Jobstafeten LTD is always open to new business connections and mutually beneficial partnerships.

We offer a referral programme for anyone who can introduce us to a company looking for staff and interested in recruitment or staffing services in the UK, Ireland or other European countries.

How does it work?

If you know a company that is looking for staff, introduce them to Jobstafeten LTD or put us in touch with a business owner, manager, HR professional or another relevant decision-maker.

We will take care of the rest, including communication, discussions and arrangements with the potential client.

If the company you refer becomes a client of Jobstafeten LTD and engages our services, you will receive a referral reward.

Referral Reward: £200 to £1,500+

The amount of the reward depends on the scale and duration of the partnership, the number of workers required and the services provided.

For larger or longer-term partnerships, the referral reward may exceed £1,500.

There is no limit to the number of companies you can refer — you can receive a reward for each successful referral.

Interested in Working With Us?

If you know a company that is looking for staff, get in touch with Jobstafeten LTD.

You make the introduction — we take care of the rest — you receive the reward.

When applying for a job most companies/recruitment agencies will request two references prior to or after an interview. These could be the difference between being offered a job or not so choose carefully.

Jobstafeten LTD does not charge candidates any fees for registration, work-finding services or securing employment. All work-finding services provided to candidates are free of charge.

If anyone claiming to be an employee, representative or partner of Jobstafeten LTD requests payment for registration, access to a job opportunity or assistance in finding work, do not make any payment!

Please report any such requests directly to Jobstafeten LTD using our official contact details.

An employer does not have to give a reference by law unless it’s: in writing that the employer will provide one – for example, in an employment contract

Depending on the position you are applying for, a recruitment agency can request you complete the application form for a Basic, Standard or Enhanced DBS check, potentially including the barring list.

Even the slightest indication you may be a threat could immediately dissuade any employers from hiring you. DBS check offences like these could include embezzlement, tax evasion or serious violent or sexual crimes, or any offence which would put you on the Children’s or Adults’ Barred List.

You should tell your agency if you want to end the assignment. If you want to leave the agency, check the contract or written agreement. Usually you need to tell them in writing

A shortened notice also applies to an employee; they can choose to leave during this period if the working relationship or role is not suitable. Both parties must give at least the notice in their contract, set out by the employer, or the statutory minimum—whichever is longer.

Theoretically, a new employer could always calculate your previous salary from the P45 you give to them. Some simple maths would reveal what your annual income was.

As a recruitment agency, Jobstafeten LTD may ask you to provide a copy of your passport or other appropriate documentation to verify your identity and your legal right to work in the UK or the relevant European country.

These checks help us confirm that candidates are legally entitled to work in the country where employment is being offered and enable us to meet the applicable legal and compliance requirements.

A passport is one of the documents that may be used for this purpose. Depending on your nationality, immigration status and the country of employment, other documents or verification methods may also be accepted.

Your personal information and documents are handled securely and in accordance with applicable data protection requirements.

Recruitment agencies may ask for your National Insurance (NI) number as part of the registration and employment process. It may be required for payroll, tax and National Insurance purposes, as well as for providing the necessary information to an employer when you are placed into work.

Your NI number is not proof of your right to work in the UK and should not be used as a substitute for a Right to Work check.

Jobstafeten LTD handles your personal information securely and in accordance with applicable data protection requirements.

Employers and recruitment agencies may ask for photo identification to verify your identity and, where required, as part of the process of checking your legal right to work.

The documents and checks required will depend on the country where you will be working, as well as your nationality and immigration status.

Photo ID can help confirm your identity, but it does not necessarily provide proof of your right to work on its own.

Jobstafeten LTD carries out the appropriate checks in accordance with the requirements applicable in the country of employment.

A temporary worker is someone engaged to work for a limited period of time or to meet a temporary staffing requirement.

Temporary workers may be needed to cover staff absence, seasonal demand, busy periods, short-term projects or other temporary staffing needs.

They may be recruited directly by an employer or supplied through a recruitment agency such as Jobstafeten LTD, depending on the nature of the assignment and the applicable employment arrangements.

