

n maintain records to show that a worker receives paid sick, maternity, paternity and adoption pay to which they are legally entitled

n must enrol appropriate workers into a workplace pension scheme and keep sufficient records to prove compliance.

2.4 Payslips

A licence holder must provide workers with itemised payslips at or before the time when wages or salary is paid.

Please note The payslip should contain the gross and net amount of wages or salary and the amounts and purposes of any deductions.

2.5 Critical: Holiday pay

n A licence holder must maintain records to show that a worker receives paid annual leave to which they are legally entitled (8 points)

n A worker must be paid any holiday pay to which they are legally entitled during the course of their engagement (30 points)

n Where a worker’s engagement is terminated during the course of a leave year a licence holder must give them payment in lieu of any accrued and unused holiday entitlement (30 points)

n A licence holder must not illegally prevent a worker from taking annual leave (30 points)

Please note

Non-compliance with this standard will contribute a maximum of 30 points to a licensing standard compliance score. Failure against this standard will lead to the licence being revoked without immediate effect.

The GLAA Licensing Standards October 2018 - Part Two

n Licensing standard 3: Forced labour and mistreatment of workers

3.1 Critical: Physical and mental mistreatment

n A licence holder must not:

l subject a worker to physical or mental mistreatment

l subject a worker to sexual violence

l make threats to worker or others

l abuse a worker because of any vulnerability and must pay due regard to the Equality Act (2010)

l deceive a worker about the nature of the work, pay or living conditions

l subject a worker to isolation, or

l subject a worker to abusive working, living conditions or excessive overtime.

Please note

Failure against this standard may lead to a licence being revoked with immediate effect.

3.2 Critical: Restricting a worker’s movement, debt bondage and retaining ID documents

n A licence holder must not:

l restrict a worker’s movement. There should be no debts between a licence holder and worker that prevent the worker freely seeking other employment. Workers must be free to work elsewhere without incurring, or fear of incurring, any other detriment

l subject, or threaten to subject, a worker to any detriment because the worker has terminated or given notice to terminate any contract between the worker and the licence holder or the worker has taken up or proposes to take up employment elsewhere

l require the worker to notify the licence holder, or any person connected to the licence holder, the identity of any future employer

l retain identity papers, except when it is necessary to check a worker’s entitlement to work in the UK, and then only until the check is complete, or

l force or coerce a worker to work against their will.

n If a worker is loaned money by the licence holder, labour user or intermediary the worker:

l cannot be required to repay a sum greater than the sum loaned, and

l must be provided in writing with full details of the repayment terms of any loan.

Please note

Failure against this standard may lead to a licence being revoked with immediate effect.

3.3 Critical: Withholding wages

A licence holder must not withhold or threaten to withhold the whole or part of any payment due to a worker in respect of any work they have done on any of the following grounds:

The GLAA Licensing Standards October 2018 - Part Two

n the licence holder has not received payment from the labour user,

n the worker has failed to prove that they have worked during a particular period of time (but this does not prevent the licence holder from satisfying itself by other means that the worker worked for the particular period in question)

n the worker has not worked during any period other than that to which the payment relates, or

n any matter within the control of the licence holder.

Please note

Failure against this standard may lead to a licence being revoked with immediate effect.

n Licensing standard 4: Accommodation

4.1 Critical: Quality of accommodation

A licence holder who provides, or effectively provides, accommodation must ensure the property is safe for the occupants.

Please note

n The accommodation must be maintained in a good state of repair, must contain adequate kitchen, bathroom and toilet facilities for the number of occupants and must not be overcrowded. Any category 1 hazards as assessed under the Housing Health and Safety Rating System must be properly resolved.

n Furniture and furnishings supplied in the accommodation must comply with all relevant legislation.

n Gas installations must be maintained at least annually by a suitably qualified person registered with the Gas Safe Register: www.gassaferegister.co.uk Copies of the annual gas safety check must be given to all occupants or prominently displayed in the property. If such a person has said that remedial actions are needed to make the installation safe, this remedial work must be undertaken as soon as possible by a suitably qualified person.

n Electrical equipment, including the fixed wiring and any appliances, must be safe and properly maintained.

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October 2018 - Part Two

n The GLAA will take a proportionate view in deciding on whether to fail this standard for minor infringements or easily fixable issues.

n A licence holder will be considered as providing or effectively providing accommodation in all the following circumstances whether or not the accommodation is let by the licence holder or a third party:

l the accommodation is provided in connection with the worker’s contract of employment

l a worker’s continued employment is dependent upon occupying particular accommodation, or

l a worker’s occupation of accommodation is dependent upon remaining in a particular job.

n Where the provision of accommodation by a licence holder and a worker’s employment are not dependent upon each other, a licence holder may be considered to be providing accommodation in circumstances where:

l a licence holder is a worker’s landlord either because they own the property or because they are subletting the property

l a licence holder and the landlord are part of the same group of companies trading in association

l a licence holder’s and the landlord’s business have the same owner, or business partners, directors or shareholders in common, or

l a licence holder or an owner, business partner, shareholder or director of the licence holder’s business receive a monetary payment and / or some other benefit from the third party acting as landlord to the workers.

A third party in this instance includes:

l a business and company which is a separate legal entity to the licence holder

l an individual including those who are family members of a director, business partner, shareholder, owner or Principal Authority of the licence holder, and

l a business or company with a director, shareholder, owner or business partner who is a family member of a director, shareholder, owner, Principal Authority or business partner of the licence holder.

This interpretation will apply whenever the licence holder is providing accommodation regardless of whether the worker can choose whether or not to occupy the accommodation. Even if the accommodation is optional, where the worker chooses to accept the offer, this interpretation will apply.

n Failure against this standard may lead to a licence being revoked with immediate effect.

The GLAA Licensing Standards October 2018 - Part Two

4.2 Licensing of accommodation

n A licence holder who provides, or effectively provides, accommodation must ensure the property is properly licensed or registered:

l if it is a licensable House of Multiple Occupation

l if it is in an area subject to selective licensing, or

l if the accommodation is on a caravan site which requires licensing.

n A licence holder who has a House of Multiple Occupation licence, must comply with any conditions of that licence.

n A licence holder who provides accommodation in Scotland must be registered with the local authority as a private landlord.

4.3 Situations where workers are provided with travel or required to live away from home

n A licence holder must not arrange work for a worker (except where the worker is employed by the labour user) if, in order to take up that work the worker must live away from their UK home, unless the licence holder has taken all reasonable steps to ensure that:

l suitable accommodation will be available for the worker before they start work

l the worker has been informed of details of the accommodation including any cost to them, and

l suitable arrangements have been made for them to travel to such accommodation.

n Where a worker is:

l to be supplied to a labour user, except as the labour user’s employee, or is under 18 years old, and

l the licence holder, labour user or any intermediary has arranged free travel or paid the worker’s travel expenses to work.

the licence holder must, if the work does not start or when it finishes, either:

l arrange free travel for the worker’s return journey

l pay the worker’s return fare, or

l arrange for the labour user or any intermediary to provide free travel or pay the return fare.

n A licence holder must give notice to the worker setting out the details of the free or paid for travel, including any conditions which apply.

n A licence holder must not arrange work for a worker younger than 18 years old where they are required to live away from home unless the worker’s parent or guardian has consented.

Please note

Where a labour user does not comply with the undertaking to arrange free return travel or pay the return fare, the licence holder must either arrange free travel for the return journey of the worker or alternatively pay their fare.

The GLAA Licensing Standards

October 2018 - Part Two

n Licensing standard 5: Working conditions

5.1 Rest periods, breaks and annual leave

A worker must be able to take the rest periods and breaks to which they are legally entitled.

5.2 Working hours

n A worker must not be forced to work more than 48 hours a week on average unless they agree to work beyond this limit.

n Any agreement must be voluntary, in writing and signed by the worker.

n A worker must be free to amend or cancel this agreement, subject to notice requirements.

5.3 Right to belong to a trade union

A worker must not be prevented from taking up trade union membership nor be penalised for doing so.

5.4 Providing workers in industrial disputes

A licence holder must not introduce or supply a worker:

n to replace a worker taking part in an official strike or any other industrial action, or

n to do work of someone who has been transferred by the labour user to perform the duties of the person on strike or taking industrial action.

Please note

This standard will not be failed if the licence holder does not know, or has no reasonable grounds for knowing, that official strike action is in progress. This standard also does not apply to unofficial strike action.

5.5 Confidentiality

A licence holder must meet its responsibilities in terms of compliance with Data Protection legislation and ensure that personal data and information about workers is held securely and is not disclosed without consent or other legal authority.

5.6 Disciplinary and grievance procedures

A licence holder must deal properly with disciplinary matters and grievances.

5.7 Discrimination

A licence holder must not unlawfully discriminate against a worker or work seeker on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

The GLAA Licensing Standards October 2018 - Part Two

n Licensing standard 6: Health and safety

6.1 Assigning responsibility and assessing risk

A licence holder must co-operate with the labour user to ensure that:

n responsibility for managing the day to day health and safety of the workers has been agreed and assigned

n a suitable and sufficient health and safety risk assessment has been completed (and recorded where required) before work commences, and

n any risks identified are properly controlled.

6.2 Instruction and training

n A licence holder must co-operate with the labour user to ensure responsibility for:

l any health and safety training, including induction training, deemed necessary to carry out the work safely has been agreed and assigned

l making sure that the workers provided have received any necessary health and safety training, including induction training, appropriate to the site(s) at which they are working and the work they have been employed to do, and

l making sure all information and training is comprehensible.

n No charge may be made for providing health and safety training. Any time spent training should be treated as an extension of time at work.

6.3 Safety at work

A licence holder must co-operate with the labour user to make sure that:

n adequate and appropriate Personal Protective Equipment (PPE) is provided. Employees and workers who would be legally regarded as employees for health and safety purposes must be provided with PPE without charge

n adequate arrangements have been made to provide welfare facilities (sanitary conveniences, washing facilities, drinking water, facilities for changing clothes and for rest and consuming food and drink) where it is reasonably practicable to do so or if it is legally required, and

The GLAA Licensing Standards October 2018 - Part Two

n adequate arrangements have been made for first aid and the recording and reporting of reportable incidents at work.

Please note

n A licence holder must not ask for payment for PPE from employees and workers who would be legally regarded as employees for health and safety purposes. This includes seeking refundable or non-refundable deposits.

n If a worker fails to return the PPE, as long as the requirement to do so has been made clear in writing, the licence holder may deduct the cost of the replacement from any wages owed.

n Accidents must be properly investigated so that lessons can be learned and changes can be made to ways of working, equipment or supervision if necessary.

6.4 Critical: Transport

n A vehicle used by the licence holder to transport workers must:

l have a valid vehicle licence (tax disc)

l have an applicable MOT certificate if required

l have appropriate insurance, including cover for all circumstances of hire or reward regardless of the size of the vehicle

l be in a roadworthy condition and have no obvious or identifiable defects, and

l carry workers in a safe manner.

n A licence holder who operates vehicles with 9 or more passenger seats used for hire or reward must:

l have a Public Service Vehicles (PSV) Operator’s licence, and

l have documentary evidence that the vehicles are registered and maintained as PSVs and have a Certificate of Initial Fitness.

n A driver used by the licence holder to transport workers must:

l hold a valid driving licence

l have Passenger Carrying Vehicle (PCV) entitlement and driver Certificate of Professional Competence if driving a vehicle with nine or more passenger seats used for hire or reward

l comply with rules covering drivers’ hours and tachographs, and

l carry workers in a safe manner.

Please note

n In assessing whether a vehicle has ‘obvious or identifiable’ defects, the GLAA will apply a common sense test of whether the vehicle is clearly unsafe, for example, without seatbelts or with unsafe seats and doors.

n The GLAA will take a proportionate view in deciding on whether to fail this standard for minor infringements or easily fixable issues.

n Failure against this standard may lead to a licence being revoked with immediate effect.

The GLAA Licensing Standards

October 2018 - Part Two

6.5 Critical: Using workers to gather shellfish – Planning and supervision

A licence holder must ensure each group of workers has a recognised and competent supervisor / group leader named on the licence. The supervisor / group leaders must:

n have knowledge of local tide tables (and have an accurate watch) and forecast weather and local conditions (including quicksand, shifting gullies, rivers in flood, the nature and speed of the tide)

n be able to communicate directly with workers under their control

n have a suitable communications device (either a VHF marine band radio or a mobile telephone where reception is adequate). Batteries should be sufficiently charged and the devices should be kept dry

n have a location device, preferably a Global Positioning Unit (GPS) and / or compass

n have emergency telephone numbers for the Maritime and Coastguard Agency and other Emergency Services as well as appropriately maintained and correctly used emergency equipment (including flares and whistles in case of fog or mist)

n recognise that working at night creates additional risks and requires appropriate and special precautions

n accompany the workforce as appropriate when working below the high tide mark

n be able to demonstrate they can adequately supervise all workers. The size of the group will depend on the experience of the licence holder and / or supervisor as well as the prevailing weather and local conditions

n allow sufficient time to get workers ashore safely

n have high visibility clothing which is both warm and weatherproof available for the workers, and

n notify the Maritime and Coastguard Agency Rescue and Coordination Centre of times going out and coming back, where the work is planned to take place, the size of the group, the licence holder’s URN and contact details.

Please note

Failure against this standard may lead to a licence being revoked with immediate effect.

The GLAA Licensing Standards

October 2018 - Part Two

6.6 Critical: Using workers to gather shellfish – getting to the work area

A licence holder must ensure:

n any vehicle used to access the fishery is suitable for the work area and has sufficient fuel for emergencies. If access is via public roads, all vehicles must be roadworthy and properly insured, and

n where a trailer pulled by any vehicle is used to carry passengers, they must be suitable, including being fitted with a headboard, tailboard and suitable side protection to prevent passengers falling off and provided with adequate means of communication between the driver and trailer. Passengers should not be carried in tractor cabs (unless the manufacturer has provided a second seat), on tractor steps or on the drawbar.

Please note

Failure against this standard may lead to a licence being revoked with immediate effect.

6.7 Critical: Using workers to gather shellfish – Life jackets and life rafts

n A licence holder must provide lifejackets and life rafts where required. Lifejackets and life rafts must be routinely checked and maintained in accordance with the supplier’s instructions.

n A worker using a lifejacket and / or life raft must be properly trained and be able to operate them in an emergency.

Please note

Failure against this standard may lead to a licence being revoked without immediate effect.

The GLAA Licensing Standards

October 2018 - Part Two

6.8 Critical: Using workers to gather shellfish – Use of boats

Any boat used by a licence holder for accessing fisheries and transporting workers must be a Maritime and Coastguard Agency certificated workboat.

Please note

Failure against this standard may lead to a licence being revoked with immediate effect.

6.9 Critical: Using workers to gather shellfish – Shellfish gathering permits and licences

Where a permit or licence for shellfish gathering is required, a licence holder must ensure that the workers possess and comply with that permit or licence.

Please note

Failure against this standard may lead to a licence being revoked with immediate effect.

n Licensing standard 7: Recruiting workers and contractual arrangements

7.1 Critical: Fees and providing additional services

n A licence holder must not charge a fee to a worker for any work finding services.

n A licence holder must not make providing work finding services conditional on the worker:

l using other services or hiring or purchasing goods provided by the licence holder or any person connected to them, or

l giving or not withdrawing consent to disclosing information about that worker other than what is required for the work finding services.

n A worker must be able to cancel or withdraw from any services provided at any time without incurring any detriment or penalty, subject to the worker giving 5 working days’ notice or, for services relating to providing accommodation, 10 working days.

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October 2018 - Part Two

Notifying details of fees and services

n A worker must be informed in writing of any fees relating to services which they have taken up. This should include:

l the amount or method of calculation of the fee

l the identity of the person to whom the fee is or will be payable

l a description of the services or goods to which the fee relates as well as explaining the worker’s right to cancel or withdraw from the service and the length or notice period required, and

l the circumstances, if any, in which refunds or rebates are payable to the worker, the scale of such refunds or rebates, and if no refunds or rebates are payable, a statement to that effect.

n A licence holder may not make the continued provision of any services by them to a worker conditional on the worker agreeing to any variation.

Please note

n ‘Work finding services’ means services (whether by providing information or otherwise) provided by a licence holder:

l to a person for the purpose of finding that person employment or seeking to find that person employment

l to an employee of the licence holder for the purpose of finding or seeking to find another person, with a view to the employee acting for and under the control of that other person, or

l to a person (“A”) for the purpose of finding or seeking to find another person (“B”), with a view to A becoming employed by the licence holder and acting for and under the control of B.

n Failure against this standard will lead to a licence being revoked without immediate effect.

7.2 Right to work

A worker must have entitlement to undertake the work in question in the UK.

Please note

A worker’s visa restrictions must be complied with. In the event that it is discovered that a worker is not legally entitled to work in the UK, this standard will not be failed if the licence holder has established and retained a statutory defence.

The GLAA Licensing Standards October 2018 - Part Two

7.3 Workers: Contractual arrangements and records

Agreeing terms with workers

n Before supplying a worker to a labour user, a licence holder must agree the terms which will apply between the licence holder and the worker. The terms must include:

l the type of work the licence holder will find or seek to find for the worker

l whether the worker is or will be supplied by the licence holder under a contract of service (i.e. a contract of employment) or a contract for services, and in either case, the terms and conditions which will apply

l an undertaking to pay the worker for any work carried out regardless of whether the licence holder has been paid by the labour user

l the length of notice the worker is required to give and entitled to receive to terminate any particular assignment

l the pay rate or the minimum rate to be expected

l details of the intervals at which remuneration will be paid, and

l details of any entitlement to annual holidays and to payment in respect of such holidays.

n A licence holder must record all the terms, where possible in one document, and give the worker the written terms before the licence holder provides any services to the worker.

This does not apply if the worker has been given a written statement of employment particulars in accordance with Part I of the Employment Rights Act 1996.

n Terms may be varied only by written agreement from the worker. A copy of this agreement must be provided to the worker as soon as possible and no later than the end of the fifth working day following the date the variation was agreed.

