Business Name: Pro-Force Limited

Business Type: Labour Provider

Industry Type: Food

Country: United Kingdom

Business Partner Year: 2024

Date of last submission: 19/03/2024

Business Partner Commitments
Evidence of Implementation
1. A senior manager has completed the following Responsible Recruitment Toolkit training in the last three years:
  • Introduction to Responsible Recruitment

Training name: Introduction to Responsible Recruitment

Sam Zubaidi
Compliance Manager
2. The business has developed, implemented, and annually reviews a policy on:
  • Responsible Recruitment

The title of this policy may differ per business, e.g. for technical, contextual or legislative reasons.

Upload your policy.
3. A senior manager has been appointed with overall responsibility for implementing the business Responsible Recruitment Policy in our operations and supply chain.
James Mallick
Compliance Director
4. The business has implemented at least 40% of the Responsible Recruitment Toolkit online tool steps
Upload PDF copy of the recently completed Summary Report, available to download at the bottom of the 'Dashboard' page showing 'progress tracking and reporting'.
5. An established ongoing management system and training programme is in place to ensure key staff are aware of their responsibilities to address recruitment risks, including ensuring no recruitment fees are charged to workers, no child labour, transparent recruitment, opportunity and treatment are fair, equal and dignified, and effective labour supply chain due diligence, and how to provide effective remedy for any issues identified. Key staff can include:
  • Members of the senior management team
  • Supervisors and team managers
  • HR, Payroll and staff involved in direct recruitment
  • Worker and Trade Union representatives
  • Recruitment intermediaries
  • Sub-contracted Labour Providers

* Internal training modules (delivered via our learner management system (LMS)) include ensuring no recruitment fees are charged to workers, no child labour, transparent recruitment, opportunity and treatment are fair, equal and dignified, effective labour supply due diligence and how to provide effective remedy for any issues identified. *Assessment included with the training, and a certificate is generated and sent when completed. * All staff which engage with workers complete this training. * Quarterly compliance updates are delivered to key staff through LMS. * Matters escalated to line managers and Compliance as per guidance in said training.
6. You implement ongoing awareness raising and engagement activities with workers. This can include:
  • Transparent recruitment
  • Offer letters/contracts contain information on no charging of recruitment fees
  • Displaying the Stronger Together workplace posters
  • Issuing Stronger Together worker leaflets to all workers (including any temporary, seasonal and contractor workers via the labour provider/recruitment intermediary/service provider)
  • Delivering training sessions
  • Promoting grievance and whistleblowing channels that are available to report concerns throughout recruitment and employment
  • Conducting team briefings
  • Conducting worker welfare interviews and including questions relating to key recruitment risks including recruitment fees, misinformation during recruitment, discrimination and harassment and whether any hidden brokers have been involved in recruitment
  • Collaborating with Trade Union representatives to engage workers
  • Inviting local support services/charities to speak to workers
Upload photo evidence

* Made clear to workers, through various means (including initial recruitment presentation, induction, interview) that no recruitment fees should be paid.. * Worker handbook outlines grievance and whistleblowing channels. * Stronger Together posters present on noticeboards at all sites. See photo attached. * Just Good Work app promoted via worker handbook, including QR code for quick download. * Worker welfare interviews conducted regularly, as are surveys - results of which are summarised and reported via website:
7. A session on Responsible Recruitment is incorporated into inductions for new workers, including any temporary, seasonal and contractor workers. Induction content may include one of the following:
Upload evidence of induction content.

Just Good Work app is advertised to all workers via the worker handbook.
8. You have mapped your labour supply chain: labour providers, recruitment intermediaries and subcontractors.
9. You regularly conduct pro-active checks for indicators of exploitation. These checks could include any of the following:

- Interviewing workers to identify:

  • The ways that they find out about jobs and whether there is any evidence of hidden or unauthorized individuals/businesses involved in the recruitment processare recruited
  • Where workers come from and how they travel?
  • Whether any intermediaries/third-party brokers/individuals/recruiters or other third-parties such as insurance or translation agencies are used
  • Whether other workers introduce job applicants
  • How workers are transported and by whom
  • How and where workers are housed and by whom

- Using and maintaining a Grievance Mechanism to pick up on worker issues

* Regular (weekly) reports are created by Pro-Force's payroll department, and sent to Compliance for monitoring. * Reports include: duplicate bank accounts, duplicate addresses , duplicate mobile phone numbers. Where any suspicious activity is suspected, Compliance liaise with regional managers to remediate. *Prior to this, recruitment staff follow internal training which highlights signs of exploitation, to reject applicants which demonstrate suspicious behaviour and escalate to Compliance. *Registration process outlines conditions of employment prior to work commencing. * Worker interview includes questions related to how they found out about the job and whether there is evidence of unauthorised operators in the process, where they came from and how they travelled, whether any intermediaries are used, whether the job was recommended to them by another worker, how and where they are housed and by whom. * Grievance mechanisms are outlined in the worker handbook.
10. The business has established how it will respond where a potential case of exploitation is identified, whether with directly employed staff, agency workers or on-site contractors. Any such reports are acted on appropriately.
* Internal training explains how staff should escalate matters should they suspect labour exploitation. * Remediation policy outlines how the business will respond (based on Stronger Together template).
11. The business is committed to share reports detailing the actions taken to implement responsible recruitment risks, reporting on the self-assessed progress with clients when requested, i.e. either as PDF reports or through the ‘Supply Chain’ level subscription functionality.
12. The business receives updates on issues and developments with regards to implementing responsible recruitment. Examples include:
* Business receives Responsible Recruitment newsletter * Active member of GLAA LP/LU group * Receives GLAA newsletters and updates * Active member of SWS roundtable groups and governance committee * Follow GLAA on LinkedIn