Voluntary Modern Slavery and Human Trafficking Statement
Labour providers sit at a point in the economy where exploitation is a recognised risk. Ready Staff treats identifying and preventing that exploitation as part of running a responsible staffing business — not as an annual document.
Status of this statement
This is a voluntary Modern Slavery and Human Trafficking Statement published by AI BIZ TECH LTD through its staffing division, Ready Staff. It demonstrates our commitment to preventing forced labour, human trafficking and worker exploitation in our business and labour supply chain. It is not presented as a statutory statement under section 54 of the Modern Slavery Act 2015.
Our position
Modern slavery and human trafficking are crimes and serious abuses of human rights. Ready Staff does not tolerate them in any part of our business or our labour supply chain.
We recognise that recruitment and labour supply carry a higher inherent risk than many sectors, particularly where work is temporary, low-paid, physically demanding, arranged at short notice, or where workers may be unfamiliar with their rights in the UK. Several of the sectors we supply — warehousing, logistics, cleaning, hospitality, agriculture-adjacent industrial work — appear repeatedly in UK exploitation reporting.
We treat that as a reason for stronger controls rather than a reason for caution in our language.
Our commitment. Ready Staff never charges a work-seeker a fee for finding or seeking to find them work. If anyone asks you to pay for work with Ready Staff, they are not acting for us — please report it immediately.
What we prohibit
The following are prohibited absolutely within our business, and we will not knowingly work with any employer, intermediary, subcontractor or labour supplier involved in them:
- Forced or compulsory labour of any kind
- Human trafficking, including for labour exploitation
- Servitude and debt bondage, including debt used to control a worker
- Charging work-seekers a fee for finding or seeking to find them work
- Retention of a worker's passport or identity documents by any party
- Threats, coercion, intimidation or retaliation against workers
- Unlawful deductions from pay, or deductions that reduce pay below the applicable minimum
- Withholding wages to prevent a worker leaving an assignment or an employer
- Requiring workers to accept accommodation or transport as a condition of work at exploitative rates
- Restricting a worker's freedom of movement, communication or association
- Any mistreatment of workers within our own operations or those of our clients and suppliers
Our business and supply chains
Ready Staff supplies temporary, contract and permanent workers to employers across warehousing, logistics, airport and aviation support, hospitality, catering, hotels, retail, manufacturing, cleaning, facilities management, office administration, SIA-licensed security, events, industrial work, construction support, education support, driving and general labour.
Our supply chain has two distinct parts. The first is the workers we engage directly and place with clients — this is where our controls have the most direct effect. The second is our own suppliers of goods and services, which carries a lower but non-zero risk.
We do not currently make routine use of downstream labour subcontractors. Where that changes, the due diligence described below applies to the subcontractor before any worker is supplied through them.
Controls in candidate recruitment and onboarding
Most exploitation indicators surface during registration, if anyone is looking for them. Our onboarding is designed so that they do.
- Right to Work verification is completed before an assignment is offered, using original documents or a permitted online check, with the checker and date recorded
- Photographic identity is verified against the person, not against an image sent by message
- Candidates are asked to confirm that they are applying voluntarily, that no fee has been demanded of them, and that they retain possession and control of their own identity documents
- Workers are paid into an account in their own name; requests to redirect pay, or repeated use of one account across multiple workers, are treated as an escalation trigger rather than an administrative matter
- Pay, assignment terms and working conditions are explained before a worker agrees to them, through a Key Information Document
- Workers are told how to raise a concern, and that they may do so without penalty
- Where reasonably available, we will support workers who need assistance understanding the process, including accessible guidance
Note. Candidate declarations are recorded with a timestamp, the policy version in force, and the source of the declaration — so that what a worker was told, and when, can be evidenced later.
Exploitation indicators our staff are asked to notice
The following are not proof of exploitation, and none of them should lead to a worker being refused work. They are prompts to ask further questions and, where appropriate, to escalate.
- Several workers sharing one bank account, address, telephone number or email address
- A third party speaking for a worker, controlling their documents, or attending on their behalf
- A worker who appears unaware of their pay rate, their employer, or where they are working
- Reluctance or inability to discuss living arrangements, transport or how work was arranged
- Signs that a worker is not free to leave an assignment, an address or a vehicle
- Accommodation or transport arranged by a third party and deducted from pay
- A worker who mentions a debt owed to whoever arranged their work
- Requests to pay wages to someone other than the worker
- Unexplained fear, anxiety or deference in the presence of a particular person
- Signs of physical neglect, untreated injury or inadequate clothing for the work
Important. An indicator is a reason to look more closely, never a reason to withdraw work from someone. Withdrawing work can leave an exploited person more dependent on the person exploiting them.
