Category: Career Guidance

Career Guidance, Homecare/Healthcare, News

Guidance And Support For Prospective Overseas Candidates

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Guidance And Support For Prospective Overseas Candidates

NHS Employers is distributing an update from the Department for Health and Social Care. It states that the guidance for international applicants seeking health and social care jobs in the UK has been revised and reissued. This guidance and support for prospective overseas candidates offers assistance by providing advice on avoiding scams, recognising exploitation, and offering practical information necessary for seeking employment in the UK. It has been divided into two parts for easier access. All international candidates thinking about applying for a health or social care job in the UK should read this guidance and support first.

At Servisource, our recruitment team are aware that healthcare staff can be anxious when moving across the world to another country. However, our team ensure they feel like extended family members by putting them at ease, providing a meet and greet at the airport, supplying a sim card to call loved ones back home when they arrive, escorting them to their accommodation and in some instances taking them on their first shopping trip. This ensures they settle into their new home and surroundings well. 

A Message from our Healthcare Perm Associate Director Aileen McCann:

From a leadership perspective, I always try to lead by example. If I can demonstrate how to do a task, what respect and good communication looks like when taking on a new client or making placements, this shows my team who and what they need to strive for.

Part 1: Applying for health and social care jobs in the UK from abroad 

Healthcare in the UK is mainly provided by the National Health Service (NHS), a group of public bodies that provide or arrange medical care for all permanent residents in the UK (England, Scotland, Wales, and Northern Ireland). There are many varied jobs in the health and social care sector. Some jobs need specific training and skills, and to practice, professionals must join professional registers. Part 1 provides support for prospective overseas candidates applying for jobs including information on:

  • Recruitment processes and agencies
  • How to avoid scams
  • Understanding finances
  • Employment offers and contracts
  • Visas and professional regulation

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1. Finding a good recruitment agency

There are 2 main ways you can be recruited to the UK. You can apply for jobs directly via a jobs board such as NHS jobs or Find a job in social care. Or apply for jobs via a recruitment agency or recruitment organisation. If going through a recruitment agency, check if the agency has a strong track record and positive reviews from both candidates and employers. 

Servisource has become one of Ireland’s leading national and international suppliers of high quality and innovative recruitment and healthcare staffing solutions, enabling continuity of care during peaks in demand, by providing cost-effective solutions which help our longstanding clients manage budgets, reduce workloads, maintain staffing levels and deliver premium patient care. Our team conduct all necessary compliance, educational and police checks, and offer visa assistance and onboarding help when needed.

Guidance And Support For Prospective Overseas Candidates

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2. How to check if a job is untrustworthy

If you’re applying for a job with an independent provider (not publicly funded like the NHS), check that the company is real by looking it up on the Companies House website. 

  • Recruitment fees: a recruitment agency should never ask you to pay a fee for finding you work in the UK. If you are asked to pay a recruitment fee, it is a scam or an illegal act.
  • Offered an easy way to pass exams: people or organisations might offer an easy way to achieve the required English language test score or pass a competence or pre-employment check required for a job.
  • Offered a job which is not real: warning signs can include: you are contacted unexpectedly, you get the job without applying or talking to a recruitment agency, you are required to pay a fee to get the job.
  • Payment to fix a visa problem: no official organisation will ask you to make a financial transaction on the spot or for your bank details. 
Guidance And Support For Prospective Overseas Candidates

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3. Understanding finances

Be clear what costs you’ll need to pay during the recruitment process and whether your employer will pay any of these for you. For most visas, including Health and Care Worker visas, you are not entitled to financial help from the UK government (this is also called ‘no access to public funds’). It is advised to check the following:

  • Does the job meet the minimum salary requirements for the Health and Care Worker visa?
  • How the salary compares to typical salaries and if the salary is fair for the job you are going to be doing?
  • Typical living expenses, ask your potential employer for information about the typical costs for the area you’ll be working in. Compare this with your monthly or annual earnings.
Guidance And Support For Prospective Overseas Candidates

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4. Employment offers and contracts

Make sure you get a job offer letter from your employer which details the salary, hours, location and any repayment clauses before accepting a job and travelling to the UK. Do not allow anyone to pressure you into signing a contract until you’re comfortable with what is included. Do not sign a different contract on arrival in the UK. Some employers have used this as a way of reducing your rights. All employers should provide:

  • An employment offer letter before you accept the role. This sets out details of your employment but it is not the formal employment contract.
  • Give you a ‘written statement of employment particulars’ on your first day of employment.
  • Give you an employment contract within 2 months of starting your employment.
Guidance And Support For Prospective Overseas Candidates

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5. Visas, family dependants, professional regulation and employer support

Information is available though the Health and Care Worker visa requirements guidance if applying for that visa. For care workers or senior care workers, dependants can’t join them in the UK unless they are on a Health and Care Worker visa applied for before 11 March 2024.