Worker records

A licence holder must record as soon as reasonably practicable:

n the worker’s name, address and, if under 22, date of birth

n any terms which apply or will apply between the licence holder and the worker, and any document recording any variation

n any relevant details of the worker’s training, experience or qualifications and any authorisation to undertake particular work (and copies of any relevant documentary evidence obtained by the licence holder)

n the names of labour users or subcontractors / other labour providers to whom the worker is supplied

n details of any resulting engagement and the date from which it takes effect, and

n where payments are made by a worker, other than those legally required, there is evidence of the worker’s written consent.

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October 2018 - Part Two

Please note

n A licence holder must record all terms in writing, where practicable in one document, and give the worker the written terms before they provide services to the worker.

n Records must be kept for at least one year. Records may be kept either in written or electronic form.

n A licence holder may keep records either at the premises where they trade, or elsewhere, provided they are readily accessible and capable of being delivered to the licence holder’s premises in the UK or to the Authority within two working days.

7.4 Labour user records

A licence holder must record, as soon as reasonably practicable, the following details relating to each labour user:

n details of the position(s) the labour user seeks to fill

n the duration or likely duration of the work

n any training, experience or qualifications and any authorisation to undertake particular work

n details of enquiries about the labour user and the position they want to fill, including copies of all relevant documents and dates of their receipt, and

n dates of requests by the licence holder for fees or other payment from the labour user and of receipt of such fees or other payments, and copies of statements or invoices.

Please note

n Records must be kept for at least one year.

n A licence holder may either keep records at the premises where they trade, or elsewhere, provided the records are readily accessible and capable of being delivered to the licence holder’s premises in the UK or to the GLAA within two working days.

n Records may be kept in either written or electronic form.

7.5 Restriction on charges to labour users

A licence holder must not seek a transfer fee from a labour user, or seek to enforce any other contractual terms, for a worker to be employed by the labour user or for another licence holder to supply that worker to the labour user if:

n the contract between the licence holder and labour user does not include an option for the licence holder to choose for an extended period of supply, as specified in the contract, at the end of which the worker will transfer without charge

The GLAA Licensing Standards October 2018 - Part Two

n the worker is employed by the labour user or supplied by another licence holder after eight weeks from when the worker last worked for the licence holder or 14 weeks from the first day on which the worker started work for the labour user, whichever date is later.

Please note

Where a labour user opts for an extended period of supply, the licence holder must supply the worker for the entirety of that period on terms no less favourable to the labour user than those that applied between the licence holder and the labour user before the licence holder received notice that the labour user wished to opt for the extended period of supply. If there has been a period of more than 42 days where a licence holder has not supplied the worker to the labour user, then this will break continuity for calculating the start of the 14 week period.

n Licensing standard 8: Sub-contracting and using other labour providers

8.1 Critical: Sub-contracting and using other labour providers

A licence holder must only use a subcontractor and / or other labour provider who holds a current GLAA licence.

Please note

n It is a criminal offence to use an unlicensed gangmaster under section 13 of the Gangmasters (Licensing) Act 2004.

n Failure against this standard may lead to a licence being revoked with immediate effect.

n The standard will not be failed if the licence holder has complied with the Reasonable Steps guidance or the GLAA’s Active Check process for verifying that the sub-contractor or other labour provider is licensed, and has retained documentary evidence of such compliance to establish a statutory defence.

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ALP

Members Directory

n Labour Provider Members

n Produce and Supply Chain Associate Members

n Service Partners

Labour Provider Members

24-7 Employment Solutions Ltd

Paul Baker

198 Parrock Street, Gravesend, Kent, DA12 1EW

t: 01474 328693

e: paul.baker@247esl.co.uk w: 247esl.co.uk

300 Spartans Ltd

Iulian Stan

Unit 33, Broadfield Lane Industrial Estate, Boston, Lincolnshire, PE21 8DR t: 07724 025516 e: info@300spartans.uk

360 Recruitment Ltd

Greg Tyler

First Floor, The Lookout, Bull Close Road, Nottingham, Nottinghamshire, NG7 2UL

t: 0115 923 3366

e: greg@360rec.co.uk w: 360rec.co.uk

7 Star Consultancy Limited

4B.01, 4th Floor, 50 Salisbury Road, Hounslow, Middlesex, TW4 6JQ

e: support@7-starconsultancy.co.uk w: 7-starconsultancy.co.uk

725 Ltd

Bashir Ali

48 High Street, Gravesend, Kent, DA11 0AY t: 01474 533745

e: bashir@725ltd.co.uk w: 725ltd.co.uk

A Coupland Labour Limited

Alan Coupland

James and Co Accountants Limited, Venture House, Enterprise Way, Wyberton Fen, Boston, Lincolnshire, PE21 7TW t: 07774 893853

e: enquiries@westwoodlakes.co.uk

AA Euro Recruitment UK Limited

Paul Galgey

Boundary House, Boston Road, London, Greater London, W7 2QE t: 00353 (0)818 355 700 e: paul@aaeuro.com w: aaeuro.com

Abacus Employment Services Ltd

Jenna Whittle

1 Chequers Road, Basingstoke, Hampshire, RG21 7PU t: 01722 341313

e: jwhittle@abacus-employment.com w: abacus-employment.com

Abbey Personnel Services Limited

Simon Bielby

The Goods Yard, Ousegate, Selby, North Yorkshire, YO8 8BL

t: 01757 212020

e: simon.bielby@abbeypersonnel.com w: abbeypersonnel.com

Abby Services Ltd

Olusegun Abiodun

Unit 18, Lealand Way, Boston, Lincolnshire, PE21 7SW t: 07740 281343

e: enquiries@abbyservicesltd.co.uk w: abbyservicesltd.co.uk

Absolute Recruitment UK Ltd

Dan Marshall

12-14 Macon Court, Herald Drive, Crewe, Cheshire, CW1 6EA t: 01270 44 55 99

e: info@absol-group.com w: absol-group.com

Abstract Recruitment Limited

Kimberley Johnson

Unit 4, 203 Sovereign Court, Witan Gate, Milton Keynes, Buckinghamshire, MK9 2HP

t: 01908 048030

e: kim@abstractrecruitment.co.uk w: abstractrecruitment.co.uk

Labour Provider Members

Ace Staff Ltd t/a Ace Recruitment

Cristian Trifan

Ground Floor 005, Knightrider House, Knightrider Street, Maidstone, Kent, ME15 6LU

t: 01622 809680

e: cristian@acestaff.co.uk

w: acestaff.co.uk

Active Personnel Ltd

Nisar Ahmed

5 Edison Court, Pinchbeck, Spalding, Lincolnshire, PE11 3FX

t: 01775 828266

e: activepersonnel@outlook.com

Adecco UK Ltd

Sharon Lunny

10 Bishops Square, London, Greater London, E1 6EG

t: 020 7300 9000

e: businessassurance@adecco.co.uk

w: adecco.co.uk

ADS Recruitment Ltd

Mike Panchmatia

107 East Street, Southampton, Hampshire, SO14 3HH

t: 02380 630077

e: mike@adsrecruitment.co.uk

w: adsrecruitment.co.uk

Advance Management (UK) Ltd

Affzel Adam

217 Bolton Road, Salford, Lancashire, M6 7HP

t: 0161 743 3101

e: aadam@advancemanagementuk.com w: advancemanagementuk.com

Aegis Group of Companies Limited

t/a Aegis Support Services

Ronit Michael

Aegis Support Services, Surety house Unit A, Kingsdway, Luton, Bedfordshire, LU1 1LP

t: 0330 050 1010

e: ronit@aegissupportservices.com w: aegissupportservices.com

AFE Recruitment Ltd

Antony Elia

Second Floor, Deneway House, 88-94 Darkes Lane, Potters Bar, Hertfordshire, EN6 1AQ

t: 01707 655194

e: tony@aferecruitment.co.uk w: aferecruitment.co.uk

Agency 2000 t/a MEM Recruitment

Sue Neighbour

24-25 High Street, Wellingborough, Northamptonshire, NN8 4JZ

t: 01933 270505

e: sue.neighbour@mem-recruitment.com w: mem-recruitment.com

Agrico Workforce Ltd.

Asen Gyuneliev

84 Luton Road, Chatham, Kent, ME4 5AB

t: 01634 812492

e: info@agricoworkforce.co.uk w: agricoworkforce.co.uk

AGRI-HR Ltd

Jan-Willem Naerebout

No 2 Wyevale Business Park, Kings Acre, Hereford, Herefordshire, HR4 7BS t: 07484 855296

e: info@agri-hr.com w: agri-hr.com

Agrix Ltd

Edgars Miezitis

Crindledykke High Street, Rattray, Blairgowrie, Perthshire, PH10 7BT

t: 01250 798392

e: info@agrixltd.co.uk w: agrixltd.co.uk

Labour Provider Members

Agro Pro-Recruitment Ltd

Magda Tychmann

7-8 Silverlink Business Park, Wallsend, Tyne and Wear, NE28 9NX t: 0191 249 8499 e: magda@agropro-recruitment.uk w: agropro-recruitment.uk

Agropraktika, UAB

Katarzyna Natalia Babelis

Lvivo 89a-1, Vilnius, LT-08104 t: 00370 6718 5875 e: natalia@agropraktika.lt w: agropraktika.lt

AK Recruitment Ltd

Agnieszka Koper

180 Hope Street, 2nd Floor, Paisley, Lanarkshire, G2 2UE t: 0141 404 5046 e: akoper@akrecruitment.uk w: akrecruitment.uk

AKL Ltd

Niki Sondergaard

13 Ellis Street, Peterhead, Aberdeenshire, AB42 1ZY t: 01779 491218 e: aklltd@hotmail.com w: facebook.compeopleAKL-LTD100063562604320

Allstaff (Paisley Secretarial Services Ltd)

Carolyn Moir Grant

4/5 County Place, Paisley, Renfrewshire, PA1 1BN t: 0141 887 1137 e: cmoirgrant@allstaff.co.uk w: allstaff.co.uk

AM2PM Recruitment Solutions (Birmingham) Ltd

Glenn Naraine

Units 1 & 2 Three Spires House, Station Road, Lichfield, Staffordshire, WS13 6HX

t: 07854 046 445

e: glenn@am2pm.uk.com w: am2pm.uk.com

Anytime Resources Ltd

Muhammad Malik

Heathrow Cube, 9 Arkwright Road, Colnbrook, Slough, Berkshire, SL3 0HJ t: 01753 681391

e: mn.malik@arl-uk.com w: arl-uk.com

Aqumen Business Solutions Ltd.

t/a Aqumen Recruitment

Andy Taylor

Building 4, Carrwood Park, Selby Road, Leeds, West Yorkshire, LS15 4LG

t: 01977 515626

e: andy.taylor@aqumenrecruitment.co.uk

w: aqumenrecruitment.co.uk

Ark Recruitment Solutions Limited

St. Davids Court, Union Street, Wolverhampton, West Midlands, WV1 3JE

t: 01278 448595

e: a.keen@arkrecruitmentsolutions.com

Assist Resourcing UK Ltd

Verity Moores

39 - 41 Halifax Road, Brighouse, West Yorkshire, HD6 2AQ

t: 01484 903040

e: veritymoores@assist.co.uk w: assist.co.uk

Astral Solutions Limited

Veselina Kindzhakova

20 Sturla Road, Chatham, Kent, ME4 5PA

t: 01634 322345

e: office@astralsolutions.co.uk

w: astralsolutions.co.uk

Aven Ltd

Giedrius Venckunas

30 St. James Street, King's Lynn, Norfolk, PE30 5DA

t: 07887 883087

e: gv@avenltd.uk

w: avenltd.uk

Labour Provider Members

Avtav Ltd

Leona Munyati

625 - 635 Sovereign Court Suite A, Ground Floor, Sipson Road, West Drayton, Middlesex, UB7 0JE

t: 0203 488 7959

e: leona@avtav.co.uk

w: avtav.co.uk

Baileys Job Agency

Maureen Bailey

1-5 Palace Avenue, White Rock, Hastings, East Sussex, TN34 1JR

t: 01424 430033

e: admin@baileysjobagency.co.uk

Bailie and Bailie Ltd

Michelle Bailie

6 Oakwood Avenue, Lincoln, Lincolnshire, LN6 0NJ

t: 07588 449625

e: chelby79@hotmail.co.uk w: bailieandbailie.co.uk

Baker Harding Ltd

t/a Baker Harding Recruitment

Liam Earp

2 Church Lane, Pudsey, Leeds, West Yorkshire, LS28 7BD t: 0113 239 3301

e: liam@bakerharding.co.uk w: bakerharding.co.uk

Barway Services Ltd

Will Goosen

Barway Road, Ely, Cambridgeshire, CB7 5TZ t: 07971 155279

e: will.goosen@gs-fresh.com w: gs-fresh.com

Be Personnel Ltd

Ethan Bews

13 Henderson Road, Inverness, Inverness-shire, IV1 1SN t: 01349 883303

e: ethan@bepersonnelltd.com w: bepersonnelltd.com

BE Recruitment Ltd

Ben Bloodman

First Floor, Bellway House, Warren Court, Feldspar Close, Enderby, Leicestershire, LE19 4SD

t: 0116 482 6500

e: info@berecruit.co.uk w: berecruit.co.uk

Beeline Personnel Ltd

t/a Team4You

Nick Lewis

Haughmond View, Shrewsbury Business Park, Shrewsbury, Shropshire, SY2 6LG t: 01743 627404

e: nick@beelinepersonnel.com w: team4you.today & beelinepersonnel.com

Bison Management Corporation

Belen Al Humayed

BMH Center, 3963 Yague Street, Brgy. Sta. Cruz, Makati City, Philippines, 1205

e: belen@bisonph.com w: bisonjobs.com

Blitz International Holding Limited

t/a The Industrial Work Solutions UK

Matthew Crossley

43A Northgate, White Lund Industrial Estate, Morecambe, Lancashire, LA3 3PA t: 01524 840622

e: matthewcrossley@industrialworksolutions.co.uk w: industrialworksolutions.co.uk

Blue Arrow Ltd t/a Blue Arrow

Andy Hart

Cubix 5th Floor, 42-50 Kimpton Road, Luton, Bedfordshire, LU2 0FP

e: andy.hart@bluearrow.co.uk w: bluearrow.co.uk

Bluestone Personnel Ltd

t/a Protential Resources

Martin Frayne

New Town Centre, Killegland Street, Ashbourne, Co Meath, Republic of Ireland, A84 HH77

t: 0035 3862 542530

e: martin@protentialresources.com w: protentialresources.com

Labour Provider Members

Borders Area Services Ltd

Michael Bayne

Leader House, Mill Road, Earlton, Scottish Borders, TD4 6DG t: 01896 758091

e: michael@ringleader.co.uk w: bordersmachineryring.co.uk

Braymale Ltd

t/a NWES Recruitment

Joanne Ellis

Longton Business Park, Station Road, Much Hoole, Preston, Lancashire, PR4 5LE t: 01772 611100

e: joanne@nwes.info w: nwesrecruitment.co.uk

Brightwork Ltd

Shan Saba

1st Floor, 193-199 Bath Street, Glasgow, Lanarkshire, G2 4HU

t: 07795 383070

e: shan.saba@brightwork.co.uk w: brightwork.co.uk

Brook Street UK Ltd

Susan Wilde

Capital Court, 30 Windsor Street, Uxbridge, Greater London, UB8 1AB t: 01727 848292

e: auditandcomplianceteam@brookstreet.co.uk w: brookstreet.co.uk

Bureau De Connect Ltd

Sohail Shamsi

Office 11 Wellesley House 1st Floor, 98-102 Cranbrook Road, Ilford, West Sussex, IG1 4NH t: 07572 454166

e: operations@bureaudeconnect.co.uk w: bureaudeconnect.co.uk

Busy People Ltd

Jekaterina Vickers

6-8 Dartford Road, March, Cambridgeshire, PE15 8AQ t: 07539 354269

e: jv.busypeople@gmail.com

C & E Vine Labours Ltd

Lenuta Udrea

Unit 19 Base, Bordon Innovation Centre, 60 Barbados Road, Bordon, Hampshire, GU35 0FX t: 07958 241088

e: elena@c-e-vinelabours.co.uk w: c-e-vinelabours.co.uk

C & H Agency Limited

Stephanie Windsor

Mawdsley Terrace, 17 Mawdsley Street, Bolton, Lancashire, BL1 1JZ t: 01204 399700 e: stephanie.windsor@thrivegroup.co.uk w: thrivegroup.co.uk

C R Services North West Limited t/a Central Recruitment

Natalie Smith

Unit 1 Cathedral View, 30 Darwen Street, Blackburn, Lancashire, BB2 2BY t: 01254 460800 e: natalie@centralrecruit.co.uk w: centralrecruit.co.uk

Cando Personnel Ltd

Partha Panda 26 Harmer Street, Gravesend, Kent, DA12 2AX t: 01474 491709 e: partha@candopersonnel.co.uk w: candopersonnel.co.uk