Employer and client expectations
Employers who engage workers through Ready Staff are expected to confirm and maintain the following. We may decline or suspend supply where these expectations are not met.
- Workers will not be subjected to forced or compulsory labour, coercion or intimidation
- Worker identity documents will not be retained by the client or anyone at the site
- Working conditions, hours and pay arrangements will be communicated clearly and honoured
- Unlawful deductions will not be made from workers' pay
- Workers will be able to raise concerns without retaliation
- The client will cooperate with any compliance investigation Ready Staff needs to carry out
- Any use of subcontractors, accommodation providers or transport providers connected to the assignment will be disclosed
Employer and supplier due diligence
Before supplying workers, and periodically thereafter, we assess the employer and the assignment. Higher-risk arrangements receive enhanced review and are not approved automatically.
- Company identity, registration and trading address verified
- Contact verified independently of the details supplied in the enquiry
- Nature of the work, place of work and supervision arrangements understood
- Shift arrangements, working hours and rest breaks reviewed
- Pay arrangements and any proposed deductions reviewed
- Accommodation arrangements reviewed, where any are connected to the work
- Transport arrangements reviewed, where any are connected to the work
- Use of subcontractors or intermediaries disclosed and assessed
- Health and safety arrangements confirmed
- Any previous compliance concerns considered
- Modern slavery risk indicators assessed and a risk rating recorded
Note. High-risk arrangements require human review and explicit approval. No automated process approves a high-risk employer.
Reporting a concern
Anyone — a worker, a member of staff, a client, a member of the public — can raise a concern about exploitation connected to our business. You do not need proof, and you do not need to be certain. Raising a concern that turns out to be unfounded will never be held against you.
You can report a concern confidentially using our online reporting form, by email to compliance@readystaff.co.uk, or by telephone on 07774 002324.
You may also contact the Modern Slavery and Exploitation Helpline on 08000 121 700, which operates independently of Ready Staff, or the Gangmasters and Labour Abuse Authority.
Important. If someone is in immediate danger, call 999. Do not wait for a response from us, and do not attempt to intervene directly.
How we handle concerns
We will not promise absolute confidentiality, because that is a promise no organisation can honestly keep. There are circumstances in which we may need to share information to protect someone from harm or to comply with the law.
What we will do is tell you what we intend to share, and with whom, wherever it is safe and practicable to do so.
- Concerns are acknowledged and assigned an owner and a reference
- Immediate risk to a person takes priority over any other consideration, including commercial relationships
- Where a worker may be at risk, welfare contact and support are arranged before any investigation of the employer
- Supply to the employer or site concerned may be suspended while a concern is investigated
- Investigation findings, decisions and corrective actions are recorded
- Referrals are made to the relevant authorities where appropriate
- The person who raised the concern is told the outcome, so far as it is appropriate to do so
Training and awareness
Staff involved in registration, placement and account management receive training covering modern slavery awareness, exploitation indicators, ethical recruitment and the escalation route. Training is refreshed periodically and completion is recorded.
Training records are held in our internal systems and are not published on this website.
Record keeping and evidence
A commitment that cannot be evidenced is not a control. We maintain records that allow us to demonstrate the above is actually happening, including candidate declarations, verification evidence, employer due-diligence outcomes, risk ratings, concern reports, investigation records and corrective actions.
Records are retained in line with our Data Retention Statement and are available to Ready Staff management and, where appropriate, to auditors and authorities.
Governance and review
Responsibility for this statement sits with Ready Staff senior management. It is reviewed at least annually, and sooner where our activities, sectors, supply chain or the applicable law change materially.
Review considers the concerns raised during the period, the outcomes of employer and supplier due diligence, training completion, and any corrective actions arising.
Document control and approval
- Document title
- Voluntary Modern Slavery and Human Trafficking Statement.
- Reporting period
- 1 August 2025 to 31 July 2026.
- Approved by
- Director, AI BIZ TECH LTD.
- Approval date
- 1 August 2026.
- Version
- 1.0.
- Next review date
- 1 August 2027.
- Approval method
- Electronically approved by the Director.
- Contact
- compliance@readystaff.co.uk.
Last updated .
Related documents
- Health and Safety PolicyHow responsibility for health, safety and welfare is shared between Ready Staff, our clients and the workers we supply — and what each party must do before a worker starts.
- Equality, Diversity and Inclusion PolicyOur commitment to fair, merit-based treatment of work-seekers, workers and clients — including how we handle discriminatory client requests and requests for reasonable adjustments.
- Complaints and Concerns PolicyHow to raise a complaint or concern with Ready Staff, how it is handled, and where to escalate if you remain dissatisfied.