  • The Health and Care Worker visa: most health and social care professionals come to work in the UK on a Health and Care Worker visa. You should check with your employer whether they intend to pay for a visa on your behalf, or whether you’ll need to meet the cost yourself.
  • Bringing children from a previous relationship: each application is considered on a case-by-case basis and the burden of proof is on you to provide satisfactory evidence. You should discuss this with your employer and seek guidance on the process and evidence you’ll need to provide.
  • Bringing family dependants: for care workers or senior care workers on a Health and Care Worker visa, dependants cannot join them, unless on a Health and Care Worker visa applied for before 11 March 2024. If working in a health or social care role other than a care worker or senior care worker, partners and children can apply to join or to stay in the UK as dependants if eligible. Make sure to read and understand the requirements.
  • Bringing an adult dependant relative: adult dependant relatives cannot come to the UK on a Health and Care Worker visa. An adult dependant relative includes: parents, grandparents, brothers, sisters, sons or daughters aged 18 years or over.
Guidance And Support For Prospective Overseas Candidates

Part 2: living and working in the UK , what you need to know as a health and care worker 

This part is a guide that provides advice on how to recognise the signs of exploitation, how to avoid it and what to do about it. The code of practice for the international recruitment of health and social care personnel sets out the UK government’s written guidelines for ensuring that international recruitment of health and social care staff is done ethically. Part 2 provides support on the following topics:

  • Being aware of exploitation
  • Arranging accommodation
  • Worker legal rights
  • Employment changes and your visa
  • Equality and inclusion in the workplace
  • Supportive organisations

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1. Be aware of exploitation

Be aware of the signs of exploitation. These include being forced to work under poor conditions, without reasonable time off and for little or no payment. Money and fees issues are discussed as well as working hours and quality of care being provided.

  • Reporting concerns: report concerns about pay, work rights, employment agencies or working hours by completing the government’s online form. In Northern Ireland contact the Labour Relations Agency. For confidential free employment law or workplace advice, contact Acas.
  • UK Visa and Immigration (UKVI): if your concern relates to your visa contact UKVI.
  • Money and fees: if you are receiving less than the minimum salary requirements for your visa. Contact Acas.
  • Working hours: if you are being forced to work excessively long hours contact GLAA, the Health and Safety Executive and/or your local council (if you work in social care).
  • Quality of care being provided: this relates to concerns about the level and/or quality of care being provided by a health or care provider. Contact CQC and your local council (for social care).
Guidance And Support For Prospective Overseas Candidates

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2. Arranging accommodation

Make sure you have a clear plan for where you will live, who is arranging it and for how long. For advice on looking for a home through a private landlord or letting agent, see Shelter. 

  • Tied accommodation: your employer may provide you with accommodation when you arrive (usually for a few weeks or months). It may be offered free of charge, or you may be asked to repay the rent. This is known as tied accommodation.
  • Sharing a house with other people: you may consider sharing a house with other people in what is known as a house in multiple occupation (HMO).
  • Private accommodation: you can find accommodation in the private sector by searching for housing websites. Shelter provide advice on looking for a home through a private landlord or letting agent.
  • Who to contact: if there is a problem, contact Citizens Advice or your local council if your landlord is not helping. The council can make a landlord take action to correct any problems.
Guidance And Support For Prospective Overseas Candidates

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3. Worker legal rights, working hours and taking on additional work

Your rights as a worker are protected by UK law. Read the GLAA workers’ rights leaflet. By law, you must not work more than 48 hours a week on average, unless you ‘opt out’. Even if you opt out, you must take rest breaks from work.  

  • Know your worker legal rights: on a Health and Care Worker visa, you can do additional paid work as long as you’re still doing the job you’re being sponsored for.
  • Know your worker legal rights: the GLAA information leaflet sets out your legal rights as a worker and what you can expect from your employer. It’s available in 19 languages.
Guidance And Support For Prospective Overseas Candidates

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4. Employment changes and your visa

Your visa may be affected if you change jobs, lose your job, or your employer loses their sponsorship licence. Please note that your employer cannot deport you, the Home Office will decide whether to cancel your visa or not.