Candour Talent Ltd

Matthew Burkitt

Access 465, Rassau Industrial Estate, Ebbw Vale, Monmouthshire, NP23 5SD t: 01495 421926

e: matthew@candourtalent.co.uk w: candourtalent.co.uk

Capital Outsourcing Group Food Ltd

Charlotte Harkin

Head Office, 10th Floor, 60 Church Street, Birmingham, B3 2DJ t: 01922 666714

e: charlotte.harkin@coguk.com w: coguk.com

Labour Provider Members

Careermakers Recruitment (UK) Ltd

t/a Careermakers Recruitment

Omair Akram

54 Oldham Street, Manchester, Greater Manchester, M4 6JW

t: 0161 764 2169

e: omair@career-makers.co.uk w: career-makers.co.uk

Carleton Recruitment Limited

Leanne Salt

44-48 Carleton Street, Portadown, County Armagh, BT62 3EP

t: 02838 398550

e: office@carletonrecruitment.co.uk

w: carletonrecruitment.co.uk

CAS Recruitment UK Ltd

Andrew Backhouse

Station House, Station Road, Scredington, Lincolnshire, NG34 0AA

t: 07855 485566

e: andy@casrecruitment.co.uk

w: casrecruitment.co.uk

CBS Employment Ltd

Mursal Abdul Malek

Vista Center 50 Salisbury Road, Middlesex, TW4 6JQ

t: 0208 154 7601

e: info@cbsemployment.co.uk

w: cbsemployment.co.uk

CC Business Services Ltd

t/a City Centre Recruitment

Simon Thomas

112 Old Christchurch Road, Bournemouth, Dorset, BH1 1LU

t: 01202 586930

e: info@citycentrerecruitment.co.uk w: citycentrerecruitment.co.uk

CDS Labour Fair-Responsible-EthicalDiverse Ltd t/a CDS Labour

Carl Steele

Chapel Farms, Spalding, Lincolnshire, PE11 3DS

t: 03333 442144

e: carl@cdslabour.co.uk

Central Recruitment Solutions Ltd

Ryan Young

Central House, Riverside, Beaufort, Ebbw Vale, Monmouthshire, NP23 5NT t: 01495 528500

e: ryoung@centralrs.co.uk w: centralrs.co.uk

Challenge trg Recruitment Limited

Matthew Dunstan 1 Smithy Court, Smithy Brook Road, Wigan, Cheshire, WN3 6PS

t: 01942 314004

e: matt.dunstan@challengetrg.co.uk

w: pmprecruitment.co.uk

Charto Recruitment Ltd

Charlotte Padgett 8 High Street, Goldthorpe, Rotherham, South Yorkshire, S63 9LR t: 07723 061484

e: charlotte@charto.co.uk w: chartorecruitment.co.uk

City Resource Ltd

Tom Owen

54b Broadway, Peterborough, Cambridgeshire, PE1 1SB t: 01733 344382

e: tom@tom-owen.co.uk w: cityresourceltd.co.uk

CJB Staffing Solutions Ltd

James Sutcliffe-Cook 44 Broadway, Stratford, London, E15 1XH t: 07785 629876

e: james.cook@cjbss.co.uk

w: yourcjb.co.uk

Class1Personnel

Elaine Hannon

Ashley House, 84-94 High Street, Hounslow, Middlesex, TW3 1NH

t: 0208 569 5055

e: elaine@class1personnel.com w: class1personnel.com

Labour Provider Members

Clwyd Recruitment Solutions Ltd

Amy Manifold

Unit 55, St Asaph Business Park, St Asaph, Sir Ddinbych, Denbighshire, LL17 0JG t: 01745 777277

e: amy.Manifold@wearecrs.com w: wearecrs.com

CM Agriculture Ltd

Thomas Pearson

Western Farm Office, Plantation Road, Aslacton, Norfolk, NR15 2ER t: 07949 765719 e: tompearson@cmagriculture.com w: cmagriculture.co.uk

CNC Recruitment Ltd

Rebecca Jennings Unit 4, Stevens Mill, Station Road, Ilminster, Somerset, TA19 9AX t: 01823 761209

e: rebecca@cnc-recruitment.com w: cnc-recruitment.com

Cobrey Farms

Catherine Chinn

Coleraine Buildings, Coughton, Ross-on-Wye, Herefordshire, HR9 5SG t: 01989 562770

e: catherine@cobrey.co.uk w: cobrey.co.uk

Cogent Staffing Ltd

Sam Gaukroger

Shaw Lodge, Office F3, Shaw Lane, Halifax, West Yorkshire, HX3 9ET t: 01422 413813

e: sam.gaukroger@cogentstaffing.co.uk w: cogentstaffing.co.uk

Concept Recruitment Group Ltd

Duncan Heywood

Haseldene House, 15 Upper York Street, Wakefield, West Yorkshire, WF1 3LQ t: 0843 290 3323

e: info@conceptrecruitment.com w: conceptrecruitment.com

Concordia (UK) Ltd

Karen Goode

19 North Street, Portslade, Brighton, East Sussex, BN41 1DH t: 01273 422293

e: karen.goode@concordia.org.uk w: concordia.org.uk

Connect Appointments Limited

William Sim

200 Bath Street, Glasgow, G2 4HG

t: 0141 212 3740

e: william.sim@connectappointments.co.uk w: connectappointments.co.uk

Connect Personnel Ltd

t/a Connect Personnel

Paul Bennett

23 Military Road, Chatham, Kent, ME4 4JG

t: 01634 400690

e: paul@connectpersonnel.co.uk w: connectpersonnel.co.uk

Contract Packers Ltd

Dan Stoica

The Oakley, Kidderminster Road, Droitwich, Worcestershire, WR9 9AY t: 07782 331668

e: office@contract-packers.co.uk w: contract-packers.co.uk

Contract Personnel Ltd

Sarah Hooper

1 & 2 Saints Court, All Saints Green, Norwich, Norfolk, NR1 3LP t: 01603 764044

e: sarah@cpl.uk.com w: contract-personnel.com

Contracts Support Services Ltd

t/a CSS Recruitment and Training

Linda Miller

CSS House, 10-12 Manor Street, Braintree, Essex, CM7 3HP

t: 01376 330700

e: linda.miller@csspeople.co.uk w: csspeople.co.uk

Labour Provider Members

Cornish Labour Services Ltd

Thomas Simmons

Higher Trevaskis Farm, Connor Downs, Hayle, Cornwall, TR27 5JQ

t: 01736 850960

e: tom@rivieraproduce.org

w: rivieraproduce.org

Cubed Resourcing Ltd

Vicki Street

Salts Mill, Victoria Road, Saltaire, Bradford, West Yorkshire, BD18 3LF

t: 01274 599354

e: vicki@cubedresourcing.co.uk w: cubedtalent.co.uk

CVPlacings Pty Ltd t/a CVPlacements

Callie Theron Visagie

8 La Provence Road, Everglen, Durbanville, Western Cape, 7550

t: 0027 72 385 4368

e: callie@cvplacements.com

w: cvplacements.co.za

D&S Food Processing Ltd

Andrew Dunnett

Old Police Station, Church Street, Swadlincote, Derbyshire, DE11 8LN

t: 07984 605247

e: dsfp-ltd@outlook.com

Daily Job Ltd

Modestas Remeza

14 Backgate, Peterhead, Aberdeenshire, AB42 1LN

t: 07852 362055

e: info@dailyjob.uk w: dailyjob.uk

Databail Limited

t/a CSA Service Group / CSA Recruitment

Clare Thomas

Llanelli Gate Business Park, Dafen, Llanelli, Carmarthenshire, SA14 8LQ

t: 01554 745135

e: clare.thomas@csa.uk.com w: csa.uk.com

DCT Recruitment Ltd

Diane Thomas

Suite 518B, Cotton Exchange, Old Hall Street, Liverpool, Merseyside, L3 9LQ t: 0151 221 9658 e: diane@dctrecruitment.co.uk w: dctrecruitment.co.uk

DDL Recruitment Ltd

Lakhbir Singh

68 Churchbridge, Oldbury, West Midlands, B69 2AS t: 07723 043488

e: ddl.hayer@yahoo.com

Dial-a-Worker Ltd

Gavin Nutkins

Sandpit Lodge, Reepham Road, Briston, Melton Constable, Norfolk, NR24 2LJ

t: 01263 861962/ 07796 445707

e: dawgavin@outlook.com w: dialaworker.co.uk

Direct Response Employment Services

Diane Punter

50 Fore Street, Trowbridge, Wiltshire, BA14 8ES t: 01225 776500

e: dmills@direct-response.co.uk w: direct-response.co.uk

Direct Staff (UK) Limited

Mac Hear

1st Floor, 214 High Street, Hounslow, Middlesex, TW3 1HB t: 020 8037 0050

e: mac@directstaffuk.com w: directstaffuk.com

DJT Poultry Services Ltd

Daniel J Taylor

6 Linden Park Grove, Chesterfield, Derbyshire, S40 1HY

t: 07462 176512

e: djtpoultryservicesltd@protonmail.com

Labour Provider Members

DM Recruitment Limited

Charlotte Clarke

Office 8, Brooklands House, Yeomanry Road, Battlefield Enterprise Park, Shrewsbury, Shropshire, SY1 3EH t: 01743 211760

e: info@dmospeople.com w: dm-recruitment.com

Dockside Personnel Ltd

David Crooks

Unit F19, Waterfront Studios, London, Greater London, E16 1AH t: 0207 474 8888

e: davidc@docksidepersonnel.com w: docksidepersonnel.com

Dreams Recruitment & Management Ltd

Dimitar Marinov

44 Park Road, Dudley, West Midlands, DY2 9BY t: 07454 372068

e: dreams_ltd@yahoo.com

DSS Recruitment Services Ltd

Sandra Vanagaite

159 Freiston Road, Boston, Lincolnshire, PE21 0JR t: 07447 429240 e: dssrecruitmentltd@gmail.com

E3 Recruitment Ltd

Tracie Norton

Quattuor House, Marshall Hall Mills, Elland Lane, Elland, West Yorkshire, HX5 9DU t: 01484 645269

e: tracie.norton@e3recruitment.com w: e3recruitment.com

Earl Street Employment Consultants Limited

Alex Craven

43 Earl Street, Maidstone, Kent, ME14 1PD t: 01622 755329

e: recruit@earlstreet.co.uk w: earlstreet.co.uk

East Midlands Recruitment Ltd

Julian Gudz

Office 11, Castledine House Business Centre, 5 Heanor Road, Ilkeston, Derbyshire, DE7 8DR t: 0115 882 2123

e: julian.gudz@eastmidlandsrecruitment.co.uk

w: eastmidlandsrecruitment.co.uk

East Recruitment Admin Ltd

Gatsford House, Gatsford, Ross-on-Wye, Herefordshire, HR9 7QL

t: 01989 763284

e: office@eastrecruitment.co.uk w: eastrecruitment.co.uk

Easy Hands International Ltd

t/a Easy Hands

Adrian Asanache

Central House, 1 Ballards Lane, Finchley, London, Greater London, N3 1LQ

t: 0203 393 9807 / 0800 023 5032

e: info@easyhands.co.uk w: easyhands.co.uk

Ebrado Dreamz Pvt Ltd

Rajendran Pillai

5/665, Sreevardhini Complex, Ambalathumkala, Kottarakkara, Kollam, Kerela, India, 691505

t: 00 9199 9569 4768

e: info@ebradodreamz.com w: ebradodreamz.com

EC Personnel Ltd

Garry Head

12a Lancaster Way, East Winch, King's Lynn, Norfolk, PE32 1NY

t: 01553 842441

e: ecpersonnelltd@gmail.com

Eden Fresh Ltd

t/a Eden Fresh Services

Camilla DeBruin

Casa Mia Whybornes Chase, Minster On Sea, Sheerness, Kent, ME12 2LJ

t: 07455 603830

e: edenfreshservices@gmail.com w: edenfreshservices.co.uk

Labour Provider Members

Elite Cleaning And Facility Services Ltd

t/a Elite Cleaning And Facility Services Ltd

Hans Aukhaj

Vista Business Center, 50 Salisbury Road, Hounslow, Middlesex, TW4 6JQ

t: 07749 691918

e: operations@eliteservicesandfacilities.co.uk

w: eliteservicesandfacilities.co.uk

Elite Labour Solutions Limited

Scott Harvey

15 Alverton Street, Penzance, Cornwall, TR18 2QP

t: 07949 277702

e: scott@elitelaboursolutionsltd.com

ELL Recruitment Ltd

Margarita Naab

2 Kirk Street, Peterhead, Aberdeenshire, AB42 1RX

t: 07789 686545

e: ellrecruitment@yahoo.com w: ellrecruitment.co.uk

Employment Of London Ltd

Dalvi Panesar

Vista Centre, 50 Salisbury Road, Hounslow, Middlesex, TW4 6JQ

t: 0203 773 5266

e: dalvipanesar@eoll.co.uk w: eoll.co.uk

Epos Direct Ltd

Francis Appiah-Boakye

Abbot House, Abbey Road, London, Greater London, NW10 7UA t: 0208 961 3331

e: info@eposdirectuk.com w: eposdirectuk.com

Escape Recruitment Services Ltd

Cheryl Sweeten

Alba Innovation Centre, Alba Campus, Livingston, West Lothian, EH54 7GA t: 01506 461445

e: cheryl.sweeten@escaperecruitment.com w: escaperecruitment.com

Essential Staffing Ltd

Laura Derkevica

18 Borthertoft Road, Boston, Lincolnshire, PE21 8HD t: 01205 365555 e: laura@essentialstaffing.co.uk

EST-VEST Services SRL

t/a Alexandru Barbacaru Alexandru Barbacaru

Muntenia Business Center, Office 504, Floor 5, Splaiul Unirii No. 16, Sector 4, Bucharest, Romania, t: 00407 4436 7473 e: alex.barbacaru@estvestservices.com w: estvestservices.com

Ethero Ltd t/a Ethero Staffing

Gareth Hughes

23 Walker Street, Wellington, Telford, Shropshire, TF1 1BD t: 01952 260627

e: ghughes@ethero.co.uk w: ethero.co.uk

Euro Connect Center Ltd

Urszula Ananiów

1 Lynwood Gardens, Croydon, Surrey, CR0 4QH t: 07930 080112

e: info@ecclimited.co.uk w: ecclimited.co.uk

Europeople Ltd

John Davison

Westbrook Farm, Lullington, Swadlincote, Derby, Derbyshire, DE12 8EE t: 01827 373090

e: info@europeople.co.uk w: europeople.co.uk

Everest People Solutions Ltd

Chris Fleming

The Vulcan Works, 34-38 Guildhall Road, Northampton, Northamptonshire, NN1 1EW t: 01604 435 863

e: chris@everestps.co.uk w: everestps.co.uk

Labour Provider Members

Express Jobs Limited

Adnan Hussain

48b Newhampton Road West, Whitmore Rears, Wolverhampton, West Midlands, WV6 0RY

t: 01902 822007

e: adnan@expressjobs.uk w: expressjobs.uk

Extra Personnel Ltd (by Jobandtalent)

Joanna Komanowska

Forster House, Hatherton Road, Walsall, West Midlands, WS1 1XZ

t: 0330 808 7731

e: support.uk@jobandtalent.com w: jobandtalent.com

Extraman Ltd

Adrian Gregory

2 Hogarth Place, Earls Court, London, Greater London, SW5 0QT

t: 0207 373 3045

e: apg@extramanrecruitment.co.uk w: extramanrecruitment.co.uk

Extrastaff Ltd

Sharon Hacker

Unit 1, Sandridge Park, Porters Wood, St Albans, Hertfordshire, AL3 6PH

t: 01727 810000

e: sharon.hacker@extrastaff.com w: extrastaff.com

F C Workforce Ltd

Bailey Wootton

Stuart House, St Johns Street, Peterborough, Cambridgeshire, PE1 5DD

t: 01733 971036

e: bailey@fcworkforce.co.uk w: fcworkforce.co.uk

Fastline Recruitment Limited

Marian Fotescu

6 Woodmanton Close, Clifton-on-Teme, Worcester, Worcestershire, WR6 6DG t: 07862 807307

e: marian.fotescu@fastline-recruitment.co.uk w: fastline-recruitment.co.uk

FH Power Cleaner Ltd

Ali Osman

Low Gardham Farm House, Low Gardham, Beverley, Yorkshire, HU17 7RY

t: 07762 547236

e: fhpowercleaners@icloud.com

First Call Contract Services Ltd

David Segust

Unit A, Sawyers Court, Sturlas Way, Walktham Cross, Herts, EN8 7BJ

t: 01992 635363

e: david.segust@firstcallcontractservices.co.uk w: firstcallcontractservices.co.uk

First People Recruitment Ltd

t/a FPR Group

Mark Foster

132 Queens Road, Brighton, East Sussex, BN1 3WB

t: 0845 218 6930

e: mark@fprgroup.com w: fprgroup.com

Flawless Enterprises Ltd

Derek Warner

14 Beach Approach, Warden, Sheerness, Kent, ME12 4NJ

t: 07809 473645

e: lisawarner@flawlesspremises.com w: flawlesspremises.com

Flexistaff Solutions Limited

Paula Gaffey

57 High Street South, Dunstable, Bedfordshire, LU6 3SF

t: 01582 696959

e: paula@flexistaffuk.com w: flexistaffuk.com

Focused Recruitment Limited

Jamie Dickinson

Business & Technology Centre, Tredomen Park, Ystrad Mynach, Hengoed, Mid Glamorgan, CF82 7FN

t: 01443 832400

e: jamie@focusedrecruitment.co.uk w: focusedrecruitment.co.uk

Labour Provider Members

Food Physics Ltd t/a Missing Gate Estate

Missing Gate Wines

Lianne Almond

Woodham Lodge, Lodge Road, Bicknacre, Essex, CM3 4HG

t: 07775 922210

e: l.almond@food-physics.com

w: missinggate.com

Fore Street Employment Agency Ltd

Joanna Vigus

24-26 Parliament Square, Hertford, Hertfordshire, SG14 1EZ

t: 01992 583256

e: jo@fore-street.co.uk

w: fore-street.co.uk

Forte Recruitment Solutions Ltd

Claire O'Connor

Devonshire Business Centres, Devonshire House, Wade Road, Basingstoke, Hampshire, RG24 8PE

t: 01256 975000

e: coconnor@forte-recruitment.co.uk

w: forte-recruitment.co.uk

Fox Resourcing & Recruitment Ltd

t/a Fox Resourcing

Wayne Fox

6 Darwin House, Priors Haw Business Park, London Road, Corby, Northamptonshire, NN17 5JG

t: 01536 402004

e: info@fox-resourcing.co.uk

w: fox-resourcing.co.uk

Fresh@365People Ltd

Paul Vinas

30A Belvoir Street, Leicester, Leicestershire, LE1 6QH

t: 0116 497 9777

e: info@fresh-365.co.uk

w: 365people.co.uk

Frontline Recruitment Partnerships Ltd

Kurt Witcomb

Units 5/6 Castlebridge Office Village, Kirtley Drive, Nottingham, Nottinghamshire, NG7 1LD