There is no single maximum period that applies to all temporary workers in the UK. The length of a temporary assignment depends on the type of contract, employment status and the needs of the employer.

Different rules apply to fixed-term employees. An employee who has been continuously employed on successive fixed-term contracts for four years or more will normally become a permanent employee, unless the employer can objectively justify the continued use of a fixed-term contract.

Agency workers are subject to different rules, so the four-year rule does not automatically apply to temporary agency assignments.

Yes. Temporary and agency workers in the UK are generally entitled to statutory paid holiday.

Holiday entitlement usually accrues while you work and will depend on your working pattern and employment arrangements.

If your assignment or employment ends, you should normally be paid for any statutory holiday you have accrued but not taken, in accordance with applicable UK employment law.

After two years’ service, you have the right not to be unfairly dismissed. You’re also entitled to a written statement of reasons for the dismissal/not renewing the contract after one year’s service.

Can a contract employee become permanent? Absolutely. Businesses hiring temporary staff will often consider these candidates for a permanent role depending on the needs of the company.

All employees should have a National Insurance Number (NINO) & give it to their employer although it is not a legal requirement to obtain work without one. The NINO ensures the National Insurance Contributions and Tax are recorded against the correct named employee when submitted to HMRC

It is often small, cash run businesses that are used for money laundering. Because of this, accountants are at the front line of prevention and are mandated to ensure that we know who we are working with.

It depends. Sometimes, you need to send a picture of your ID to verify your identity. A common example might be when you’re applying for an online loan. In such cases, as long as you’re dealing with a reputable organization and sending the information via a secure process, it’s usually safe

Overall, asking for proof of eligibility to work documentation is a crucial step in the hiring process to ensure compliance with the law, prevent illegal employment, and maintain fairness and transparency in the recruitment process.

Protecting your identity when looking for work

Potential employers will need to confirm your identity and right to work status, as well as your bank details in order to pay you. When applying direct to companies, it is unlikely you will need to share bank details until after you receive your job offer.

Overall, asking for proof of eligibility to work documentation is a crucial step in the hiring process to ensure compliance with the law, prevent illegal employment, and maintain fairness and transparency in the recruitment process.

The following documents show the applicant’s right to work in the UK.

Passport. …

Permanent resident card. …

    National identity card. …

    Registration certificate. …

    Biometric immigration document. …

    Immigration status document. …

    Birth or adoption certificate. …

    Certificate of registration or naturalisation

Your employer might ask you for your National Insurance number when you’re proving your right to work. You can get a National Insurance number if you have the right to work in the UK and one of the following applies: you’re looking for work. you have a job offer to start work

If you do not have a passport or passport card, you can prove your right to work with one of the following: a UK birth or adoption certificate. an Irish birth or adoption certificate. a certificate of registration or naturalisation as a British citizen

Employers must use this type of right to work check for workers who: Hold a Biometric Residence Permit (BRP) or Biometric Residence Card (BRC); Hold an e-visa; Hold a Frontier Worker Permit

How long does right to work check take? The duration of a right to work check can vary depending on the specific circumstances of the individual and the method used to conduct the check. If the employee has the required documents readily available, the check can be completed quickly, sometimes within a few minutes.

The UK is moving towards a digital immigration system and phasing out physical visa documents. BRPs are only being issued until 31 December 2024, even if your course and immigration permission continue after this date.

You’ll need one of the following types of photo ID: UK photocard driving licence. UK passport. non-UK passport with a biometric chip

Users can prove their identity using the GOV.UK ID Check app. We’ll check that: their ID documents are real. they’re a real person (also known as a ‘liveness’ check)

New employees/casuals who are EU/EEA citizens need to show that they have Pre-Settled or Settled status or a UK visa (instead of just their passport) to evidence they have the RTW in the UK before starting work. Showing just a passport will then only be acceptable for British and Irish nationals.

Before supplying a temporary worker, agencies are obligated to confirm that a worker has all the legal permissions required for them to work in the role offered by the agency’s client.