Compliance
Compliance is completed at registration, not at the point of booking. That is what lets us cover a shift tomorrow while still having the documentation, the evidence and the audit trail already in place.
Our processes are designed to support responsible, documented and compliance-conscious workforce supply. We describe what we check and what we record, and we can evidence it on request.
What we check
Every worker's right to work in the UK is verified before an assignment is offered, using original documents or a permitted online check. The check, the checker and the date are recorded, and a dated copy is retained securely.
Photographic identity is verified against the person, not against a photograph sent by message. Identity evidence is retained with the worker record so the person on site is the person we checked.
Where permission to work is time-limited or carries restrictions — a cap on weekly hours, for example — the restriction and the expiry date are recorded and monitored, with alerts raised before expiry.
References are obtained to a depth appropriate to the role. Guest-facing, cash-handling, lone-working and airside roles attract more thorough referencing than general warehouse work, and we say what we have obtained.
Where a role is eligible and the client requires it, we arrange criminal record checks at the correct level. Eligibility is determined by the nature of the role, not by preference, and we confirm the requirement before sourcing.
SIA licences are checked against the public register. Forklift, CSCS, food hygiene and driving entitlements are verified with categories and expiry dates recorded, and a lapsed document blocks deployment on roles that need it.
Workers engaged directly by Ready Staff are paid through PAYE where applicable, with income tax and National Insurance deducted at source. We do not operate arrangements designed to sidestep employment obligations.
Assignment details, Key Information Documents, timesheets and hours are recorded, so what was agreed, what was worked and what was paid can all be evidenced.
Personal information is collected for defined purposes, access is restricted to staff who need it, and retention periods are applied by record type rather than keeping everything indefinitely.
Workers are briefed on site hazards, control measures and PPE requirements before attending, with acknowledgement recorded. Incidents and near misses are followed up with both the worker and the client.
Key Information Documents, working time arrangements, holiday accrual and pension auto-enrolment are administered as part of engaging a worker rather than treated as optional extras.
The evidence behind each check is retained so it can be produced on request — which matters most for clients who are themselves audited by their own customers.
The journey
Identity and Right to Work documents are examined and recorded. Nothing proceeds until this stage is complete — this is where the time is spent so that later stages can be fast.
Certificates, licences and cards relevant to the worker's sectors are verified at source where a register exists, with categories and expiry dates recorded.
References are obtained to the depth the role requires. Where a role needs an extended, continuous history — airside work, for example — we start this early because it is the longest step.
DBS checks where the role is eligible, driving entitlement checks for drivers, food hygiene for kitchens, SIA register checks for security roles.
The worker receives a Key Information Document and assignment details before agreeing terms, so pay, holiday and deductions are understood before the first shift rather than discovered on the first payslip.
Site hazards, PPE, access arrangements and shift details are briefed and acknowledged before attendance.
Expiry dates are tracked throughout the working relationship. This is where most compliance failures in the industry actually occur — not at the first check, but at the one nobody scheduled.
Where compliance actually fails
Most compliance failures described in this industry are not failures to check. They are failures to re-check. A worker with time-limited permission is verified correctly on day one, works for eighteen months, and nobody notices the permission lapsed in month nine.
The same pattern applies to SIA licences, forklift certificates, DBS certificates and driving entitlements. It is a systems problem rather than a diligence problem — which means it needs a system, not more care.
Ours records the expiry date at the point of verification, raises alerts in advance, and blocks deployment on roles requiring a document that has lapsed. Regardless of how urgent the requirement is.
This matters most for clients who are themselves audited by their own customers — facilities providers, logistics operators and anyone supplying into a regulated environment.
We describe processes designed to support responsible, documented and compliance-conscious workforce supply. We do not guarantee a compliance outcome, because no staffing provider honestly can — and any provider telling you otherwise is describing a marketing position rather than an operational one.
Some requirements are also outside our control. Airport pass applications are issued by the airport and the sponsoring employer. DBS eligibility is determined by the nature of the role, not by preference. Where a requirement cannot be met in the timescale you need, we will tell you that rather than take the booking and hope.
Nothing on this page is legal advice. Employers should refer to current Home Office, SIA and sector guidance and take their own advice on their specific obligations.
Policies in practice
We never charge work-seekers a fee. Right to Work and identity are verified before assignment, workers are paid into their own accounts, and exploitation indicators are escalated rather than filed.
Read the full policySafety information is obtained from the client before workers are confirmed, PPE responsibility is agreed in advance, and no worker is asked to do a task they have not been trained or authorised for.
Read the full policyCandidates are assessed against the role and nothing else. Discriminatory client requests are declined and referred for review, and reasonable adjustments can be requested at any stage.
Read the full policyExploitation, unsafe work, discrimination, or anyone asking a worker to pay a fee. Report it confidentially — anonymously if you prefer. Nobody who raises a concern in good faith is treated unfavourably for it.
Compliance questions
As a minimum: Right to Work verification, photographic identity verification and references appropriate to the role. Depending on the role we also verify licences and certificates, arrange DBS checks where the role is eligible, and check driving entitlements. Checks are completed before a worker is put forward, not afterwards.
Ask us. Being able to answer that question quickly is most of the reason clients move their supply to us.
Or call us directly on 07774 002324