t: 0115 983 8633

e: kurtwitcomb@frontlinerecruitment.co.uk

w: frontlinerecruitment.co.uk

Fruitful Jobs Ltd

Rachel Hubbard

Harewood End , Herefordshire, HR2 8JT

t: 01989 500130

e: info@fruitfuljobs.com w: fruitfuljobs.com

FT Recruit Midlands Limited

Catherine Bradley

68 Market Street, Ashby de la Zouch, Leicestershire, LE65 1AN

t: 01530 444 840

e: catherine@ftrecruitmidlands.com

w: ft-recruit.co.uk

Fusion Personnel Ltd

Raj Padda

427 Quinton Road West, Quinton, Birmingham, West Midlands, B32 1QH

t: 0121 423 4580

e: raj@fusionpersonnel.co.uk

w: fusionpersonnel.co.uk

G B Agricultural Contractors Ltd

Girts Brencis

31 Park Avenue, Sutterton, Boston, Lincolnshire, PE20 2JN

t: 07920 837032

e: girtsbrencis@inbox.lv

G Solutions Group doo

t/a easytovisa & easytoseasonalwork

Milos Veselinovic

Omladinskih Brigada 90b, Belgrade, Serbia, 11070

t: 0038 1112 258790

e: mveselinovic@easytovisa.com w: easytoseasonalwork.com

Gap Personnel Holdings Ltd

Lisa Meredith

Bell Meadow Business Park, Pulford House, Park Ln, Chester, Cheshire, CH4 9EP

t: 01978 890000

e: hello@gap-personnel.com w: gap-personnel.com

Labour Provider Members

GBR Recruitment Limited

Gareth Brown

131 Lincoln Road, Branston, Lincoln, Lincolnshire, LN4 1NS

t: 07425 896410

e: gareth@gbrrecruitment.com w: gbrrecruitment.co.uk

Gem Partnership Ltd

Maria Miller

2 Cook Way, North West Industrial Estate, Peterlee, County Durham, SR8 2HY t: 0191 587 2999

e: maria.miller@gempartnership.com w: gempartnership.com

Genesis Employment Services Ltd

Richard Frost

Second Floor, 8 Hay Lane, Coventry, West Midlands, CV1 5RF t: 02476 553553

e: enquiry@genesisemployment.net w: genesis-employment.co.uk

Gi Group Recruitment Ltd

Gareth Newberry

Unit A The Glass Yard, Sheffield Road, Chesterfield, Derbyshire, S41 8JY t: 01246 267000

e: gareth.newberry@gigroupholding.com w: uk.gigroup.com

Gill Cooke Personnel Limited

t/a The Recruitment Group

Paul Hipkiss

Unit 2, Redwing Court Willow Farm Business Park, Castle Donnington, Derbyshire, DE7 2UH t: 07515 969171

e: paul.hipkiss@therecruitment-group.co.uk w: therecruitment-group.co.uk

Global Recruitment Group Ltd

Sarah Little

Suite G6, Prospect Park, Stanley Boulevard, Hamilton International Technology Park, Blantyre, Lanarkshire, G72 0BN t: 0141 648 9588

e: slittle@global-rg.co.uk w: global-rg.co.uk

Gorell Solutions Limited

Keith Andrews

3 Creeches Lane, Walton, Street, Somerset, BA16 9RR t: 01458 552097

e: keith@gorellsolutions.co.uk w: gorellsolutions.co.uk

Gotpeople Ltd

Glynne Dyer

Suite 2 Kings Court, 153 High Street, Watford, Hertfordshire, WD17 2ER t: 01923 882888

e: gdyer@gotpeople.co.uk w: gotpeople.co.uk

Gr8connect Ltd

Faisal Hassan

The Future Works, 2 Brunel Way, Slough, Berkshire, SL1 1FQ t: 0203 950 7700

e: faz@gr8connect.com w: gr8connect.com

Grow Vitis Ltd

Simon Davis

32 Epping Close, Southampton, Hampshire, SO18 5SE t: 07892 489829 e: growvitis@hotmail.com

GS Agri Recruitment Ltd

Sean Hanley

Suite 1, Dean Swift Building, 43 Hamiltonsbawn Road, Armagh, County Armagh, BT60 1HW t: 00353 872 184321

e: sean@gsagrecruit.com w: gsagrecruit.com

GSB Resourcing Ltd

Margaret Ibrihim

153 High Street, Waltham Cross, Hertfordshire, EN8 7AP

t: 01992 627999

e: sales@gsbresourcing.co.uk w: gsbresourcingltd.co.uk

Labour Provider Members

H2 Contracts Ltd

Neville McGroarty

Unit 6 Itec Business Park, 52 Armagh Road, Newry, County Down, BT35 6HL

t: 028 30 252447

e: info@h2contracts.co.uk

w: h2contracts.co.uk

Hales Jobs

Kirsty Walpole

1st Floor Unit 10 Flag Business Exchange, Vicarage Farm Road, Peterborough, Cambridgeshire, PE1 5TX

t: 01379 642276

e: jobs@halesgroup.co.uk

w: halesjobs.co.uk

Haven Recruitment Ltd

Petru Salageanu

61 Spilsby Road, Boston, Lincolnshire, PE21 9NX

t: 07724 535269

e: p.salageanu@gmail.com

Helping Hand Recruitment Ltd

Andrew David

46 Causewayhead, Penzance, Cornwall, TR18 2SS

t: 01736 335900

e: andrew.david@helpinghandltd.com w: helpinghandltd.com

HG Recruitment Solutions Ltd

t/a HG Recruitment Solutions

Gail Radley

E2 The Courtyard, Alban Park, St Albans, Hertfordshire, AL4 0LA

t: 01707 636680/ 07967 966948

e: gail@h-g-recruitment.com w: h-g-recruitment.com

HLF Recruitment Limited

Amelia McLean

Barons Place, Mereworth, Maidstone, Kent, ME18 5NF t: 01622 812229

e: amelia.mclean@hlf.co.uk

HOPS Labour Solutions Ltd

Jimmy Davies

Overross House, Ross Park, Ross-on-Wye, Herefordshire, HR9 7US t: 02476 698000

e: jimmy.davies@hopsls.com w: hopslaboursolutions.com

HR Essentials Ltd

t/a Essential Recruitment

Lisa Smith

Blenheim Court, 17 Newbold Road, Chesterfield, Derbyshire, S41 7PG t: 01773 513310

e: lisa.smith@essentialrecruitment.co.uk w: essentialrecruitment.co.uk

HR GO Recruitment Ltd

t/a HR GO Recruitment

Emma Smith

The Cedars, Church Road, Ashford, Kent, TN23 1RQ t: 01233 722400

e: emma.smith@hrgo.co.uk w: hrgo.co.uk

HR Recruitment Services Ltd

RhondaLea MacDonald

272 Bath Street, Glasgow, Lanarkshire, G2 4JR t: 0141 354 1406/01463 259263

e: rhondalea.macdonald@hrrs.co.uk w: hrrecruitmentservices.com

Hunterskill Associates Ltd

t/a Hunterskill Recruitment

Reg Jacob

3 Chalfont Square, 17 Great Coleman Street, Ipswich, Suffolk, IP4 2AJ t: 01473 216611 / 01473 557941

e: reg.jacob@hunterskill.com w: hunterskillrecruitment.co.uk

I Recruitment Ltd

Damian Gilecki

204 Wistaston Road, Crewe, Cheshire, CW2 7RJ

t: 01270 584995

e: damian@irecruitmentltd.co.uk w: irecruitmentltd.co.uk

Labour Provider Members

IBC Student Exchange

Anton Tonchev

60 Vasil Levski Blvd, Office 1, Sofia, Bulgaria, 1142

t: 00359 2402 0802/00359 8883 49551

e: anton@ibcbulgaria.com w: ibcbulgaria.com

Imperial Workforce Ltd

Jason D'Silva

Suite 2, Imperial Centre, Grange Road, Darlington, County Durham, DL1 5NQ

t: 01325 467437

e: jason@imperialworkforce.com w: imperialrecruitmentgroup.com

Industria Personnel Services Ltd

Charlotte Gent

80-82 Charles Street, Leicester, Leicestershire, LE1 1FB

t: 0116 2625225

e: charlotte-gent@industria-jobs.co.uk w: industria-jobs.co.uk

Industrial Temps Ltd

Róisín Thompson

Park House, 87-91 Great Victoria Street, Belfast, County Antrim, BT2 7AG t: 0289 032 2511

e: roisin.thompson@industrialtemps.com w: industrialtemps.com

Industrious Recruitment Ltd

Vicky Hayes

Gloucester House, 399 Silbury Boulevard, Milton Keynes, Buckinghamshire, MK9 2AH t: 01908 915616

e: vicky@industriousrecruitment.co.uk w: industriousrecruitment.co.uk

Inplace Personnel Services Ltd

Claire Long

4 Market Chambers, 29 Market Place, Mansfield, Nottinghamshire, NG18 1JB t: 01623 274005

e: claire@inplacepersonnel.com w: inplacepersonnel.com

Interaction Recruitment PLC

Geoff Holder

Interaction House, 43 High Street, Huntingdon, Cambridgeshire, PE29 3AQ t: 01480 436111

e: geoff.holder@irweb.co.uk w: interactionrecruitment.co.ukhome

International Manpower Recruitment Pvt. Ltd. Y B Rai

IMR Complex, Gwarko -7, Lalitpur, Kathmandu, Nepal, t: 00 977 1 5204346

e: info@imrsolution.com w: imrsolution.com

Invicta Recruitment Ltd

Irena Sereicikiene

53 High Street, Boston, Lincolnshire, PE21 8SP t: 01205 331888

e: irena@invictarecruitment.com w: invictarecruitment.com

ISQ Recruitment Ltd

Sergejs Rancans

7 Bank Plain, Norwich, Norfolk, NR2 4SF t: 01603 369500

e: info@isqrecruitment.co.uk w: isqrecruitment.co.uk

J S Morris Agricultural Contractors

Vincent Morris

49 Greenhill Lane, Kirkby-in-Ashfield, Nottinghamshire, NG17 9GA

t: 07884 065266

e: jvsmorris@btinternet.com w: jsmorris.co.uk

JAM Staffing Solutions Ltd

Richard Marsh

90 Darlington Street, Wolverhampton, West Midlands, WV1 4EX

t: 01902 931333

e: richard@jamstaff.co.uk w: jamstaff.com

Labour Provider Members

Jark (Peterborough) Ltd

Wojciech Rzepecki

54 Broadway, Peterborough, Cambridgeshire, PE1 1SB t: 01733 806892 option 1 e: wrzepecki@jark.co.uk w: jark.co.uk

Jark (Stevenage) Ltd

t/a Jark

Daniella Roberts

27 Market Place, Stevenage, Hertfordshire, SG1 1DH t: 01438 759393 e: droberts@jark.co.uk w: jark.com

Jark (Wakefield) Ltd t/a Jark

David Hansley

13 Kirkgate, Wakefield, West Yorkshire, WF1 1HS t: 01924 298882

e: dhansley@jark.co.uk w: jark.com

Jark (Warrington) Ltd

Jeremy Baker

First Floor, 7A Buttermarket Street, Warrington, Cheshire, WA1 2LY t: 01925 393846 / 01925 393832 e: jbaker@jark.co.uk w: jark.co.uk

Jark (Worcester) Limited

Geri Munslow

The K1 Building, 23 The Tything, Worcester, Worcestershire, WR1 1HD t: 01905 330950 e: gmunslow@jark.co.uk w: jark.co.uk

JMS Recruitment Ltd

Jacques Samson

Suite 2, Rama House, First Floor, 17 St Ann's Road, Harrow, Greater London, HA1 1JU t: 0208 810 7705

e: jacques@jmsrecruitment.co.uk w: jmsrecruitment.co.uk

Jobandtalent Works Ltd

Joanna Komanowska

Forster House, Hatherton Road, Walsall, West Midlands, WS1 1XZ t: 0330 808 7731 e: support.uk@jobandtalent.com w: jobandtalent.com

Jobstore UK Ltd

Gary Bradley

Lester House, 21 Broad Street, Bury, Lancashire, BL9 0DA t: 0161 989 9373 e: info@jobstoreuk.com w: jobstoreuk.com

Jonahs Handling Limited

John Allsop

The Manor House, Main Road, Little Fransham, Dereham, Norfolk, NR19 2JW t: 01362 685548 e: john@jonahshandling.co.uk

JPM Labour Services Ltd

Mark Robinson

Unit B, 1-2 North End, Swineshead, Boston, Lincolnshire, PE20 3LR t: 07717 227956 e: jpmlabour@aol.com

JSD Recruitment Services Ltd

Jim Devlin

Unit HD 5, Dungannon Enterprise Centre, Coalisland Road, Dungannon, County Tyrone, BT71 6JT t: 02887 238727 e: info@jsdrecruitment.com w: jsdrecruitment.com

Kettle Produce Ltd

Balmalcolm Farm, Balmalcolm, Cupar, Fife, KY15 7TJ t: 01337 831000

e: mail@kettle.co.uk w: kettle.co.uk

Labour Provider Members

Key Personnel Recruitment Ltd

Eric Wallace

First Floor, 2b Valentine Court, Kinnoull Road, Dunsinane Industrial Estate, Dundee, Angus, DD2 3QB t: 01382 202400 e: eric@dpandl.co.uk w: keypersonnelagency.co.uk

Keyo Agricultural Services Ltd

Gary Baugh

Europa Way, Ancholme Business Park, Brigg, Lincolnshire, DN20 8AR t: 01652 659005 e: gary@keyo.co.uk w: keyo.co.uk

KFM Recruitment Ltd

Anthony Jackson/ Ian Cookson

29-30 Silver Street, Hull, East Riding of Yorkshire, HU1 1JG t: 01482 210002

e: info@kfmrecruitment.co.uk w: kfmrecruitment.co.uk

KHS Personnel Ltd

Charlotte Harkin

City House, Stanford Street, Nottingham, Nottinghamshire, NG1 7BQ t: 0115 959 0555

e: charlotte.harkin@jarell.co.uk w: khs-jobworld.co.uk

Kingdom Mercury Limited

Rob Carter

Mercury House, Pudding Lane, Pinchbeck, Spalding, Lincolnshire, PE11 3TJ t: 01205 368075 e: info@mercurypersonnelsolutions.co.uk w: kingdom-mercury.co.uk

Kingdom People Ltd

Mike Rogers

Unit F2 Waterfold Business Park, Bury, Lancashire, BL9 7BR t: 0161 302 2412

e: mike.rogers@kingdom.co.uk w: kingdom.co.uk

Kingdom Recruitment Ltd

Adrian Daulby

Kingdom House, 1 Woodlands Park, Ashton Road, Newton-le-Willows, Lancashire, WA12 0HF t: 0330 175 8363

e: adrian.daulby@kingdom.co.uk w: kingdom.co.uk

KMV Recruitment Ltd

Ken McVeigh

201 Broadcasting House, Newport Rd, Middlesborough, North Yorkshire, TS1 5JA t: 01624 244609

e: ken.mcveigh@kmvrecruitment.co.uk w: kmvrecruitment.co.uk

KPI Recruiting Limited

Estelle Raybon

505 Etruria Road, Basford, Stoke-on-Trent, Staffordshire, ST4 6JH

t: 01782 712230

e: esteller@kpir.co.uk w: kpir.co.uk

KSB Recruitment Consultants Ltd

Ellie Bryant

Zenith House, Highlands Road, Shirley, Solihull, West Midlands, B90 4PD t: 0121 314 9365

e: ellie@ksbrecruitment.co.uk w: ksbrecruitment.co.uk

L A Union Limited

Vita Miskiniene

67 Whitacre, Peterborough, Cambridgeshire, PE1 4SU t: 01733 891368

e: vita.miskiniene@launion.co.uk

L.A. Recruitment Group Ltd

Lorri Shelton

4 West End Drive, Ilkeston, Derbyshire, DE7 5GG t: 07861 713453

e: lorri@la-recruitmentgroup.co.uk w: la-recruitmentgroup.com

Labour Provider Members

Labour 24/7 Limited

Chris Sarsfield

130 Manchester Road, Kearsley, B olton, Lancashire, BL4 8QR

t: 01204 571247

e: chris.sarsfield@labour247.co.uk

w: labour247.co.uk

Labour Direct (SW) Ltd

Daniel Searle

Lower Rosudgeon Farmhouse, Prussia Cove Road, Rosudgeon, Penzance, Cornwall, TR20 9AX

t: 01736 339118

e: admin@labourdirect.co.uk

Labour-Tech Recruitment Ltd

Kurtis Mpundu

57-59 Market St, Ely, Cambridgeshire, CB7 4LP

t: 01353 664200

e: kurtis@labourtech.co.uk

w: labourtech.co.uk

Lanes Recruitment Ltd

t/a The Lanes Group

Alexander Stock

Office 5, 25 St Andrews Street, Hertford, Hertfordshire, SG14 1HZ

t: 07593 729182

e: alex@lanesrecruitment.co.uk

w: thelanesgroup.co.uk

Larkspur Group Ltd

Martin Hobbs

Unit 9a Brogdale Farm, Brogdale Road, Faversham, Kent, ME13 8XZ

t: 01795 501801

e: martin@larkspur-group.co.uk

w: larkspur-group.co.uk

Leaf Recruitment Services Ltd

t/a Leaf Recruitment Services Ltd

Ian Leaf

18-20 High Street, Huddersfield, West Yorkshire, HD1 2LE

t: 01484 548800

e: ian@leafrecruitment.co.uk

w: leafrecruitment.co.uk

Lili H ltd

Hetem Musa

35 York Road, Rotherham, South Yorkshire, S65 1PW t: 07815 507620

e: lili-H-ltd@gmx.co.uk

Linklife Ltd

Edward Roberts

Bentley House, 16 Chearsley Road, Long Crendon, Buckinghamshire, HP18 9AW t: 01844 204320

e: edr@linklifeltd.co.uk w: linklifeltd.co.uk

Links Recruitment Group Ltd

Daniel Puttick

Thorens House, Beck Court, Cardiff Gate Business Park, Cardiff, South Glamorgan, CF23 8RP t: 0300 131 0058

e: daniel@linksrecruitment.co.uk w: linksrecruitment.co.uk

Lukasz Labour Limited

Lukasz Zasada

Unit 5, 93-95 Portobello Row, Boston, Lincolnshire, PE21 8TA t: 07979 330772

e: zasada@btinternet.com

M & L Management Ltd

Leslie Gilbert

50 Hoole Lane, Southport, Merseyside, PR9 8BD t: 07877 435593

e: mlmanagement@mail.com

M Macpherson Contractors

Ursula McGlashan

142 High Street, Newburgh, Fife, KY14 6DZ t: 01337 840217

e: ursula.mcglashan@btinternet.com

Labour Provider Members

M S Agricultural Services Ltd

Mark Sargent

15a Wormgate, Boston, Lincolnshire, PE21 6NR

t: 01205 359423

e: msasltd@outlook.com

Mach Recruitment Ltd

Tom Zyzak

5 Carlton Court, Leeds, West Yorkshire, LS12 6LT t: 0113 245 2441

e: info@mach.co.uk w: mach.co.uk

Madisons Recruitment Ltd

Ross Lovett

The Rotunda, First Floor, Old London Road, Hertford, Hertfordshire, SG13 7LA

t: 01992 568886

e: info@madisons.org.uk w: madisons.org.uk

Major Recruitment Ltd

Joanne Lofts

Unit 11 Parsons Court, Welbury Way, Aycliffe Industrial Park, Newton Aycliffe, County Durham, DL5 6ZE t: 01325 468780

e: jo@major-recruitment.com w: major-recruitment.com

Manpower UK Ltd

Sian Murray

Capital Court, 30 Windsor Street, Uxbridge, Middlesex, UB8 1AB t: 01895 205200

e: sian.murray@manpower.co.uk w: manpower.co.uk

Masterstaff Ltd

Genna Jackson

Abacus House, Rope Walk, Garstang, Lancashire, PR3 1NS

t: 01524 36855 404616 01253 404 e: genna.jackson@masterstaff.co.uk w: masterstaff.co.uk

