Seasonal workers are a branch of temporary workers who enter the UK to work for short time periods. From 2022-2023, seasonal work visas made up approximately 50% of all temporary worker visas in the UK. As you can see, seasonal workers are clearly vital contributors to the UK economy. However, there is a quota and strict requirements to obtain this type of visa in the UK.

Discover more about seasonal work visas in the UK and how this branch of temporary work impacts the agricultural sector.

What is a Seasonal Worker Visa?
Horticulture or poultry production workers who travel to the UK for labour can receive a seasonal visa. They are allowed to stay for a maximum of six months within a 12-month timeframe and must have an approved scheme sponsor. However, poultry production seasonal workers can only stay in the UK between 2nd October – 31st December each year. This type of visa cannot be used for permanent residency and applicants cannot be joined by other family members.

Jobs Included Under a Seasonal Work Visa in the UK
Horticultural Work
Includes any work growing the following:

Protected and field vegetables
Soft and top (orchard) fruit
Mushrooms
Vines and bines
Bulbs and cut flowers
Potted plants
Ornamental nursery plants
Tree and forest nurseries
Poultry Production Work
Includes the following jobs and occupation codes:

Butchers (5431)
Bird/game dressers, killers, pluckers, poulterers, poultry processors, poultry stickers and trussers (5433)
Food operatives (8111)
Poultry catchers/handlers (9111)
Poultry vaccinators (9119)
Poultry meat packers (9134)
How to Apply for a Seasonal Visa in the UK
Applicants can apply for seasonal worker visas through the official Gov.uk website. Applicants will need to fill in the form with their personal details and upload any supporting documentation. They will also need to prove their identity at a visa application centre or via the UK Immigration: ID Check app.

Applicants will need to obtain a Certificate of Sponsorship (CoS) from a Home Office licensed sponsor. The CoS cannot be awarded more than three months prior to the visa application date. Finally, applicants will also need to prove that they have enough savings to support themselves whilst living in the UK.

Seasonal worker visa applicants who wish to work in poultry must apply by 15th November each year. Those working in horticulture can apply at any time.

How Do UK Seasonal Worker Visas Impact the Agricultural Industry?
UK farmers rely heavily on workers coming from abroad to complete seasonal labour. According to an official government survey, approximately 471,000 people work in the UK agricultural sector. At least 58,000 of these people are seasonal or casual workers. Seasonal workers originally came from Ukraine and Russia, but multiple nationalities now travel to the UK for seasonal labour.

Over the last few years, farming businesses have reported seasonal labour shortages. They have requested that the government increase the quota for agricultural seasonal visas in the UK.

As it stands, the UK seasonal worker visa scheme currently has a quota of 45,000-55,000 per year. The Department for Environment, Food and Rural Affairs (DEFRA) stated that at least 45,000 visas would be awarded in 2023 and 2024. This number could be increased by a further 10,000 if demand is particularly high.

Moving forward, the government is encouraging farmers to gradually replace foreign workers with domestic machinery. However, a report suggests that seasonal workers should still be important in farming until better technology is more commonplace. An independent review is currently conducting an investigation into labour shortages in the food supply chain. These findings should inform the government’s decision about the future of agricultural seasonal work visas in the UK.

Whilst it’s unclear whether seasonal workers are here to stay beyond 2024, the National Farmers’ Union reports that seasonal labour “will continue to increase” for the time being.

Seasonal Worker Recruitment Solutions for Agricultural Businesses
Do you need to increase your seasonal workforce in 2024? From food operatives to strawberry pickers, we’ve got you covered here at RE Recruitment. Our expert recruitment team specialises in supplying seasonal workers within the UK food processing, farming and fruit-picking sectors. Contact us today to find your next batch of UK seasonal workers.

Health and safety in industrial work is of paramount importance. Warehouses pose various occupational safety and health risks, with accidents hiding around each and every corner. Since health and safety is a basic human right, there are various protocols in place to protect employees.

All staff members should play their part in sustaining stringent health and safety protocols in the workplace. This will help mitigate any risks and reduce injuries, creating a much safer work environment. Learn about workplace health and safety, including warehouse safety protocols, to ensure a safe working environment for all employees.

Why is Safety Important in Industrial Work?
Safety in the workplace is about much more than just compliance. Employers and employees need to work together to foster a positive culture that promotes wellbeing and boosts productivity. It’s a win-win situation for everybody involved.