  • If you want to move jobs: if you want to change employers, you’ll need to ensure your new employer is a Skilled Worker sponsor licence holder and willing to sponsor your visa in the new role.
  • If you lose your job: if you lose your job (this could be through dismissal or redundancy) your employer will inform the Home Office.
  • If a sponsor loses their sponsorship licence: employers can lose their sponsor licence if they don’t maintain their sponsor duties or are found to be in breach of the immigration rules. Find out what to do if your employer loses their sponsor licence.
Guidance And Support For Prospective Overseas Candidates

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5. Equality and inclusion in the workplace

You’re legally protected from discrimination by the Equality Act 2010. If you think you’ve been unfairly discriminated against, you can contact the Equality Advisory Support Service for help and advice, or contact your trade union.

  • Discrimination in the workplace: it is illegal for an employer to give discriminatory terms of employment, deny promotion, training or withhold benefits, facilities, or services on the grounds of a protected characteristic.
  • Continuing professional development: you should be given the same career development and learning opportunities as UK trained workers. Your line manager should provide you with information about continued professional development and what opportunities are available.
  • Bullying and harassment: bullying and harassment is behaviour that makes someone feel intimidated or offended Find out more about harassment in the workplace and advice on what to do about it.
  • Adapting to cultural differences: your employer should encourage a compassionate and inclusive culture. Where possible, training should be offered to ensure your colleagues understand the culture of their international colleagues and to help you learn and adapt to working in a different culture.
Guidance And Support For Prospective Overseas Candidates

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6. Organisations to support you during your employment

If you join after a problem has occurred it is harder for these organisations to represent you, so consider joining when you first start your job. You’ll need to pay a membership fee, but some trade unions offer a discounted membership fee for international members.

  • Trade unions and professional associations: consider joining a UK based health or social care professional trade union or professional association as soon as you begin your employment. These organisations can support you in lots of ways, including providing employment and immigration advice, access to legal services and other professional services.
  • Professional regulatory organisations: if you will be working in a role that is professionally regulated, the professional regulatory bodies can provide advice and guidance on what you need to do to join the register. They will also investigate any concerns about your fitness to practice.
  • Diaspora groups and associations: these are communities or networks of international health or care workers of the same nationality or culture. They can link you up with other international recruits from your home country and support you with your continuing professional development. Examples are nursing associations and doctor associations.
Guidance And Support For Prospective Overseas Candidates

Servisource want to make sure the process of recruitment is understood, and that healthcare workers are well informed about working rights and standards and have the information needed to make decisions. For detailed information on the above, please refer to the gov.uk website.

Contact Servisource to see how we can support you.

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New Immigration Rules Introduced by the UK Government

5 tips on finding the right homecare provider
The Nursing and Midwifery Council and Supporting Information

New Immigration Rules Introduced by the UK Government

On 4 December 2023, new immigration rules were introduced by the UK government. These changes to the immigration system will take effect from Spring 2024.

The upcoming changes to the Health and Care Visa route will specifically impact the care sector in the UK. Under these changes, care workers and senior care workers will no longer be allowed to bring their dependents when moving to the UK, and only CQC-registered providers in England can sponsor Health and Care Visa applicants. It’s important to note that these changes do not apply to the NHS. There are no changes to the policy on dependants for NHS staff. They will be able to bring partners and childrens as dependants if eligible.  A dependant partner or child is any of the following:

  • A husband, wife, civil partner or unmarried partner.
  • A child under 18 – including if they were born in the UK during your stay.
  • A child over 18 currently in the UK as a dependant.

Evidence of the relationship to the dependant needs to be provided when applying for the visa. Workers and dependants account for some of the highest proportion of visas being issued.

Did You Know?

Skilled Worker and Health and Care Worker visas account for 63% of work grants, and the proportion of work-related visas being granted to dependants rose to 43% in the year ending September 2023.  

The Health and Care Visa route will not be affected by changes to salary thresholds and will still exempt holders from the Immigration Health Surcharge (IHS). The government plans to review the Shortage Occupation List (SOL) and Graduate Visa route. While the government aims to reduce net migration, it acknowledges the importance of internationally educated health and care workers.

The measures announced are possible because the government is prioritising growing the domestic workforce through the Back to Work Plan – a package of employment-focused support that will help people stay healthy, get off benefits and move into work.

International Recruitment at Servisource

Our team recruits Nurses across all disciplines and Allied Healthcare Professionals from across the world. We manage all aspects of the recruitment process including interview scheduling, compliance checks, and even welcome international candidates by meeting them at the airport.
We operate regionally, nationally and globally, providing access to the right people with the right skills and knowledge in the right place.

