Modern Slavery and Human Trafficking Statement

Introduction

This statement sets out the actions taken by Raptortech Recruitment Ltd to understand potential modern slavery risks relating to its business and to put measures in place to prevent slavery and human trafficking within its operations and supply chains.

As a recruitment business, Raptortech Recruitment Ltd recognises its responsibility to take a robust approach to slavery and human trafficking. We are committed to preventing these practices in our activities and ensuring our supply chains are free from slavery and human trafficking.

Our Business and Supply Chains

Raptortech Recruitment Ltd supplies temporary and permanent staffing solutions to the IT and Digital sectors.

Through our recruitment activities, we regularly speak with and place candidates from a range of backgrounds, including individuals from outside the United Kingdom.

High-Risk Activities

We recognise that some recruitment activities may present a higher risk of modern slavery and human trafficking.

These include supplying large numbers of workers to low-skilled or unskilled roles, such as those in food production, particularly where assignments must be filled at short notice.

We also recognise the need for additional care when existing agency workers introduce friends or relatives for registration and employment.

Responsibility

Responsibility for our anti-slavery initiatives is allocated as follows:

Policies: Simon Arnold
Risk assessments: Simon Arnold
Investigations and due diligence: Simon Arnold

Our Policies and Procedures

We operate the following policies and procedures to help identify modern slavery risks and prevent slavery and human trafficking in our operations.

Whistleblowing Policy

We encourage workers, customers and business partners to report concerns relating to our activities or supply chains, including circumstances that may increase the risk of slavery or human trafficking.

Our whistleblowing procedure is designed to make it easy for workers to raise concerns without fear of retaliation.

Employee Code of Conduct

Our employee code of conduct sets out the actions and behaviour expected of employees when representing Raptortech Recruitment Ltd.

We strive to maintain high standards of employee conduct and ethical behaviour throughout our recruitment activities.

Recruitment Procedures

Our recruitment procedures include the following measures:

Each engagement takes place through a personal meeting with the candidate at our premises, where the contract for services is signed jointly.
Where possible and appropriate, contracts are provided in a language the candidate understands, and we ensure the candidate understands the terms.
In special circumstances, we may use independent interpreters to support candidates who do not have sufficient English to understand their terms of engagement fully.
Candidates are required to bring original documents to their interview, including proof of eligibility to work in the UK and, where appropriate, a criminal record document and consent form.
We check the authenticity of documents, including their issue and expiry dates, and contact the police where authenticity is in doubt.
We check that the person attending the interview matches their identification documents, including their photograph and relevant identifying features.
Copies of engagement documents are retained in a locked filing system at our trading address.
Candidates are required to sign the declarations in our Modern Slavery Handout Form concerning their rights and obligations.
Candidates are informed of their hourly rate, working hours and payment arrangements.

Candidate Interviews

During the hiring interview, we ask candidates:

Where did you hear about the job?
Did you pay a third party to come to the UK?
Have you paid, or are you required to pay, a third party to obtain employment? Has this resulted in debt?
What is your residential address and telephone number?
Who should we contact in an emergency?

Due Diligence

We are committed to identifying, as far as reasonably possible, areas of concern when working with candidates.

The following circumstances may prompt further enquiries. They do not, on their own, establish that forced labour or human trafficking has occurred:

A third party presents a group of candidates, speaks on their behalf and waits while they attend hiring interviews.
Registration documents or CVs demonstrate a level of English significantly higher than the candidate’s spoken English.
A friend or family member submits registration documents or a CV on the candidate’s behalf.
Candidates appear nervous or secretive, or seem to be acting under instructions from a third party.
A third party contacts us to arrange registration for a friend or family member.
Several candidates provide the same telephone number.
Several candidates provide the same residential address.
Several candidates provide the same bank account details.
Several candidates independently name the same emergency contact.