Here are some of the top reasons why warehouse safety guidelines should be a top priority:

Improved Physical Health. Warehouses involve hazardous materials, machinery, chemicals and equipment that can pose dangerous risks to workers. Implementing necessary safety protocols will help prevent accidents and fatal injuries.
Better Mental Health. Employers who prioritise health and safety will see an increase in worker satisfaction. If employees feel safe and supported at work, they will perform better in their roles and be less inclined to leave.
Increased Productivity. Fewer accidents leads to fewer disruptions and increased efficiency in the workplace. This results in lower Days Away, Restricted or Transferred (DART) and Lost Time Injury (LTI) rates.
Legal Compliance. Industries are required by law to comply with certain health and safety protocols. Adhering to these regulations helps businesses avoid any unwanted legal consequences, including fines or suspensions.
Cost Savings. Although investing in health and safety protocols may be costly at first, they can help industries save money in the long term. If less workers are injured on-the-job, businesses can save money on injury costs and insurance claims.
Company Reputation. Maintaining a solid safety record will help build a positive reputation. This will make your company more attractive to customers, partners, investors, employees, and the public.
Understanding EHS Industrial Safety Guidelines
The EHS industrial safety guidelines are a set of agreed standards designed to protect industrial workers from potential hazards and dangers. They are important for all industry workers, regardless of job title or experience. The guidelines cover a variety of topics such as chemical safety, personal protective equipment and emergency procedures. By following these guidelines, you can help prevent accidents and injuries in the warehouse.

The EHS industry safety guidelines cover:

Material Safety Data Sheet (MSDS). This provides key information on chemical safety including potential hazards, safe handling and first aid protocols.
Personal Protective Equipment (PPE). This outlines the different types of PPE available and which activities call for which PPE.
Lockout/Tagout Procedures. These are a set of safety procedures for working at height, including the use of necessary fall protection equipment.
Top 10 Safety Tips for Industrial Workers
All employees must dedicate themselves to following health and safety measures in the workplace. If all employees adhere to the following tips, this will help foster a safe work environment:

Be aware of potential risks in the workplace i.e. handling hazardous acids in a chemical factory
Report unsafe working conditions to a supervisor or manager immediately
Follow emergency procedures or fire safety protocols if a flood, fire, or chemical leak occurs.
Use tools, equipment and machinery safely, and don’t operate specialist machinery unless certified
Keep the workplace clean and tidy to avoid any trips, slips and falls
Wear the correct PPE assigned for the task i.e. helmets, gloves, safety goggles
Take regular breaks to rest and recharge when working for long periods of time
Stay up-to-date with new procedures, protocols and guidelines in the workplace
Maintain good posture when operating machinery or lifting heavy objects
Support new employees and teach them the correct health and safety procedures
Looking for Your Next Role in Industry?
Whether you’re new to industrial work or are seeking your next role, the team at RE Recruitment is here to help. We hire workers for various jobs in warehouses, factories, and workshops in the UK, from supervisors to machine operators and everything in between. Register with us today to take the next step in your industrial career journey.

COVID-19 has had a detrimental impact on the UK economy. As part of this, the rise of temporary recruitment across all business sectors has greatly increased. More people than ever before are now choosing temporary work, with many organisations adopting more flexible recruitment systems. Using temporary recruitment agencies is also becoming increasingly popular, saving businesses time and money in the long run.

What is Temporary Recruitment?
Temporary employment occurs when a company employs an individual for a specified period of time. This term encompasses fixed term and project based contracts, as well as seasonal or casual work. Temporary workers can be hired directly through the company or through a third-party recruitment agency. Temporary employment can be full-time or part-time, whilst the duration of work depends on the needs of the company or project.

Fixed Term vs. Temporary Contracts
Fixed Term Contracts
A fixed term contract is when a person is employed for an agreed duration. The contract length usually ranges from 1 month to 1 year, although it can be longer. Companies often issue fixed term contracts when they require assistance with completing a specific task or project.

Some businesses may require extra help during busy periods, such as Christmas in retail work. By issuing a fixed term contract, they can hire staff members for a specified amount of time, without worrying about having excess staff when business resumes as normal.

Temporary Contracts
Temporary contracts are usually more informal than fixed term contracts. These types of contracts don’t outline specific time periods and instead focus on hiring employees to complete a one-off task or project. Temporary contracts often appeal to freelance workers, as they will happily take on project based work that is paid by the hour.

