Guide

Employing migrant workers in Northern Ireland

Recruiting migrant workers

Under the Race Relations (NI) Order 1997, it is unlawful for an employer to discriminate on the grounds of race against a job applicant:

  • in the arrangements made for deciding who should be offered employment;
  • in the terms in which employment is offered; or
  • by refusing to offer employment

Job descriptions

When putting together a job description - ensure that it is a fair reflection of the role and that all criteria are essential to the job.

You should also communicate the overseas qualifications that would be considered for the role and determine any level of English required.

Job advertising

When advertising for a role, you should ensure it is advertised as widely as possible.

Jobs and Benefits Offices and JobCentres throughout Northern Ireland offer a range of free services to help employers to find suitable staff and will assist with placing job advertisements both locally and in other countries.

Find your local Jobs and Benefits Office/JobCentre.

You should also ensure advertisements are written in plain English and that the wording, criteria and images cannot be considered discriminatory.

In addition, you could also run recruitment information sessions to assist potential employees with completing applications and providing monitoring information.

You could also make sure your website is user-friendly for migrant workers by translating the job vacancy section.

You could consider alternative recruitment methods such as roadshows, open days or even virtual job fairs to actively recruit in other countries.

EURES, the European Job Mobility Portal, provides information about how you can advertise vacancies across Europe. Advertise your vacancies through EURES.

Recruitment and selection

When carrying out interviews or selection testing:

  • consider language issues eg abbreviations that are only understood locally
  • make sure your recruitment process schedule allows time to make appropriate travel arrangements

When assessing qualifications and references, you should develop a procedure for qualification equivalency checking.

You could use an organisation such as the European Qualifications Framework or UK NARIC, the designated UK national agency for the recognition and comparison of international qualifications and skills, to assist with evaluating the comparative value of qualifications gained overseas.

Preventing illegal migrant working

All employers have a responsibility to prevent illegal migrant working. You must check the entitlement of everyone you plan to employ to work in the UK.

Read more on ensuring your workers are eligible to work in the UK.

Important: The rights and status of EU, EEA and Swiss citizens living in the UK will remain the same until 30 June 2021. EU citizens and their families can apply to the EU Settlement Scheme to continue living in the UK. Employers can take a number of practical steps to retain EU employees. For more information, see Brexit support for employers.