Maxime-N Ltd t/a StaffAsset

Jose Nyamabu-Betukumesu

11 Lord Street, Halifax, West Yorkshire, HX1 5AE t: 01422 260112 e: nyamabu@blueyonder.co.uk

MC Personnel Ltd

Danielle Cassidy 83b High Street, Gillingham, Kent, ME7 1BL t: 01634 576111

e: commercials@mc-personnel.co.uk w: mc-personnel.co.uk

McNeill Vineyard Management Limited

Nadine McNeill

25 Peartree Lane, Bicknacre, Danbury, Essex, CM3 4LS t: 07712 537569

e: nadine@mvm.uk.com w: mvm.uk.com

MDP Recruitment Ltd

Penelope Johnson 8 Twisleton Court, Dartford, Kent, DA1 2EN t: 01322 470300 e: penny.johnson@mdprecruitment.com w: mdprecruitment.uk

Meridian Business Support Ltd

Cathy Kendrick

Part First Floor, Dakota House, Concord Business Park, Threapwood Road, Manchester, Lancashire, M22 0RR t: 0161 929 3853

e: ckendrick@meridianbs.co.uk w: meridianbs.co.uk

MH Recruitment Ltd

Nicholas Henry

40 Kingsway, Stanwell, Staines-upon-Thames, Surrey, TW19 7QE t: 07527 369713

e: nick@mh-recruitment.co.uk w: mh-recruitment.co.uk

Labour Provider Members

Mitcham Viticultural Services Ltd

Edward Mitcham

1 Ginge Road Cottages, West Hendred, Oxfordshire, OX12 8RU

t: 07752 527641

e: e.j.mitcham@hotmail.co.uk

Modern Staff Recruitment Ltd

Mauro Guedes

126 West Regent Street, Glasgow, Lanarkshire, G2 2RQ

t: 07915 209720

e: hr@modernstaffrecruitment.co.uk

w: modernstaffrecruitment.com

Mploy Staffing Solutions Ltd

Mark Nash

Vision House, 236–244 High Street North, Poole, Dorset, BH15 1EA

t: 01202 668360

e: mark@mploystaff.com

w: mploystaff.com

Mr ACJ Clayton t/a Farm Linc

Catherine Fargher

Goltho Hall Lodge, Goltho, Market Rasen, Lincolnshire, LN8 5JD

t: 07377 863255

e: support@farmlinc.co.uk

w: farmlinc.co.uk

Multistaff Recruitment Solutions Ltd

John Sutton

12 The Croft, Buntsford Drive, Bromsgrove, Worcestershire, B60 4JE t: 01527 919320

e: john.sutton@multistaff.co.uk w: multistaff.uk

myrecruit Ltd

Nicole Gilmore

49 Piccadilly House, Manchester, Greater Manchester, M1 2AP t: 07703 580049

e: nicole@myrecruituk.co.uk w: myrecruituk.co.uk

NDR Services (UK) Ltd

Daren Young

32 Elizabeth Street, Corby, Northamptonshire, NN17 1PN t: 0800 246 5376

e: daren@ndr-services.co.uk w: ndr-recruit.co.uk

NE European Recruitment Ltd

Baiba Collinson

1 Scarborough Street, Hartlepool, Cleveland, TS24 7DA t: 07857 160803 e: baiba.collinson@nerecruitment.co.uk w: nerecruitment.co.uk

Necton Labour Services Ltd

Amanda Wright

1a Burnside, Necton, Swaffham, Norfolk, PE37 8ER t: 07879 885121

e: nectonlabourservices@yahoo.co.uk w: nectonlabourservices.co.uk

Neil Hanes Recruitment Services

Neil Hanes

45 St.Leonards Close, Woodhall Spa, Lincolnshire, LN10 6SX t: 07780 477239 07780 477239 e: neil@neilhanesrecruitment.co.uk

Nextgen Recruits Ltd

Ben Clarke

Unit 2, Devizes Trade Centre, Hopton Road, Devizes, Wiltshire, SN10 2EH t: 07956 656733

e: ben@nextgenrecruits.co.uk w: nextgenrecruits.co.uk

NGS Recruitment Limited

Neil Sharrock

24 Derby Road, Skelmersdale, Lancashire, WN8 8BP

t: 07956 567929

e: ngsrecruitmentltd@gmail.com

Labour Provider Members

Nicholas Associates Group Limited

t/a Stafforce

Paul Smith

Reginald Arthur House, Percy Street, Rotherham, South Yorkshire, S65 1ED t: 01709 789000

e: paul.Smith@nicholasassociatesgroup.co.uk w: nicholasassociatesgroup.co.uk

NV Professional Staff Services

Natalija Vincukova

16 Emery Lane, Boston, Lincolnshire, PE21 8QA t: 07894 011475

e: nvprofessionalstaffservices@mail.com

Octopus Personnel Ltd

Sandra Smart

The Root House, Manor Courtyard, Stratton-on-the-Fosse, Radstock, Somerset, BA3 4QF

t: 01747 825568

e: sandra@octopuspersonnel.co.uk w: octopuspersonnel.co.uk

Oliver Rae Ltd

Lauren Jenkins

Kencar Middlemore Lane, Aldridge, Walsall, West Midlands, WS9 8SP t: 01922 895635

e: ljenkins@oliver-rae.com w: oliver-rae.com

On-Call Recruitment Limited

t/a The Recruitment Group

Jenny Walters

Unit 2, Redwing Court, Castle Donnington, Derby, Derbyshire, DE74 2UH t: 01332 318711

e: jenny.walters@therecruitment-group.co.uk w: therecruitment-group.co.uk

One Point Recruitment Ltd

Clare Spauls

G18 Innovation Centre, Innovation Way, Europarc, Grimsby, Lincolnshire, DN37 9TT t: 01472 808777

e: clare@onepoint-recruitment.co.uk w: onepoint-recruitment.co.uk

Option A Ltd

Catalin-Andrei Graur

Berwick Workspace, 90 Marygate, Berwick-UponTweed, Northumberland, TD15 1BN

t: 01289 545050

e: catalin.graur@optiona.co.uk w: optiona.co.uk

Opus People (H A Snell & Sons)

Rebecca Sankey Lower Lulham, Madley, Hereford, Herefordshire, HR2 9JJ t: 01981 250363

e: rebecca@opuspeople.co.uk w: opuspeople.co.uk

Owen Payne Recruitment Services Ltd

Lisa Lovell

28 Waterloo Road, Wolverhampton, West Midlands, WV1 4BL

t: 01902 714122

e: lisa@owenpayne.co.uk w: owenpayne.co.uk

PB Recruitment Solutions Ltd

Thomas Pearson

Western Farm Office, Plantation Road, Aslacton, Norfolk, NR15 2ER t: 07949 765719

e: recruit@pbrecruit.co.uk w: pbrecruit.co.uk

People Solutions Resourcing Limited

Sarah Edwards

Celtic House, 135-140 Hatherton Street, Walsall, West Midlands, WS1 1YB

t: 01922 723377

e: s.edwards@peoplesolutions.co.uk

w: peoplesolutions.co.uk

Permanent Recruitment Solutions

Stephanie Windsor

Mathrafal Farm, Meifod, Powys, SY22 6HT

t: 01938 501445

e: stephanie.windsor@prs.careers

w: permanent-recruitment-solutions.co.uk

Labour Provider Members

Pirates Cutters Ltd

Ryszard Jonski

68 Eastwood Road, Boston, Lincolnshire, PE21 0PL

t: 07969 874593

e: jonski.r@wp.pl

w: piratescutters.com

Place UK Ltd

Jo Welin

International Farm Camp, Church Farm, Tunstead, Norwich, Norfolk, NR12 8RQ

t: 01692 535945

e: jowelin@placeuk.com

w: placeuk.com

Polly Recruitment Services Limited

Kerry Hughes

Orion Park, University Way, Crewe, Cheshire, CW1 6NG

t: 07361 875083

e: kerry@pollyrecruitment.co.uk

w: polly-recruitment.co.uk

Premier Recruitment Group Limited

Leon Vickers

3b King Street, Gillingham, Kent, ME7 1EY

t: 01322 949100

e: info@premierrecruitmentgroup.co.uk w: premierrecruitmentgroup.co.uk

Premier Recruitment Solutions Ltd

Marcus Hackney

56a London Road, Southampton, Hampshire, SO15 2AH

t: 02380 202666

e: directors@premierrecruitmentsolutions.co.uk w: premierrecruitmentsolutions.co.uk

Prestige Recruitment Specialists Ltd

Dawn Benson

Prestige House, 12 Bowlalley Lane, Hull, East Riding of Yorkshire, HU1 1XR

t: 01482 212581

e: dbenson@prestige-recruitment.com w: prestige-recruitment.com

Pro Drive Recruitment Consultants Limited

Tracey Blatch

Unit 2, Racecourse Road, Pershore, Worcestershire, WR10 2EY

t: 01386 556923

e: tracey@prodrive-recruitment.co.uk w: prodrive-recruitment.co.uk

Pro-Force Ltd

Matthew Jarrett

Hunstead House, Nickle Farm, Chartham, Kent, CT4 7PE

t: 01227 733880

e: enquiries@pro-force.co.uk

w: pro-force.co.uk

Proman Supply Chain Ltd

t/a Proman

Patrick Ramsdale

Think Park, Trafford Park, Manchester, Greater Manchester, M17 1FQ

t: 0808 164 2923

e: patrick.ramsdale@proman-uk.com w: proman-uk.com

Prospect Personnel Solutions Ltd

Sarah Hart

Innovation Centre, Mewburn Road, Banbury, Oxfordshire, OX16 9PA

t: 01295 235700

e: hello@prospectpersonnel.co.uk w: prospectpersonnel.co.uk

Pullet Care Ltd

Vidmantas Cerkus

30 Sandbrook, Ketley, Telford, Shropshire, TF1 5BB

t: 07734 758911

e: vidas@pulletcare.co.uk

Pure Staff Ltd

Luke Bartlett

The Chamberlain Building, 36 Frederick Street, Birmingham, West Midlands, B1 3HN

t: 0121 2374840

e: luke.bartlett@purestaff.co.uk

w: purestaff.co.uk

Labour Provider Members

Quest Employment Ltd

Jim Bluck

Newport Pagnell Road West, Queenswood, Northampton, Northamptonshire, NN4 7JJ

t: 01604 626252

e: jim.bluck@questemployment.co.uk w: questemployment.co.uk

R Recruitment Ltd

Renata Krawcewicz

Stadium Business Court, 7 Millenium Way, Pride Park, Derby, Derbyshire, DE24 8HP

t: 07954 564047

e: renata@rragency.uk w: rragency.uk

R&V Group Ltd

Razvan Laurentiu Diaconu & Natalia Iepure

Ground Floor, Unit 6, Avenue Park West, Kettering, Northamptonshire, NN15 6WJ

t: 01933 426765

e: info@r-v-drivers.co.uk w: rvgroup.uk

Rahal Management Ltd

Al Kamal Md Badruzzaman

53A-53B East Street, Barking, Essex, IG11 8EN

t: 0208 711 0567

e: info@rahalmanagement.com w: rahalmanagement.com

Ramsgate Consultants Ltd t/a Industrial

Temporaries

Shaun Doherty

122 Walsgrave Road, Coventry, West Midlands, CV2 4AX

t: 02476 651651

e: shaun@indtemps.co.uk w: industrialtemporaries.co.uk

Randstad Solutions Limited

t/a Randstad Inhouse Services

Bethany Wingfield

450 Capability Green, Luton, Bedfordshire, LU1 3LU

t: 01582 811600

e: bethany.wingfield@randstad.co.uk

w: randstad.co.uk

Rapid Employment and Recruitment Ltd

Lionel Sheffield

33a Regal Road, Wisbech, Cambridgeshire, PE13 2RQ

t: 01945 463735

e: lionel@rapid-recruitment.com w: rapid-recruitment.com

Rapid Personnel Ltd

Adam Stratton

The Barn, 7-13 Alma Street, Reading, Berkshire, RG30 1JS t: 0118 958 8885

e: info@rapid-personnel.co.uk w: rapid-personnel.co.uk

Rapid Recruit Ltd

Patricia Loughlin

9a Hargreaves Street, Burnley, Lancashire, BB11 1LH

t: 01282 459669

e: trisha@rapid-recruit.com w: rapid-recruit.com

RE People Limited t/a RE Recruitment

James Gibbs

Manor Park Place, Rutherford Way, Cheltenham, Gloucestershire, GL51 9TU t: 01242 505400

e: jamesg@rerecruitment.com w: rerecruitment.com

Reach Resourcing Partnership Ltd

t/a Reach Recruitment

Rachel Swingler

First Floor Offices, 27 Blanket Row, Hull, East Riding of Yorkshire, HU1 1TB t: 01482 235100

e: info@reach-recruitment.com w: reach-recruitment.com

Rearden-Cord Ltd

Ben Sangster

Suite 4, 28 Claremont Road, Surbiton, Kingston-Upon-Thames, Surrey, KT6 4RF

t: 0208 549 3442

e: ben@rearden-cord.co.uk

w: rearden-cord.co.uk

Labour Provider Members

Recruit Mint Ltd

Aaron Bowes

17 Church Walk, Peterborough, Cambridgeshire, PE1 2TP

t: 01733 802300

e: aaron.bowes@recruitmint.com w: recruitmint.com

Recruit4staff (NW) Ltd

Paul Stevens

Room 620, The Plaza, 100 Old Hall Street, Liverpool, Merseyside, L3 9QJ

t: 01517 966868

e: pstevens@recruit4staff.co.uk w: recruit4staff.co.uk

Recruit4staff (Wrexham) Ltd

David Antrobus

Richmond House , Sandpiper Court, Chester Business Park, Chester, Cheshire, CH4 9QZ

t: 0330 052 2220

e: info@recruit4staff.co.uk w: recruit4staff.co.uk

Recruitment Direct Leominster Ltd

Rachael Andrews

13-15 Drapers Lane, Leominster, Herefordshire, HR6 8ND t: 01568 615262

e: hello@recruitmentdirect.co.uk w: recruitmentdirect.co.uk

Recruitment South East Ltd

Mandy Purdie

The Studio, Johns Cross Inn, Battle Road, Robertsbridge, East Sussex, TN32 5JH t: 01580 234800

e: mandy@recruitmentsoutheast.co.uk w: recruitmentsoutheast.co.uk

Red Bay Recruitment Ltd

Mary McKillop

119 Middlepark Road, Cushendall, Ballymena, County Antrim, BT44 0SH t: 07747 535625

e: mary.mckillop@outlook.com

Red Recruitment 24/7 Ltd

Mark Morley

4 Pioneer Way, Doddington Road, Lincoln, Lincolnshire, LN6 3DH t: 01522 522922

e: mark@redrec247.co.uk w: redrec247.co.uk

Red Recruitment Group Limited

Mark McAllister

Unit 6 Empire Court, Albert Street, Lakeside, Redditch, Worcestershire, B97 4DA t: 01527 962969

e: mark@redrecruitmentgroup.co.uk w: redrecruitmentgroup.co.uk

Red Rhino Resourcing Limited

David Edwards

Richmond House, Avonmouth Way, Avonmouth, Avon, BS11 8DE

t: 0117 403 7903 0117 403 7903

e: info@redrhinoresourcing.co.uk w: redrhinoresourcing.co.uk

Red Rock Partnership Ltd

Matthew Pearl

Head Office, Upper Floor, 138 High Street, Lincoln, Lincolnshire, LN5 7PJ t: 01246 575250

e: matthewpearl@redrockpartnership.co.uk w: redrockpartnership.co.uk

Red Star Personnel Ltd

Kiryl Chupryk

Suite 1, Coalport House, Stafford Park 1, Telford, Shropshire, TF3 3BD t: 01952 677005

e: info@redstarpersonnel.com w: redstarpersonnel.com

Reflect Recruitment Group Ltd

Cameron Ford

3-5 London Road, Newark, Nottinghamshire, NG24 1TN t: 01636 700373

e: info@rrgroup.co.uk w: rrgroup.co.uk

Labour Provider Members

Reliable Recruit (Services) Ltd

Jordan Hartshorne

4 Winchester Road, Racliffe, Greater Manchester, M26 3LY

t: 0161 509 9108

e: info@reliablerecruit.co.uk w: reliablerecruit.co.uk

Reliant Resourcing Limited

Alex Craven

54B Broadway, Peterborough, Cambridgeshire, PE1 1SB

t: 01733 344382

e: alexk@reliantresourcing.co.uk w: reliantresourcing.co.uk

Requsyol Ltd

Queency Rodrigues

Unimix House, Office 23 2nd Floor, Abbey Road, Park Royal, London, NW10 7TR

t: 07990 324644

e: hr@requsyol.co.uk

w: requsyol.co.uk

Response Personnel Limited

Aimee McGrath

Unit C1, Basepoint Business Centre, 110 Butterfield, Great Marlings, Luton, Bedfordshire, LU2 8DL