Top 5 Benefits of Hiring Temporary Workers
1) Flexible Workforce
In the wake of the COVID-19 pandemic, many businesses are now prioritising flexibility in the workplace. If you’re willing to offer a flexible working schedule, you can easily attract the most skilled candidates. By leaving a good impression on your temporary employees, you can build up an extensive pool of skilled staff members that repeatedly work for you on a contractual basis. However, if a temporary worker underperforms, you are not obliged to work with them again, giving you ultimate control and flexibility.

2) Quality Candidates
Temporary staff members can bring valuable skills and fresh ideas to your business. In fact, many industries regularly recruit temporary workers with specialist skill sets. If you choose to hire via a temporary recruitment agency, they often have access to talented pools of qualified candidates who can easily step into a specialist role.

You can also ‘try before you buy’ with temporary recruitment. This involves dipping into an existing network of experts on a trial basis, whilst deciding whether you need to hire for a full-time role.

3) Avoid Staff Shortages
Whether covering absences such as long-term sickness, maternity/paternity leave or resignations, every business will need to respond quirky to urgent staffing shortages at some point. Temporary employees can be recruited quickly and easily, reducing stress and time on your part. Your business can continue to operate as normal whilst considering a more permanent solution to any staff shortages.

4) Save Time & Resources
By working with a temporary recruitment agency, you can save time on recruiting and training skilled employees. The agency will coordinate all necessary checks and initial interview processes, freeing up time for your business. Unlike permanent staff, temporary workers can usually start working within a few days, avoiding long notice periods or interview processes. In urgent situations, you could even hire temporary employees to start the same day.

5) Control Costs
Post COVID-19, there’s now a much greater focus on keeping costs low. Adding staff members to your team on a temporary basis is a much cheaper solution than permanent recruitment, giving you ultimate control over your costs. As temporary employees are an interim solution, there’s no requirement to pay them a fixed annual salary. You also won’t incur any training costs with temporary workers, as they will already possess the required skills to perform well in their roles.

How to Recruit Temporary Employees
Many businesses require temporary or contract workers from time to time. At RE Recruitment, we excel at finding top employees in various industries. These include office, industrial, technical, engineering, transport, hospitality, food, agriculture, and healthcare. With over 20 years of experience in recruiting temporary roles, we can help you find the right employee for your business needs. Get in touch with our recruitment team today to help find your next temporary recruitment solution.

If you are looking at a career change or just want to take the next step on the ladder, there is a good chance you are looking at your CV and seeing some room for improvement. This can be from wanting to feel out your qualifications or show that you are serious about improving yourself. If this is the case you should consider upskilling and the positive effect on your career.

What is upskilling?
Upskilling means that you are improving on your skillset in regard to your job or your career.

Upskilling can be taken as part of your work push to upskill or be taken on your own as a chance to improve your own career prospects.

Why is upskilling important?
People are looking to upskill all the time; they all do it for a variety of reasons. Some of the most common reasons can be the following:

Promotions
Most people want to have some sort of promotion and enjoy what comes with it, whether it is the money or the feeling of accomplishment.

Payrises
Having more skills can help you get the pay rise you have been asking for; this can come from taking more responsibility or just being able to perform more tasks without the need for help from others.

Job satisfaction
Gaining new skills can help improve your overall job satisfaction, whether it be from that feeling of achievement or taking on a more demanding and varied workload. Having a strong and varied skillset can mean that you are able to do more and achieve more.

Career change
If you are looking for a career change, whether in the same company or at another, upskilling can not only unlock a whole new career path but also allow you to get ahead of others applying for the role.

What skills can you upskill?
Digital
The world is becoming more and more digital, and nearly all businesses consist of some form of digital work. If you can improve your digital skills this can open a new world of possibilities. The specific digital skills you need will depend on your job or your dream role, so it is worth considering before you dive into learning your new skills.

There are many different digital qualifications, but if you are just looking to take the next step up in your career it might just need some informal training from a colleague or a manager.

Leadership
Being a strong a capable leader is a great skill to have, it doesn’t matter if you are looking at progressing to a manager role or if you are looking to lead a small team understanding what makes a good leader and being able to embed those qualities into your everyday work can be a great way to stand out of the crowd and make your dream job role yours.