As the government makes changes to immigration policies, the Health and Care Visa remains a distinct and important route for healthcare professionals. While some aspects are evolving, such as the review of occupation lists and graduate visas, it’s reassuring that key benefits like exemption from the Immigration Health Surcharge persist.

These changes may raise many questions, especially for internationally educated staff and those involved in recruitment. By regularly checking Servisource’s latest blogs, professionals can receive the most up-to-date information and guidance in this evolving landscape.

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How to Support Men’s Health this November

5 tips on finding the right homecare provider
The Nursing and Midwifery Council and Supporting Information

How to Support Men’s Health this November

Movember, the global movement that has taken the world by storm, encourages men to grow moustaches during the month of November. This movement raises awareness about how to support men’s health, particularly prostate cancer, testicular cancer, and mental health problems. In the United Kingdom, this movement has gained significant traction, and this can especially be seen in how the National Health Service (NHS) has created strategies in support of this cause. They address the critical health challenges faced by men, encouraging open conversations and fostering a sense of community.

This awareness highlights the importance of early detection and treatment and emphasises the significance of mental well-being in overall health. It’s aim is to create a brighter, healthier future for men all over.

Did You Know?

Men’s life expectancy is 3.7 years less than females. 
Men go to the doctor less than women. 
Men are 3 times more likely to die from suicide, than women.  

How the NHS is Supporting Men's Health this November

The NHS has created a toolkit designed to help NHS organisations reduce the risk of suicide in their workforce. It will assist organisations to embed suicide prevention strategies in their health and wellbeing policies and guide the approach to supporting those at risk of suicide within the workforce.

Suicide does not discriminate, it affects NHS staff too. In fact some healthcare professions are at a higher risk of suicide than other professional groups.

For information and resources to support health and wellbeing, visit the NHS England website.

There are a number of ways individuals and healthcare professionals can contribute to this very important cause. This involves awareness, fundraising, and proactive involvement.

Raise Awareness:

  • Social media, community events and workplace discussions can be used to spread the word.
  • Educational seminars can be organised, as well as workshops and awareness campaigns in healthcare facilities, to inform people about the importance of regular health check-ups, early detection, and mental health support.

Fundraising Activities:

  • Organise work fundraising events such as charity runs, walks, or other fun events, with the proceeds going towards men’s health initiatives. This is a great way to encourage everyone to join in.
  • Encourage patients and community members to donate to reputable men’s health organisations, including those affiliated with Movember and the NHS. This brings up conversations surrounding men’s health within the community.

Promote Healthy Lifestyles:

  • Offer workshops and resources on adopting a healthy lifestyle
  • This can include information on regular exercise and a balanced diet.
  • Advise on ways to manage stress, such as exercise and meditation, which can significantly contribute to men’s overall well-being.

Education and Training:

  • Provide training for healthcare professionals to enhance their understanding of men’s health concerns, ensuring they can provide appropriate guidance and support to patients.
  • Develop informational materials specifically addressing men’s health issues for distribution in healthcare facilities and community centers.

Servisource Healthcare and Supporting Employee Health

How the NHS is Supporting Men's Health this November

Our partnership with Zevo Health provides employees with access to the Zevo App, offering meditations, recipes, challenges, fitness plans, and mental health resources. Monthly Wellness Webinars cover a range of topics, ensuring our support meets diverse needs. Participation in Ireland’s Fittest Workplaces and Company-Wide Steps Challenges encourages physical activity and camaraderie among employees. Mental Health Champion Training equips selected employees with the skills to support their colleagues’ mental wellbeing.

At Servisource, we believe that a healthy workforce is a happy and productive one allowing us to provide the right people with the right skills and knowledge in the right place.

By fostering open conversations and raising awareness, barriers can be broken down, encouraging men to prioritise their health. Active participation in Movember, through activities like growing moustaches and organising fundraising events, empowers communities to contribute to vital research and support services.

Collaborations between healthcare facilities, professionals, and mental health experts ensure that men receive the necessary guidance and assistance, while promoting healthy lifestyles and regular check-ups. This fosters a future where preventable diseases are detected early, and mental health challenges are met with understanding and compassion. Together, we can make a lasting difference, transforming the landscape of men’s health.