t: 01582 618100

e: aimee@responsepersonnel.co.uk w: responsepersonnel.co.uk

Response Recruitment Ltd

John Devine

51 Park Royal Road, Park Royal, London, Greater London, NW10 7LQ

t: 0208 965 1575

e: jdevine@responserecruitment.co.uk w: responserecruitment.co.uk

Responsive Personnel Limited

Danny Kimber

609 Delta Business Park, Welton Road, Swindon, Wiltshire, SN5 7XF

t: 01793 513000

e: danny@responsivepersonnel.com w: responsivepersonnel.com

Revell Labour Services Ltd

Michael Revell

85 Woad Farm Road, Boston, Lincolnshire, PE21 0DS t: 01205 875320

e: info@revelllabour.com

w: revelllabour.com

Right Recruitment Solutions Ltd

Alexandra Stan

73 Francis Road, Edgbaston, Birmingham, B16 8SP

t: 0121 454 6561

e: info@rightrecruitmentsolutions.co.uk

Ringlink Services Ltd

Tom Easson

Cargill Centre Business Park, Aberdeen Road, Laurencekirk, Aberdeenshire, AB30 1EY

t: 01561 377790

e: tom@ringlinkscotland.co.uk w: ringlinkservices.co.uk

Rising Labour LTD

Modestas Stanislavicius

7 Killiers Court, Redruth, Cornwall, TR15 3LZ

t: 07548 781897

e: rising.labour@gmail.com

w: risinglabour.co.uk

Riverside Recruitment Ltd

Faye Francis

16 South Road, Midsomer Norton, Radstock, Somerset, BA3 2EZ t: 01761 410433

e: staff@riversiderecruit.co.uk

w: riversiderecruit.co.uk

Roadhogs Recruitment Ltd

t/a Roadhogs

Simon Withers

The Withycutters, Kingsbury Episcopi, Martock, Somerset, TA12 6AZ

t: 0800 999 3655

e: simon.withers@roadhogsrecruit.co.uk

w: roadhogsrecruit.co.uk

Labour Provider Members

Rosie Plants EOOD

Krasimira Chakarova

Area Azmaka, Lozen, Pazardzhik, 4489

t: 07404 691854

e: kic@edwardvinson.co.uk w: rosieplants.bg

Rural and Agricultural Services

Sebastian Hall

Norfolk, Suffolk, Essex & Cambs, t: 01728 495051

e: ras@ruralandagricultural.co.uk

w: ruralandagricultural.co.uk

Join ALP to see your business listed here

S & A Produce (UK) Ltd

Peter Holder

Brook Farm, Marden, Hereford, Herefordshire, HR1 3ET

t: 01432 880235

e: peter.holder@sagroup.co.uk

w: sagroup.co.uk

S & D Recruitment Ltd

Sasha Shirbon

69 Boothferry Road, Goole, East Yorkshire, DN14 6BB t: 01405 767600

e: sashashirbon@sdrecruitmentltd.co.uk w: sdrecruitmentltd.com

Saffron Vantage Ltd

Charles Clare

9-11 The Mill, Copley Hill Business Park, Cambridge Road, Babraham, Cambridgeshire, CB22 3GN

t: 01223 651601

e: charlie@saffronvantage.com w: saffronvantage.com

Sagetarius Solutions Ltd

Paul Catalin Haralambie

11 Willow Way, Maidstone, Kent, ME15 7RL

t: 01622 432315

e: sagetariussolutions@yahoo.com

Satyaom Recruitment Ltd

Manoj Kumar

51b Wellington Street, Luton, Bedfordshire, LU1 2QH

t: 07828 125861

e: manoj@satyaomrecruitment.co.uk w: satyaomrecruitment.co.uk

Signature Personnel Ltd

Tommy Walsh

Unit 17, Lea Green Business Park, Eurolink, St Helens, Merseyside, WA9 4TR

t: 0330 043 5210

e: info@signaturepersonnel.co.uk w: signaturepersonnel.co.uk

Single Resource Ltd (by Jobandtalent)

Joanna Komanowska

12 New Fetter Lane, London, Greater London, EC4A 1JP

t: 0330 808 7731

e: support.uk@jobandtalent.com w: jobandtalent.com

Skills Direct Limited

Samantha Rose

4 Fore Street, Trowbridge, Wiltshire, BA14 8HD

t: 01225 632666

e: info@skillsdirectltd.com w: thrivegroup.co.uk

Sky Recruitment Solutions Ltd.

David Torrington

Cubo Offices, The Old Post Office, Victoria Street, Derby, Derbyshire, DE1 1EQ

t: 01773 441297 / 01332 650720

e: davidtorrington@skyrecruitmentsolutions.co.uk w: skyrecruitmentsolutions.co.uk

Labour Provider Members

SM Global Consultancy Limited

Joanne Fox

Premier House, 1st Floor Bradleys Business Centre, North Feltham Trading Centre, Feltham, Middlesex, TW14 0XQ

t: 07928 665910

e: jo.fox@staffingmatch.co.uk w: staffingmatch.co.uk

Smart Solutions (Recruitment) Ltd

Hannah Bloomfield

Caerleon House, Mamhilad Park Estate, Pontypool, Gwent, NP4 0XX t: 01633 415600

e: hbloomfield@smartsolutions.co.uk w: smartsolutions.co.uk

Smart Temporary Solutions Ltd

t/a Smart Workforce Solutions

Lauren Sumpton

20 Marina Court, Castle Street, Hull, East Yorkshire, HU1 1TJ

t: 01482 661499

e: info@smartworkforcesolutions.co.uk w: smartworkforcesolutions.co.uk

Socius Limited

Samantha Emmett-Laing

The Old Packhouse, Sycamore Farm, Moulton Common, Spalding, Lincolnshire, PE12 6LF t: 01205 260649 Option 3

e: admin@socius.ltd w: socius.ltd

South West Recruitment Ltd

Alan Hoey

1 Holdenhurst Road, Bournemouth, Dorset, BH8 8EH t: 01202 292907

e: alan@swr.uk.net w: swr.uk.net

South57 Partnership Ltd

t/a South57 Recruitment

Paula Gaffey

15 Hastings House, Auckland Park, Bond Avenue, Milton Keynes, Buckinghamshire, MK1 1BU

t: 07890 015495

e: paula@south57.co.uk w: south57.co.uk

Sparta Personnel Limited

Tudor-Mihai Ciobanu

15 Norwich Road, Thetford, Norfolk, IP1 2ET

t: 07359 342420

e: ciobanutudor84@yahoo.co.uk

Staff Finders (Yorkshire) Ltd

Katie Connell

The Old School House, 43 Baker Street, Hull, East Riding of Yorkshire, HU2 8HP

t: 01482 211000

e: katie@staff-finders.co.uk w: staff-finders.co.uk

Staff Selection UK Ltd

Jamie Wood

Hub 26, Hunsworth Lane, Cleckheaton, West Yorkshire, BD19 4LH

t: 01274 009574

e: jamie@staffselectionuk.com w: staffselectionuk.com

Staff U Trust Ltd

Kristina Vlad

61 Rider Gardens, Boston, Lincolnshire, PE21 0BL t: 07769 344002

e: kristina@staffutrust.com

Staff You Like Ltd

Anatolijs Dedelis

18 Rose Place, Boston, Lincolnshire, PE21 6DF t: 07907 646722

e: tolik@staffyoulike.co.uk

Staffing Lab Limited

Chris Steele & Ben Yale

Unit 2 Pegasus Court, Stafford Court, Stafford Park 7, Telford, Shropshire, TF3 3BQ

t: 01952 739393

e: chris@staffinglab.co.uk/ben@staffinglab.co.uk w: staffinglab.co.uk

Labour Provider Members

Stafflex Ltd

Nemi Alexis

International House, Chapel Hill, Huddersfield, West Yorkshire, HD1 3EE

t: 01484 351010

e: nemi@stafflex.co.uk

w: stafflex.co.uk

Staffline Recruitment Limited, t/a Staffline, Omega Resource, A La Carte

Steven Bell

19-20 The Triangle, NG2 Business Park, Nottingham, Nottinghamshire, NG2 1AE

t: 0115 950 0885

e: steven.bell@staffline.co.uk w: staffline.co.uk

StaffPower Group Limited

Peter Savage

Mackies Corner, Chambers, 106 High Street West, Sunderland, Tyne and Wear, SR1 1TX

t: 0191 500 2777

e: peter@staffpowergroup.com w: staffpowergroup.com

Staffright Group Ltd

t/a Staffright Group

Jamie Wingrave

11 Buttermarket, Ipswich, Suffolk, IP1 1BQ

t: 01473 211277 01473 211277

e: jamie.wingrave@staffright.co.uk

w: staffright.co.uk

Staffright Southend Ltd

Daria Siedlarska

38-40 London Road, Southend-On-Sea, Essex, SS1 1NT

t: 01702 338882 01702 338882

e: daria.siedlarska@staffright.co.uk

w: staffright.co.uk

Steel Cactus Ltd

Simon Gillott

Unit 8 President Buildings, Savile Street East, Sheffield, South Yorkshire, S4 7UQ

t: 0114 287 0652

e: simon@steel-cactus.co.uk

w: steel-cactus.co.uk

Step By Step Recruitment Limited

Kelly Maiden

1-2 Haswell House, St Nicholas Street, Worcester, Worcestershire, WR1 1UW t: 01905 29586

e: kelly.maiden@stepbysteprecruitment.co.uk w: stepbysteprecruitment.co.uk

Straight Forward Recruitment Ltd

Susan Jane Roos

27 Prince of Wales Road, Norwich, Norfolk, NR1 1BG t: 01603 567808

e: susan@straightforwardrec.co.uk w: straightforwardrecruitment.co.uk

Sudnik Employment Agency

Andreas Sudnik

Kings Court, 33 King Street, Blackburn, Lancashire, BB2 2DH t: 01254 290141

e: sea.ltd@outlook.com

Supreme Workforce Ltd

Kulwinder Singh

37A Upper Wickham Lane, Welling, Kent, DA16 3AB t: 0208 304 4660

e: kulwinder@supremeworkforce.co.uk w: supremeworkforce.co.uk

Surecall Recruitment Services Ltd

Anthony Elia

Suite C, Deneway House, 88-94 Darkes Lane, Potters Bar, Hertfordshire, EN6 1AQ

t: 0208 441 3323

e: tonyelia@surecallrecruitment.com w: surecallrecruitment.com

Surestaff Lincs Limited

Ray Hall

Office 2, The Plough Business Hub, 37 Church Street, Gainsborough, Lincolnshire, DN21 2JR t: 01427 811812

e: admin@surestaff.co.uk w: surestaff.co.uk

Labour Provider Members

SureStaffing UK Ltd

Rachel Alexander

21 Hessle Road, Hull, East Riding of Yorkshire, HU3 2AA

t: 01482 629797

e: rachel.alexander@sure-grp.co.uk w: sure-grp.co.uk

Sutton Recruitment Ltd

Graeme Sutton

9-11 George Street, Hull, East Riding of Yorkshire, HU1 3BA t: 01482 219777

e: graeme@suttonrecruitment.co.uk w: suttonrecruitment.co.uk

SWFPA Crew Services Ltd

Sharon Cooper

Fraserburgh Business Centre, South Harbour Road, Fraserburgh, Aberdeenshire, AB43 9TN

t: 07845 297387

e: sharon@swfpacrewservices.com w: swfpa.com

Swift Employment Ltd

Jolanta Robinson

The Old Vicarage, Church Close, Boston, Lincolnshire, PE21 6NA t: 01205 359896

e: swiftemploymentagency@gmail.com

Swift Temps (North West) Ltd

David James Cottington

24 St Helens Chamber, Salisbury Street, St Helens, Merseyside, WA10 1FY t: 01744 742353

e: d.cottington@swifttemps.co.uk w: swifttemps.co.uk

Swift Temps Ltd

Damian Lee

Ground Floor, Unit 4 Brooklands, Moons Moat Drive, Redditch, Worcestershire, B98 9DW t: 01527 868242

e: damian@swifttemps.co.uk w: swifttemps.co.uk

Syft Online Ltd t/a Indeed Flex

Angel Robinson

Ground Floor, 20 Farringdon Road, London, Greater London, EC1M 3HE t: 0203 322 5678

e: angel.robinson@indeedflex.com w: indeedflex.co.uk

Talent84 Ltd

Lucie Lowe

Yorkshire Chambers, 116-118 Pilgrim Street, Newcsatle upon Tyne, Tyne and Wear, NE1 6SQ t: 0191 221 0402

e: lucie.lowe@talent84.co.uk w: talent84.co.uk

Tallisdom Healthcare Limited t/a TLDHC, Tallisdom Sithembile Senga

Engine House,2 Veridon Way, Erith, London, Greater London, DA18 4AL

t: 07506 852023

e: s.senga@tldhc.com w: tldhc.com

Tamar Labour Agency Ltd

Lyubomir Rangelov Coombe Lynher, Landrake, Saltash, Cornwall, PL12 5AJ t: 01752 851287

e: tamarlabour@gmail.com w: tamaragency.co.uk

Tarff Valley Ltd t/a Tarff Services

Tracey McEwan

Old Station Yard, Ringford, Castle Douglas, Kirkcudbrightshire, DG7 2AN t: 01557 820247

e: tracey.mcewan@tarffvalley.co.uk w: tarffvalley.co.uk

Taskmaster Resources Ltd

Miranda Atkinson

8 Leodis Court, David Street, Leeds, West Yorkshire, LS11 5JJ t: 0113 246 5995

e: matkinson@tmrec.com w: tmrec.com

Labour Provider Members

Taylor Made Services UK Ltd

Christopher Taylor

2a Pump Square, Boston, Lincolnshire, PE21 6QW

t: 01205 362896

e: chris@taylormadeservicesltd.co.uk

w: taylormadeservicesltd.co.uk

TBC Recruitment Ltd

t/a Vital People & CSP Recruitment

Tiffany Fox

The Business Connection, Hilliards Court, Chester Business Park, Chester, Cheshire, CH4 9QP

t: 01244 434386

e: tiffany@tbc-recruit.com

w: cspgb.com & vital-people.co.uk

Team Support Staff Ltd t/a Margaret Hodge Recruitment (Scotland only)

Greg Taylor

18 The Broadway, Stratford, London, Greater London, E15 4QS

t: 0203 771 3824

e: gtaylor@tss.uk.com

w: margarethodgerecruitment.co.uk

Teamwork Partnership Ltd

Daniel Brown

71-73 King Street, Leicester, Leicestershire, LE1 6RP

t: 0116 366 8511

e: dan@teamworkpartnership.co.uk

w: teamworkpartnership.co.uk

Teamwork Selection Ltd

Juliet Capelastegui

Suite 5, Pure Offices, Kestrel Court, Waterwells Drive, Quedgeley, Gloucestershire, GL2 2AT

t: 01452 615544

e: juliet@teamwork-selection.co.uk

w: teamwork-selection.co.uk

Temp All Staffing Ltd

Oliver Waters

58 & 60 Rebow House, Head Street, Colchester, Essex, CO1 1PB

t: 01206 688005

e: oliver@tempallstaffing.co.uk

w: tempallstaffing.co.uk

Temples Resources Ltd

Karen Roe

Office 10, Henrith Business Centre, Enterprise Way, Pinchbeck, Spalding, Lincolnshire, PE11 3YR

t: 01775 662980

e: karen@templesresources.co.uk

Templine Employment Agency Ltd

t/a Siamo Recruitment

Debbie Thorpe

Unit 6250, Bishop's Court, Solihull Parkway, Birmingham, West Midlands, B37 7YB

t: 0121 329 1340

e: d.thorpe@siamogroup.com w: siamogroup.com

Tennial Personnel Ltd

Dennis Tennial

6 Northgate Street, Ipswich, Suffolk, IP1 3BZ

t: 01473 565292

e: info@tennialpersonnel.com w: tennialpersonnel.com

The Best Connection Group Ltd

Lee Harris

Unit 1 Topaz Business Park, Topaz Way, Birmingham Road, Bromsgrove, Worcestershire, B61 0GD

t: 0121 504 3000

e: lee.harris@thebestconnection.co.uk w: thebestconnection.co.uk

The Job People Ltd

Julie Giles

JQ Modern Unit 508f, 120 Vyse Street, Hockley, Birmingham, West Midlands, B18 6NF t: 0121 769 0900

e: julie.giles@thejobpeople.co.uk w: thejobpeople.co.uk

The Staffing Network Limited

Ryan Hartshorn

3 St John Chambers, St Johns Road, Stourbridge, West Midlands, DY8 3EJ

t: 0121 289 3499

e: Ryan.Hartshorn@staff-network.co.uk w: staff-network.co.uk

Labour Provider Members

The UK Recruitment Co. Limited

t/a The Recruitment Co

Nicki Wilson

33 Soho Square, London, Northamptonshire, W1D 3QU t: 01604 602700

e: nicki.wilson@therecruitmentco.uk w: therecruitmentco.uk

The Workshop (Wisbech) Ltd

Ruth Whitehurst

22-23 The Horse Fair, Wisbech, Cambridgeshire, PE13 1AR t: 01945 580100

e: info@theworkshopwisbech.co.uk w: theworkshopwisbech.co.uk

Thomas Whittle Contracts Ltd

Thomas Whittle

Muiredge Farmhouse, Methilhaven Road, Buckhaven, Leven, Fife, KY8 1EF t: 01592 715004

e: elainemckenzie_9@hotmail.co.uk

Thorn Baker Ltd

Matthew Dann

4th Floor, The Hub, 40 Friar Lane, Nottingham, Nottinghamshire, NG1 6DQ t: 0115 947 2005

e: matthew.dann@thornbaker.co.uk w: thornbaker.co.uk

Thorns Workforce Ltd

Gergely Zsiko

Mahollam Farm Yard, Mahollam, Kington, Herefordshire, HR5 3PT t: 07832 253290

e: zsikogery@aol.com

Tom Bunting Vineyard Management Limited

Thomas William Bunting

Hill House Cottage, Hadleigh Road, Higham, Suffolk, CO7 6LD t: 07854 651894

e: tom@vineyardmanagement.co.uk w: vineyardmanagement.co.uk

Topteam Resources & Recruitment Ltd

Ramin Sadeghi

12 Market Street, Wolverhampton, West Midlands, WV1 3AG

t: 01902 836243

e: info@topteamrecruitment.co.uk w: topteamrecruitment.co.uk

Total Recruit Ltd

Tracey Oxley

50 Northgate, Wakefield, West Yorkshire, WF1 3AN

t: 01924 976697

e: tracey.oxley@totalrecruitltd.co.uk

w: totalrecruitltd.co.uk

Tranquil Recruitment Solutions Ltd

Amy Pearce

Easington Business Centre, Easington Colliery, Peterlee, County Durham, SR8 3LJ

t: 0191 823 8877

e: info@tranquilrecruitmentsolutions.co.uk w: tranquilrecruitmentsolutions.co.uk

Travis Hughes Ltd t/a Thrive Group

Stephanie Windsor

37 Yorkshire Street, Oldham, Lancashire, OL1 3RZ

t: 07712 674355

e: stephanie.windsor@thrivegroup.co.uk w: thrivegroup.co.uk

Turner Stubbs Ltd

Rob Bacon

2 King Street, Nottingham, Nottinghamshire, NG1 2AS

t: 0115 950 3030

e: robbacon@turnerstubbs.com w: turnerstubbs.com

Twenty-Four Seven Recruitment Services Ltd

Samantha Richards

Oakwood House, Blackwood Business Park, Ash Road South, Wrexham, Denbighshire, LL13 9UG

