Recruitment compliance statement | Kingsbury Personnel Ltd.
compliance statement

Recruitment Compliance Statement

The legal framework we work within and the checks we complete before introducing healthcare candidates.

Last updated: September 2026

01Our legal status

Kingsbury Personnel Ltd acts as an employment agency when we introduce candidates for permanent employment with our clients, and as an employment business when we supply temporary workers who work under our direction and are paid by us. We comply with the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003. These are enforced by the Fair Work Agency.

02How we meet the Conduct Regulations

  • We never charge work-seekers fees for finding them work.
  • We agree written terms with candidates before providing services, and give temporary workers a Key Information Document.
  • We agree written terms with clients before introducing or supplying anyone.
  • We get the information the law requires from clients about each role before we introduce a candidate.
  • We confirm each candidate’s identity, experience, qualifications and willingness to do the work.
  • Our job adverts state whether a role is permanent or temporary and whether we act as an employment agency or employment business.
  • We keep the records the Regulations require for at least one year after we last provide services.

03Checks for healthcare candidates

Check What we do Standard
Identity Verify photo ID against the person, using original documents or a certified digital identity service NHS Employment Check Standards: identity
Right to work Home Office online check using a share code, a digital identity service for British and Irish passports, or a manual document check where permitted Immigration, Asylum and Nationality Act 2006; Home Office employer guidance
Professional registration Check the NMC register for registration, the part of the register, revalidation date, and any conditions, cautions or suspensions. Re-checked before each new temporary booking and at least monthly NMC; NHS Employment Check Standards: professional registration and qualifications
Qualifications and training See original certificates. For temporary workers, verify mandatory training such as safeguarding, moving and handling, basic life support and infection control NHS Employment Check Standards: employer requirements
Criminal record Enhanced DBS with the relevant barred list for regulated activity, through a registered umbrella body, or a DBS Update Service status check with consent DBS Code of Practice; Safeguarding Vulnerable Groups Act 2006
Employment history and references Full employment history with gaps explained. At least two references, including the most recent employer, covering at least the last 3 years, verified with the referee NHS Employment Check Standards: employment history and references
Work health Fitness to work declaration, reviewed by an occupational health adviser where needed. Health information is kept confidential and shared only with consent NHS Employment Check Standards: work health assessment; Equality Act 2010
Suitability for the role Confirm the candidate has the experience and qualifications the employer requires, is willing to do the work, and that no legal or professional body requirement is unmet Conduct Regulations 2003, regulations 19 and 20

04Supporting CQC-registered providers

Recruitment agencies that introduce or supply staff are not themselves registered with the Care Quality Commission in England. The care providers we work with are, and under Regulation 19 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 they must make sure the people working for them are fit and proper. We support this by completing the checks above and giving each client a record of them, covering the information set out in Schedule 3 to those Regulations.

05Scotland, Wales and Northern Ireland

Rules for nurse agencies differ across the UK. Where we supply nurses into Scotland, Wales or Northern Ireland, we follow the registration and conduct requirements that apply there before accepting any booking.

06International recruitment

We follow the Code of Practice for the International Recruitment of Health and Social Care Personnel in England. See our page for internationally educated nurses.

07Evidence for clients

Clients receive written confirmation of each check before a candidate starts, or by the end of the third business day if we first confirm by phone. Full compliance records are available for client audit on request, shared in line with data protection law.

08Review

A director is responsible for recruitment compliance. We audit a sample of candidate files every quarter and review this statement every year.

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