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Retaining International Staff and the NHS’s Toolkit for NHS Employers

5 tips on finding the right homecare provider
Retaining International Staff and the NHS's Toolkit for NHS Employers

Retaining International Staff and the NHS’s Toolkit for NHS Employers

The National Health Service (NHS) is the biggest employer in Europe, with a high concentration of international staff. It recognises the importance of ensuring these employees feel valued and supported. This is why it has created an International Retention Toolkit which outlines actions employers can take to ensure newly recruited staff will want to stay, thrive and build lasting careers in the NHS. At Servisource, we have created our own guide for employers to help them retain staff while supporting the ones they already have, that are in line with the NHS’s approach.

At Servisource

We believe in supporting new colleagues every step of the way. We manage all aspects of the recruitment process including interview scheduling, compliance checks, and even welcome international candidates to Ireland by meeting them at the airport by a Servisource employee together with a welcome pack. This contains a sim card for them to call loved ones back home to let them know they have arrived safely and allows new recruits to focus fully on what matters most, patient care.

Cultural orientation and support

Cultural orientation starts with acknowledging the different cultures present within the workforce and providing training to ensure that all staff understand the different cultures represented within. Organisations can provide comprehensive cultural orientation programs to help international staff acclimate to the new work environment, healthcare system, and the local community. This can be done in the following ways:

  • Language Training: for many new recruits, English is not their first language. Providing language training to these staff members will ensure they feel confident and equipped to provide the best possible care to their patients.
  • Cultural Workshops: provide a platform for new recruits to learn, share experiences, and understand the unique aspects of British culture, making it easier to work and communicate effectively with colleagues and patients.
  • Welcome Packs: these packs include helpful information about the local area, as well as details about the NHS and its policies. They could also contain practical items such as transportation maps and a guide to opening a bank account.
  • Discussing Skillsets: helps to understand each other’s strengths in order to identify areas where collaboration and support can be offered.

Did You Know?

The Nursing and Midwifery Council’s (NMC) data report for 2021–2022 shows that almost half of professionals joining the NMC register were trained outside the UK. 

Retaining International Staff and the NHS's Toolkit for NHS Employers

Mentorship and buddy programs

When international employees are paired with experienced mentors or buddies, they can receive guidance, support, and assistance in both professional and personal matters, making new recruits feel more connected and valued within the organisation. Mentors offer guidance and assistance, while buddies provide a more informal connection and can help with cultural differences. These can have many benefits such as:

  • Creating a friendly environment allowing new staff to feel comfortable asking new questions.
  • Leads to a happier and more effective workforce.
  • Helps to bridge cultural gaps and creates bonds between co-workers.
  • Allows for one-on-one training and mentoring which provides a more personal and effective approach to work.

The NHS has created an International Retention toolkit which aims to support the reduction in turnover of international staff by improving their experience at work. Their guide focuses on these four pillars:

1. Creating strong foundations.

2. Making new recruits feel welcome.

3. Building belonging.

4. Maximising personal and professional growth.

1. Creating strong foundations

The first pillar focuses on creating strong foundations in the months before new recruits arrive in the UK. Employers should consider how new recruits might feel as they prepare to leave behind friends, family, familiar surroundings, their native language, and cultures to start a new life in a different country. Welcome packs containing local information, maintaining contact such as pre-arrival welcomes, finding accommodation before their arrival, and mapping their skillsets in order to place them in their preferred clinical area.

2. Making new recruits feel welcome

This involves ensuring new recruits feel welcome when they arrive by helping them settle into their new communities by pointing them toward local services. Consider what they will need during their first few months in the UK to establish themselves to live, work, and beyond, such as: setting up bank accounts, National Insurance numbers, GP locations, somewhere to live, UK sim cards, access to shopping, schools, public transport and other amenities. 

3. Building belonging

This relies on cultural sensitivity and the feeling of working and living in a different country. Enabling your staff to build social networks, to share stories and solutions to these challenges can help to reduce feelings of isolation. It helps to create a supportive environment where they can bring their passions, culture, and personality to their role. 

4. Maximising personal and professional growth

This is about maximising personal and professional growth to ensure that all internationally recruited staff can fully realise their potential. They should have access to the same personal and professional development opportunities as the UK workforce and they should be tailored to each individual’s preferences and career aspirations. 

For further reading, podcasts, and case studies on these four pillars, visit the NHS website.

By implementing these strategies, a more supportive and inclusive work environment is created that promotes the retention of international staff, reduces turnover, and enhances the overall success of the organisation. Each employee’s experience is unique, so a personalised and empathetic approach is essential to address their specific needs and concerns. A positive and inclusive working environment that promotes staff retention is then created, so that patients continue to receive the high-quality care they expect from the NHS and other healthcare organisations.

Are you looking for an International Healthcare Recruiter ?

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