t: 01978 664195

e: samantha.richards@24-7recruitment.net w: 24-7recruitment.net

Labour Provider Members

UK Agro Solutions Ltd

Robert Divkovic

William James House, Cowley Road, Cambridge, Cambridgeshire, CB4 0WX t: 01223 424485

e: robert@ukagrosolutions.co.uk w: ukagrosolutions.co.uk

UK Smart Skills Ltd

Shazia Robert

Unit 7, Dukes Court, Wellington Street, Luton, Bedfordshire, LU1 5AF t: 01582 876222

e: s.robert@uksmartskills.co.uk uksmartskills@gmail.com

UK Vine Care Ltd t/a Vine Care UK

Paul Woodrow-Hill

The Old Casino, 28 Fourth Avenue, Hove, East Sussex, BN3 2PJ t: 01273 380158

e: paul@vinecareuk.com w: vinecareuk.com

Ultimate Recruitment (midlands) Ltd

Charlotte Dempsey

24 The Courtyard, Gorsey Lane, Coleshill, Birmingham, Warwickshire, B46 1JA t: 0121 796 0990

e: info@ultimaterecruitment.co.uk w: ultimaterecruitment.co.uk

Ultimate Workforce Ltd

Paul Grahame

33 High Street, Downham Market, Norfolk, PE38 9HF

t: 01366 388499

e: paul@ultimateworkforce.co.uk w: ultimateworkforce.info

Universal International Manpower Limited

Stephen Grant

35 Dalwhinnie Crescent, Kilmarnock, East Ayrshire, KA3 1QS

t: 0800 669 6062

e: steve@uim-ltd.com w: uim-ltd.com

Van Stomp Ltd

Marco Castro

Dernford Barn, Dernford Farm, Sawston Road, Stapleford, Cambridge, Cambridgeshire, CB22 5DY

t: 01223 506384

e: accounts@vanstomp.co.uk

w: vanstomp.co.uk

Venatu Consulting Ltd

Claire Truswell

5 Sidings Court, White Rose Way, Doncaster, South Yorkshire, DN4 5NU

t: 01302 590970

e: claire.truswell@venatu.co.uk

w: venatu.co.uk

Vinescapes Services Ltd

Paula Nesbitt

Unit 14, Dunley Hill Court, Ranmore Common, Dorking, Surrey, RH5 6SX

t: 07939 900203

e: paula@vinescapes.com w: vinescapes.com

Vine-Works Ltd

Sally Crowder

Unit T20 St Helena Farm, St Helena Lane, Plumpton Green, West Sussex, BN7 3DH t: 01273 891777

e: sales@vine-works.com w: vine-works.com

Vision & Value Overseas Pvt. Ltd

Padam Raj Poudel

Dhapasi Marg, Basundhara, Kathmandu, 44600

t: +9779851101757

e: corporate@vnvnepal.com w: vnvnepal.com

Vital Recruitment (UK) Ltd

James Billingsley

85 Darlington Street, Wolverhampton, West Midlands, WV1 4EX

t: 01952 815659

e: James@vitalrecruitment.co.uk w: vitalrecruitment.co.uk

Labour Provider Members

Vitis Labour UK Limited

Oana Preda

22 Barnetts Shaw, Oxted, Surrey, RH8 0NT t: 07429 896106 e: oana@vitislabouruk.com

W S Furnival Ltd

t/a Soil & Farm Services

Louise Furnival

Honeychild Manor Farm, St. Mary In The Marsh, Romney Marsh, Kent, TN29 0DB t: 07989 470314 e: louisefurnival@live.co.uk louise@soilandfarmservices.co.uk w: soilandfarmservices.co.uk

WB Employment Ltd

James Harland

219 Cheltenham Road, Bishopston, Bristol, Bristol & Avon, BS6 5QP t: 0117 944 3004 e: james.harland@wbemployment.co.uk w: wbemployment.co.uk

WDE Recruitment Ltd

Mick Stock Unit 7, Murston Business Centre, Norman Road, Ashford, Kent, TN23 7AD t: 01233 647401 e: info@wderecruitment.com w: wderecruitment.co.uk

We Are BX2 Limited

Bradley Szakacs

Office 16, Falcon Enterprise Centre, Victoria Street, Oldham, Lancashire, OL9 0HB t: 0161 444 3613 e: brads@wearebx2.co.uk w: wearebx2.co.uk

Welham Agency Ltd

Laila Ben-Dahman

5 Springfield Road, Smallford, St. Albans, Hertfordshire, AL4 0HH t: 01727 743416

e: laila@welhamagency.co.uk w: welhamagency.co.uk

West Bridge Company s.r.o. t/a Hand Hunter

Ashot Marutian

Lyčkovo náměstí 508/7, Karlín, Prague, Czech Republic, 186 00 t: 00 420 7764 67401 e: am@wbcompany.eu

Wide Space International Pvt. Ltd

Yajjula Dangol

Harvest Moon Building 4th Floor, Tukucha Chowk - 02, Gairidhara, Kathmandu, Bagmati, Nepal, 44600

t: 00 977 9802 335169

e: info@widespaceinternational.com w: widespaceinternational.com

WMS Recruitment Ltd

Craig McGill

Fridaybridge Farm Camp, 173 March Road, Fridaybridge, Wisbech, Cambridgeshire, PE14 0LR t: 01945 860255

e: enquiries@wmsrecruitment.com w: wmsrecruitment.com

Work4people Ltd

Anda-Marina Genov

Carlton Car Centre, 136 Burton Road, Nottingham, Nottinghamshire, NG4 3GP t: 0115 772 0439

e: info@work4people.co.uk

Workerbee Recruitment Ltd

William Cotter

Bouverie House Business Centre, 16 Bouverie Place, Folkestone, Kent, CT20 1AE t: 01233 328100

e: will@workerbeerecruit.co.uk w: workerbeerecruit.co.uk

Workforce Consultants Ltd.

Agnieszka Bleka

412 Blackpool Road, Ashton-on-Ribble, Preston, Lancashire, PR2 2DX t: 01772 735030

e: info@workforceconsultants.co.uk w: workforceconsultants.co.uk

Labour Provider Members

Workforce Staffing Limited

Joe Alekna

County House, 9 Church Green West, Redditch, Worcestershire, B97 4EA

t: 01527 66688

e: jalekna@weareworkforce.co.uk

w: weareworkforce.co.uk

Workmates Premier Ltd

Marie Doran

24 Station Road, Bognor Regis, West Sussex, PO21 1QE t: 01243 842765

e: marie@workmates247.com w: bognorregisrecruit.co.uk

Workplace4you Recruitment Ltd

Agnieszka Gonera

8 Cross Street, Spalding, Lincolnshire, PE11 2YG

t: 07720 262402

e: aggie@workplace4yourecruitment.co.uk

w: workplace4yourecruitment.co.uk

Wykeham Staff Services Limited

Trevor Payne

Gate Farm, Holbeach Road, Spalding, Lincolnshire, PE12 6JR t: 01775 762880

e: trevor@wykehamstaffservices.co.uk w: wykehamstaffservices.co.uk

Yorkshire Repak Ltd

Mark Cummings

Summer Lane, Barnsley, South Yorkshire, S70 2NP t: 01226 204747

e: mark@yorkshirerepak.co.uk w: yorkshirerepak.com

Yourstaff Recruitment Limited

Pedro Garcia

57A Hawthorn Road, Bognor Regis, West Sussex, PO21 2BW

t: 01243 824878

e: info@yourstaffrecruitment.com

w: yourstaffrecruitment.com

Zenith People Ltd

Nicola Jeavons

8 Merchant Court, Monkton Business Park South, Hebburn, Tyne and Wear, NE31 2EX

t: 01914 906766

e: nicolajeavons@zenithpeople.com w: zenithpeople.com

Producer/Supply Chain Associate Members

2 Sisters Food Group

Andrew Nicholson

Trinity Park House, Trinity Business Park, Fox Way, Wakefield, West Midlands, WF2 8EE t: 07710 053797

e: andrew.nicholson@2sfg.com w: 2sfg.com

A S Green Ltd

Caroline Green

Rook Row Farm, Moorend Cross, Mathon, Malvern, Worcestershire, WR13 5PR t: 01886 880512 e: caroline@asgreenltd.com

ABP UK

Siobhan Marsh

6290 Bishops Court, Birmingham Business Park, Birmingham, West Midlands, B37 7YB

t: 0121 717 2500

e: siobhan.marsh@abpbeef.com w: abpuk.com

AC Goatham & Son Ltd

Shannie Sinfield

Flanders Farm, Ratcliffe Highway, Rochester, Kent, ME3 8QE t: 01634 253424 e: hr@acgoatham.com w: acgoatham.com

Adrian Scripps Ltd

Lisa Devitt

Moat Farm, Whetsted Road, Five Oak Green, Tonbridge, Kent, TN12 6RR t: 01892 832406

e: lisa@adrianscripps.co.uk w: adrianscripps.co.uk

Agrial Fresh Produce Ltd

t/a Florette UK & Ireland

Julie Priestley

Florette House, Wood End Lane, Fradley, Lichfield, Staffordshire, WS13 8NF

t: 01543 250050 e: jupriestley@florette.com w: agrialfreshproduce.co.uk

AJ & RG Barber Limited

Beverley Chambers

Maryland Farm, Smiths Lane, Ditcheat, Shepton Mallet, Somerset, BA4 6PR t: 01749 860666

e: hr.payroll@barbers.co.uk w: barbers.co.uk

allianceHR Ltd

David Camp

Camberley House, 1 Portesbery Road, Camberley, Surrey, GU15 3SZ

t: 01276 919090

e: enquiries@alliancehr.co.uk w: alliancehr.co.uk

AM FRESH UK Ltd

Andrew West

Riley House, Unit 6 Forli Strada, Alwalton, Peterborough, Cambridgeshire, PE7 3HH

t: 01733 979700

e: andrew.west@amfresh.com w: amfresh.com

Amazon UK Services Ltd

Alex Green

1 Principal Place, Worship Street, London, Hackney, EC2A 2FA

t: 01623 446432

e: ggreenal@amazon.com w: amazon.com

APS Produce Ltd

Pippa Hoare

Unit 1, Chichester Food Park, Bognor Rd, Chichester, West Sussex, PO20 1NW t: 01243 819600

e: info@apsgroup.uk.com w: apsgroup.uk.com

Ardo UK Ltd

Elaine Vassiliou

Ashford Road, Charing, Ashford, Kent, TN27 0DF

t: 01233 714714

e: elaine.vassiliou@ardo.com w: ardo.comen

Producer/Supply Chain Associate Members

Associated Seafoods Ltd

Jarek Jablonski

5 - 13 Low Street, Buckie, Moray, AB56 1UX

t: 01542 831296

e: jarek.jablonski@associatedseafoods.com w: associatedseafoods.com

Avalon Growers Producer Organisation Ltd

Caroline Ashdown

BGA House, Nottingham Road, Louth, Lincolnshire, LN11 0WB

t: 01507 353793 / 07795 821098

e: caroline.ashdown@avalongrowers.co.uk w: avalongrowers.co.uk

Avara Foods Limited

Laura Green

1 Willow Road, Brackley, Northamptonshire, NN13 7EX

t: 01280 703641

e: info@avarafoods.co.uk

w: avarafoods.co.uk

Bakkavor Group Plc

Werner Bezuidenhout

Fitzroy Place, 5th Floor, 8 Mortimer Street, London, W1T 3JJ

t: 07793 267047

e: werner.bezuidenhout@bakkavor.com w: bakkavor.com

Banham Poultry (2018) Ltd

Barbara Findlay Station Road, Attleborough, Norfolk, NR17 2AT t: 01953 303100

e: hr@banhampoultry.co.uk w: banhampoultry.co.uk

Barfoots of Botley Ltd

Claire Booker

Sefter Farm, Pagham Road, Bognor Regis, West Sussex, PO21 3PX t: 01243 268811

e: hr@barfoots.co.uk w: barfoots.co.uk

Becketts Foods Ltd

Susan Griffiths

Moat House, Dutton Road, Coventry, West Midlands, CV2 2LE t: 02476 622777

e: susan.griffiths@beckettsfoods.co.uk w: beckettsfoods.co.uk

Bernard Matthews Derby Ltd

Veronica Walker

Princes Street, Normanton, Derby, Derbyshire, DE23 8NT t: 01332 277139 e: veronica.walker@bmderby.co.uk w: bernardmatthews.com

Bernard Matthews Foods (Sunderland) Ltd

Natalie Perkins

Leechmere East Industrial Estate, Toll Bar Road, Sunderland, Tyne and Wear, SR2 9TE t: 0191 521 3323

e: natalie.perkins@bmsunderland.co.uk w: linkedin.comcompany/bernard-matthewssunderland

Bernard Matthews Foods Ltd

Steve Maxwell

Sparrowhawk Road, Upper Holton, Halesworth, Suffolk, IP19 8NJ t: 01603 578516 e: steve.maxwell@bernardmatthews.com w: bernardmatthews.com

Berryworld Ltd

Emma Henry

Turnford Place, Great Cambridge Road, Broxbourne, Hertfordshire, EN10 6NH e: bwethical@berryworld.com w: berryworld.com

Branston Ltd

Amelia Cameron

Mere Road, Branston, Lincoln, Lincolnshire, LN4 1NJ t: 01522 794411 e: acameron@branston.co.uk w: branston.com

Producer/Supply Chain Associate Members

C & K Meats Ltd

Rebecca Bennett

Mid Suffolk Business Park, Potash Lane, Eye, Suffolk, IP23 7HE

t: 01379 872900

e: rebecca.bennett@ckmeats.co.uk w: ckmeats.co.uk

Clock House Farm Limited

Jane Peckham

Heath Road, Coxheath, Maidstone, Kent, ME17 4PB

t: 01622 743955

e: recruitment@clockhousefarm.co.uk w: clockhousefarm.co.uk

Compagnie Fruitiere UK Ltd

Jade Fotheringham

30 Tower View, Kings HIll, West Malling, Kent, ME19 4UY

t: 01322 293355

e: jfotheringham@cfuklimited.com w: cfuklimited.com

CP Foods UK Ltd

Human Resources

Fordham Rd, Newmarket, Suffolk, CB8 7NR

t: 01638 722888

e: help@cpfoods.co.uk w: westbridgefoods.com

Cranswick Plc

James Townsend

Crane Court, Hesslewood Country Office Park, Ferriby Road, Hessle, East Riding of Yorkshire, HU13 0PA

t: 01482 275000

e: james.townsend@cranswick.co.uk w: cranswick.plc.uk

Dairygold Food Ingredients (UK) Ltd

Renee Krijnen

Lancaster Fields, Crewe, Cheshire, CW1 6FU

t: 07764 899262

e: reneekrijnen@dairygold.co.uk w: dairygold.ie

Direct Table Foods Ltd

Tamar Butkhuzi

Saxham Business Park, Little Saxham, Bury St Edmunds, Suffolk, IP28 6RX t: 01284 747800

e: tamar.butkhuzi@directtable.co.uk w: directtable.co.uk

Drimbawn Mushrooms (UK) Ltd

Róisín McGlaughlin

Stock Lane, Langford, Somerset, BS40 5ES t: 003534 738219 e: roisin.mcglaughlin@monaghan.eu w: monaghan.eu

East Of Scotland Growers Ltd

Erin Cox

Prestonhall Industrial Estate, Cupar, Fife, KY15 4RD t: 01334 654047

e: technical@esgveg.co.uk w: eastofscotlandgrowers.co.uk

F W Mansfield & Son

Andra Moldovan

Nickle Farm, Ashford Road, Chartham, Canterbury, Kent, CT4 7PF t: 01227 731441

e: moldovana@mansfields.net w: mansfields.net

Farne Salmon & Trout Ltd

Kelli McGarty

Station Road, Duns, Berwickshire, TD11 3HS t: 07842 895053

e: kelli.mcgarty@labeyrie-fine-foods.com w: farnesalmon.com

Fenmarc Produce Ltd

Joanne Kupyn

178 Gosmoor Lane, Elm, Wisbech, Cambridgeshire, PE14 0EG t: 07870 542844

e: joanne.kupyn@fenmarc.co.uk w: fenmarc.com

Producer/Supply Chain Associate Members

FGA Farming Ltd

Chantelle Hamby

Norton Farm, Norton Lane, Norton, Sittingbourne, Kent, ME9 0EX

t: 01795 521989

e: charlie@fgaltd.co.uk w: fgafarming.co.uk

Flamingo Flowers UK Ltd

Natasha Cooper

Stonegate, Weston, Spalding, Lincolnshire, PE12 6HR t: 07825 879397

e: tasha.cooper@flamingo.net w: flamingo.net

Flavourfresh Salads Ltd

Malgorzata Kalitka

Aldergrove Nursery, Marsh Road, Banks, Southport, Lancashire, PR9 8DX t: 01704 215107

e: malgorzata.kalitka@flavourfresh.com w: flavourfresh.com

Forest Garden Ltd

Emma Roberts

Unit 288 Oak Drive, Hartlebury Trading Estate, Hartlebury, Kidderminster, Worcestershire, DY10 4JB t: 01299 252652

e: emma.roberts@forestgarden.co.uk w: forestgarden.co.uk

Freshpak Chilled Foods Ltd

Robert Crisp

1 Waterside Park, Valley Way, Barnsley, South Yorkshire, S73 0BB t: 01226 344850

e: robert.crisp@fresh-pak.co.uk w: fresh-pak.co.uk

Fyffes Group Ltd

Houndmills Road, Houndsmills Industrial Estate, Basingstoke, Hampshire, RG21 6XL t: 01256 383232 w: fyffes.com

Glinwell PLC

Matthew Simon

Smallford Nursery, Hatfield Road, St Albans, Hertfordshire, AL4 0HE e: matthew.simon@glinwellplc.com w: glinwellplc.com

Green Label Foods Ltd

t/a Gressingham Foods

Jacqueline Holden

Carlton Lodge, Hinderclay Road, Redgrave, Diss, Norfolk, IP22 1SA t: 01473 734259

e: jacqui.holden@gressinghamfoods.co.uk w: gressinghamduck.co.uk

Greencore Foods Ltd

Karen Rugg

Retford Road, Manton Wood Enterprise Park, Worksop, Nottinghamshire, S80 2RS t: 01757 607383

e: karen.rugg@greencore.com w: greencore.com

Greenvale Ltd

Michelle Walker

Floods Ferry Road, Doddington, March, Cambridgeshire, PE15 0UW t: 01354 672000 e: michelle.walker@greenvale.co.uk w: greenvale.co.uk

Griffin and Brand (European) Ltd

Jeremy Barnes & Michelle Jackson

Trophy House, Leacon Road, Ashford, Kent, TN23 4TU t: 01233 645941

e: jbarnes@griffin-brand.co.uk mJackson@griffin-brand.co.uk w: griffin-brand.co.uk

GXO Logistics UK Ltd

Jackson Ford

Lancaster House, Nunns Mill Road, Northampton, Northamptonshire, NN1 5GE t: 01604 737100

e: jackson.ford@gxo.com w: gxo.com

Producer/Supply Chain Associate Members

Hain Daniels Group

Alda Ellison

Templar House, 4225 Park Approach, Thorpe Park, Leeds, West Yorkshire, LS15 8GB t: 0113 248 0770

e: alda.ellison@haindaniels.com w: haindaniels.com

Hall Hunter Partnership (Farming)

Viliana Ignateva

Heathlands Farm, Honey Hill, Wokingham, Berkshire, RG40 3BG t: 0118 912 3110 e: viliana.ignateva@hallhunter.co.uk w: hallhunter.com

Hammond Produce Ltd

Sally Hammond

New Farm, Mansfield Rd, Redhill, Nottingham, Nottinghamshire, NG5 8PB t: 0115 966 0800

e: info@hammondproduce.co.uk

Hilton Foods

Julia Black

The Interchange, 2-8 Latham Road, Huntingdon, Cambridgeshire, PE29 6YE t: 01480 383333 e: julia.black@hfgplc.com w: hiltonfoods.com

Integrated Service Solutions Ltd

Martin Brimicombe

14th Floor 33 Cavendish Square, London, Greater London, W1G 0PW t: 01795 899123 e: martin.brimicombe@dpsltd.com w: issproduce.co.uk

J O Sims Ltd

Richard Cundall

Pudding Lane, Pinchbeck, Spalding, Lincolnshire, PE11 3TJ t: 01775 842100

e: richard.cundall@josims.com w: josims.com

JDM Food Group Ltd

Michael Smith

Monument Road, Bicker, Boston, Lincolnshire, PE20 3DJ t: 01775 822389 e: michael.smith@jdmfoodgroup.co.uk w: jdmfoodgroup.co.uk

Keelings International Ltd

Lydia Tunnard

Finedon Road, Wellingborough, Northamptonshire, NN9 5NQ t: 01536 726663 e: lydia_tunnard@keelings.com w: keelings.com

Lamb-Weston/Meijer UK Limited

Rebecca Stalker

Weasenham Lane, Wisbech, Cambridgeshire, PE13 2RN t: 01945 468825

e: rebeccastalker@lambweston.eu w: lambweston.eu

Langmead Herbs

Barrie Hardman

Ham Farm, Main Road, Bosham, Chichester, West Sussex, PO18 8EH t: 01243 576333

e: barriehardman@langmeadgroup.co.uk w: langmeadfarms.co.uk

Lincolnshire Field Products Ltd

Wendy Woolf

Wool Hall Farm, Wykeham, Spalding, Lincolnshire, PE12 6HW t: 01775 725041

e: wendy.woolf@lincsfp.com w: lincsfp.com

Minor, Weir & Willis Ltd

Leighton Hughes

Altitude, 206 Deykin Avenue, Witton, Birmingham, West Midlands, B6 7BH

t: 0121 289 4000

e: leighton.hughes@mww.co.uk w: mww.co.uk

Producer/Supply Chain Associate Members

MM Flowers Limited

Liz Michie

Pierson Road, Enterprise Campus, Alconbury Weald, Huntingdon, Cambridgeshire, PE28 4YA

t: 01480 297500

e: liz.michie@mm-flowers.com

w: mm-flowers.com

Moulton Bulb Company Ltd

Lucy Oldershaw

Long Lane, Moulton, Spalding, Lincolnshire, PE12 6PP

t: 01406 370380

e: hr@oldershawgroup.co.uk

w: oldershawgroup.co.uk

Natures Way Foods Ltd

Jurgita Balkiene

Drayton Manufacturing Unit, Chichester Food Park, Chichester, West Sussex, PO20 1NW

t: 01243 603111

e: jurgitabalkiene@nwfltd.co.uk

w: natureswayfoods.com

Naylor Produce Ltd

Karen Barrs

1-4 London Road, Spalding, Lincolnshire, PE11 2TA

t: 01406 370439

e: info@naylorproduce.co.uk

New England Seafood International Ltd

Ginette Ferri

48 Cox Lane, Chessington, Surrey, KT9 1TW t: 0208 391 9760 e: hr@neseafood.com w: neseafood.com

Noble Foods Ltd

Kirsty Black

Corringham Road, Gainsborough, Lincolnshire, DN21 1QH t: 01427 616667

e: kirsty.black@noblefoods.co.uk w: noblefoods.co.uk

Norseland Limited

Clive Richer

Somerton Road, Ilchester, Yeovil, Somerset, BA22 8JL t: 01935 842814

e: cricher@norseland.co.uk w: norseland.co.uk

PDM Produce (UK) Ltd

Jo Speed

Chadwell Park Farm, Great Chatwell, Newport, Shropshire, TF10 9BN t: 01952 691617

e: jo.speed@pdmgroup.co.uk w: pdmproduce.co.uk

Peter J Stirling Ltd

t/a Seahills Farm & Packhouse

Donna Bates

Seahills Farm Office, Seahills, Auchmithie, Arbroath, Angus, DD11 5SF t: 07764 240356

e: donna@pjstirling.com w: pjstirling.com

Pilgrim's Europe

Andy York

Seton House, Warwick Technology Park, Gallows Hill, Warwick, Warwickshire, CV34 6DA t: 07585 995552

e: andy.york@pilgrimsuk.com - andy.york@ pilgrimseurope.com w: pilgrimsuk.com - pilgrimseurope.com

Pladis UK&I Ltd

Craig Jones

Building 3, Chiswick Park, 566 Chiswick High Rd, Chiswick, W4 5YA t: 07542 864924

e: craig.jones5@pladisglobal.com w: pladisglobal.com

Prime Produce Ltd

Sean Tennant

Great Cheveney Farm, Goudhurst Road, Marden, Kent, TN12 9LX t: 01622 833110

Producer/Supply Chain Associate Members

Pro-Pak Foods Ltd

Laura Pickering

Seven Street, York Road Industrial Park, Malton, North Yorkshire, YO17 6YA t: 01653 600170

e: lpickering@pro-pakfoods.co.uk w: pro-pakfoods.co.uk

Richard Hochfeld Ltd

Theresa Edward

Orchard Place, Comp Road, Borough Green, Kent, TN15 8LW t: 01732 880709

e: enquiries@richardhochfeld.co.uk w: richardhochfeld.co.uk

Riverway Foods Ltd

Jacqui Furlong

Crown House, Riverway, Harlow, Essex, CM20 2DL t: 01279 450999

e: jacqueline.furlong@riverwayfoods.co.uk w: riverwayfoods.co.uk

Rumwood Green Farm Ltd

Nicola Saker

Sutton Road, Langley, Maidstone, Kent, ME17 3ND t: 01622 861300 01622 861300 e: niki@rumwoodgreenfarm.co.uk w: charltonsfarms.co.uk

SG Salads Ltd

Mark Wintie

Sedge Green, Roydon, Harlow, Essex, CM19 5JS t: 01992 468905 e: mark@sgsalads.co.uk w: iberveg.com

SH Pratt Bananas

Leigh Spanner

La Porte Way, Luton, B edfordshire, LU4 8EN t: 01582 436528

e: leighspanner@shprattgroup.com w: shprattgroup.com

Shazan Foods Limited

Glen Steggall

Magdalen St, Eye, Suffolk, IP23 7AJ t: 01379 872010 e: info@shazans.com w: shazans.com

Sofina Foods Limited

Sarah Lloyd

Hugden Way, Norton Grove Ind Estate, Norton, Malton, North Yorkshire, YO17 9HG t: 01653 602391

e: sarah.lloyd@sofinafoods.co.uk w: sofinafoods.comeurope

Southern England Farms Ltd

Jane Richards

Lambo, Fraddam Road, Leedstown, Hayle, Cornwall, TR27 5PF t: 01736 851991

e: jane@sefltd.com w: sefltd.com

Stonegate Farmers Ltd

Kelli Payne

Lacock Green Corsham Road, Lacock, Chippenham, Wiltshire, SN15 2LZ t: 01249 730700

e: kelli.payne@stonegate.co.uk w: stonegate.co.uk

Sunmagic Juices Ltd

Mandy Nichols

The Old Dairy, Bibbenden Road, Headcorn, Ashford, Kent, TN27 9LW t: 07904 094718

e: mandy.nichols@sunmagicjuices.co.uk w: sunmagic.co.uk

Thanet Earth Ltd

Emma Bullock

8 Barrow Man Road, Birchington, Kent, CT7 0AX

t: 07553 372437

e: emma.bullock@thanetearth.com w: thanetearth.com

Producer/Supply Chain Associate Members

The Compleat Food Group Limited

Beth Eley

Dunsil Drive, Queens Drive Industrial Estate, Nottingham, Nottinghamshire, NG2 1LU

t: 0115 986 6541

e: beth.eley@compleatfood.com w: compleatfood.com

The Fresca Group

Joe Maddy

The Fresh Produce Centre, Transfesa Road, Paddock Wood, Tonbridge, Kent, TN12 6UT

t: 01892 835577

e: joe.maddy@frescagroup.co.uk w: frescagroup.co.uk

The New Forest Fruit Co Ltd

Jacqueline Barr

New House Farm, Church Lane, East Boldre, Brockenhurst, Hampshire, SO42 7WS

t: 01590 612297

e: jackie@newforestfruit.com w: newforestfruit.com

The Summer Berry Company UK Ltd

Agata Szewczyk

Groves Road, Colworth, Chichester, West Sussex, PO20 2DX

t: 07733 306699

e: agata.szewczyk@summerberry.co.uk w: summerberry.co.uk

Thistle Seafoods Ltd

Pamela Macdougall

The Harbour, Boddam, Peterhead, Aberdeenshire, AB42 3AU

t: 01779 478991

e: Pamela.Macdougall@thistleseafoods.com w: thistleseafoods.com

W B Chambers Farms Limited

Silviya Vancheva

Oakdene Farm, Leeds Road, Langley, Maidstone, Kent, ME17 3LT

t: 01622 391651

e: hr@wbchambers.co.uk w: wbchambers.co.uk

W.D. Irwin & Sons Ltd

Sheree Totton

The Food Park, Carne, Portadown, County Armagh, BT63 5WE t: 02838 390807 e: stotton@irwinsbakery.com w: irwinsbakery.com

Wealmoor Ltd

Leena Malde

Jetha House, Unit 5, Auriol Drive, Greenford Park, Greenford, Middlesex, UB6 0TP

t: 0208 867 3700

e: leena.malde@wealmoor.co.uk w: wealmoor.co.uk

Westfalia Fruit UK

Jurita Juskauskiene

Hollylodge Facilities, West Marsh Road, Pinchbeck, Spalding, Lincolnshire, PE11 3UG t: 01775 717395

e: jurita.juskauskiene@westfaliafruit.com w: westfaliafruit.com

Wests Farm Produce Ltd

Molly Alexander

The Yard, Place Farm, Old Bury Road, Stuston, Norfolk, IP21 4AD t: 07528 116733

e: wfp@uppervauncesfarm.co.uk w: westsfarmproduce.com

Whitworths Ltd

Helen Sljapic

Orchard House, Wellingborough Road, Irthlingborough, Wellingborough, Northamptonshire, NN9 5D t: 01933 654301 01933 653000

e: sljaph@whitworths.co.uk w: whitworths.co.uk

Wm Morrison Supermarkets PLC

Hilmore House, 71 Gain Lane, Bradford, West Yorkshire, BD3 7DL w: groceries.morrisons.com

Producer/Supply Chain Associate Members

Worldwide Fruit Ltd

Compliance Team

Apple Way, Wardentree Lane, Pinchbeck, Spalding, Lincolnshire, PE11 3BB

t: 01775 717000

e: complianceteam@worldwidefruit.co.uk

w: worldwidefruit.co.uk

Wright Farm Produce Ltd

Kathryn Wright

Rutland, Taylors Meanygate, Tarleton, Preston, Lancashire, PR4 6XB

t: 01772 812704

e: kathryn@wrightfarmproduce.co.uk

w: wrightfarmproduce.co.uk

BIG ON DESIGN.

andy@jackdawcreative.co.uk www.jackdawcreative.co.uk

Do you use agency workers in your supply chain?

As a leader in your industry, you set the standards that guide the entire supply chain. ALP membership equips you with the tools and support needed to uphold these standards, especially in managing temporary workers—a key risk for labour exploitation.

Join ALP for:

Regulatory Guidance: Unlimited briefs, guidance, and online tools to understand leading practice in labour provision.

Due Diligence Support: Free and discounted resources to maintain leading standards. Our ALP Good Practice Principles and free consultancy services help labour providers meet these standards.

Procurement Tools: Ensure sustainable agency labour procurement and avoid poor purchasing practices with our Fair’s Fair program and CIPS collaboration.

Unlimited Training: Benefit from our growing free eLearning library and discounted face-to-face training for all your staff.

Ready-Made Templates: Adapt and use ALP’s regularly updated contracts, policies, procedures, and recruitment documents.

Timely Updates: Receive monthly newsletters, join member forums, and follow ALP on LinkedIn for the latest news.

Expert Advice: Get unlimited access to our advice line for all labour supply questions. If we don’t know the answer, we will find out!

Industry Networking: Connect with peers and industry experts through forums, round tables, and roadshows.

Industry Voice: Influence relevant policies by contributing to consultations and meetings with government officials.

Brand Enhancement: Enhance your brand reputation by associating with a body committed to ethical labour practices.

For more information, visit labourproviders.org.uk or contact us at info@labourproviders.org.uk

Service Partners

Access Group

Oliver Chesterton

The Armstrong Building, 10 Oakwood Drive, Loughborough Science & Enterprise Park, Loughborough, LE11 3QF

t: 07822 027613

e: oliver.chesterton@theaccessgroup.com w: www.theaccessgroup.com

Albion Legal Services Ltd

Daniel Black

t: 0113 2471 717

e: daniel.black@albionlegal.co.uk w: www.albionlegal.co.uk

Clear Voice (Interpreting, translation and accessibility services)

Peter Lakesmith

128 City Road, London, EC1V 2NX

t: 0800 520 0380

e: sales@clearvoice.org.uk

w: clearvoice.org.uk

Creative Colony Limited

Matthew Joblin

95 Southwark Street, London, SE1 0HX

t: 07843 594095

e: matt@creativecolony.co.uk w: www.creativecolony.org

Dell Technologies

Discounts and other benefits for ALP Members. See www.labourproviders.org.uk/services/ for details.

JMW Solicitors LLP

Paul Chamberlain

1 Byrom Place, Spinningfields, Manchester, M3 3HG

t: 0161 838 2762

e: paul.chamberlain@jmw.co.uk w: www.jmw.co.uk

Just Good Work

Quintin Lake

1 Clock Tower Park Offices, New Hall, Liverpool, Merseyside, L10 1LD t: 0303 666 5459

e: quintinlake@fiftyeight.io w: www.justgood.work

Mobilityways.com

Mark Hand

10-12 St Andrews Street, Norwich, Norfolk, NR2 4AF t: 01603 389321

e: mark@mobilityways.com w: www.mobilityways.com

OnePay

Laura Stevens

Mayfield House, Lower Railway Road, Ilkley, West Yorkshire, LS29 8FL t: 0113 320 2900

e: laura.stevens@onepay.co.uk w: www.onepay.co.uk

RideTandem

Oliver Pilsbury-Gaunt

International House, The McLaren Building, 46 The Priory Queensway, Birmingham, B4 7LR t: 0330 828 1871

e: oliver@ridetandem.co.uk w: www.ridetandem.co.uk

Suits Me Ltd

Joe Tully

The Old Shippon, Moseley Hall Farm, Chelford Road, Knutsford, Cheshire, WA16 8RB

e: jtully@suitsmecard.com w: suitsmecard.com

TTC Commercial Services

(part of TTC Group)

Hadley Park East, Telford, Shropshire, TF1 6QJ t: 03330 113 113

e: SalesTeam@ttc-uk.com w: www.thettcgroup.com

Zeelo

Ben Bhattal

t: 0330 808 3306

e: ben.bhattal@zeelo.co w: zeelo.co/business

And Finally

ALP mission is for UK labour provision to be seen as a model of global good practice.

ALP supports labour providers to provide a compliant, sustainable service to employers and helps labour users to understand what good looks like in labour provision.

We’d love to stay connected with all recipients of this handbook.

Here’s 3 ways that will help.

Follow us on LinkedIn click visit www.linkedin. com/company/association-of-labour-providers/

Visit our website and check out what the ALP can offer you from training to finding a labour provider in your area – there are many resources publicly available for download.

Join the growing number of professional labour providers that want to belong to a trade association who has the interests of it’s members plus those who work for them at its core. Join us today at https://www.labourproviders.org.uk/membershipaccount/membership-levels/