Soft skills
Soft skills cover a huge range of different skill sets that cover how you interact with those around you, these can cover communication skills, emotional intelligence, teamworking and time management.

It might not seem that skills are as important as other more formal qualifications, but by being able to show you have strong soft skills, you can help set yourself apart from other applicants.

The government has some great information about developing your soft skills, and why they are important for any industry.

Where can you start upskilling?
There are two ways you can upskill: through a structured course such as at college or an evening class or you can take the challenge on yourself by reading up on the skills, using online courses, apps, or online communities.

Upskilling doesn’t have to be a full-time undertaking. There are many options such as:

evening classes
online learning
part-time courses
short courses
When deciding if training is the best option for you career development, you can speak to a government funded advisor. Alternatively, you can seek help locally from

colleges
library
training providers
Jobcentre plus
If you choose to train online there are a number of options depending on your industry or goals. The government offers free online courses for digital upskilling, whilst a number of industry bodies offer specific training for workers in that industry and talking to a manager or someone from the HR department can be the best place to start.

How to fund your upskilling
If you are looking to upskill there can be an worry when you think of funding, but often you do not have to pay upfront or if at all for your upskilling.

Employer funded
If you are employed, it makes financial sense for your employer to encourage you to upskill. Not only does it help them to have a higher skilled employees but it helps show others that there are chances for progression and improvement in the company helping to create a stronger and more loyal workforce.

Government Grants
If you are looking to gain new formal qualifications, you can speak to your college or university to see what government grants and bursaries are available.

If you do not already have an NVQ Level 3 qualification, the National Careers Service offers a number of free courses across the nation to help improve your future career prospects.

Whatever your reason to look at upskilling we will always say to pursue it. Not only do the skills help open more doors for you in a career but we know how it is important it is to show that you are willing to improve yourself. This can be the difference in you getting a job and not.

If you are looking to understand how your skills stack up to those around you or want to know more about landing your dream role, get in contact with a specialist member of our team who will be more than happy to help.

RE announces support for charities in 2024

At RE Recruitment, we are delighted to announce our support for two charities in 2024. As a company, we are passionate about helping local causes and people in need. We love putting on events and taking part in challenges and this year is no different.

The two charities we are supporting are Winston’s Wish and Action Medical Research. We have already taken part in a fun Wear Wellies Day this February and eight members of the team are undergoing rigorous training in preparation for a tri-challenge in June.

For Action Medical Research, we are completing the Race the Sun Challenge in Corfe, Dorset, on Saturday 29th June. We will be cycling 28 miles across a mixture of road, off-road and gravel tracks, hiking 9 miles across coastal footpaths and then canoeing 2 miles to the finish line. Click here to visit our sponsorship page and check out our training updates.

We will be holding events around Cheltenham, Hereford and Worcester to raise money, and we will announce more on our social media pages throughout the year.

UEFA Euro 2024 sweekstake form: download here.

Grand National 2024 sweepstake form: download here.

Cheltenham Gold Cup 2024 sweepstake form: download here.

Sweepstake forms are free to download. If you are able to make a small donation towards our chosen charities via the QR link, we extend our appreciation.

As we hit 2024, there is nothing bigger in Gloucestershire than race week. It is great for Cheltenham and the surrounding areas. As people flood in from around the country, there is a huge need for temporary staff across various services and hospitality roles. This year, RE recruitment is proud to offer several roles with our partners for candidates who are looking to make some money without having to bet on a horse.

What roles are there at the Gold Cup?
With the huge influx of people, there are many roles, from front of house to support roles and much more. So, no matter your experience, there is an opportunity for you. We are currently placing roles in the following:

Bar staff
Waiting staff
Porters
Kitchen Porter
Cleaners
Litter pickers
Housekeeping team
Toilet attendants
Who can apply?
With the short amount of training time and the level of service expected at such a prestigious event, we are asking for those with relevant experience in serving and handling food for our bar and waiting staff roles.

For our porter and cleaner roles, we are open to those without experience but are looking for reliable people who can work as an individual and as part of a larger team.

How long is the contract?
The races are on for four days (Tuesday 12th March – Friday 15th March) and whilst we would love everyone to commit to all four days, we understand that some may only be able to do a few. If you are not able to commit to the whole festival, we would still love to hear from you.

Shift times will vary by the role; most of our roles take part during the festival and require our staff to work 8am – 6pm. A few of our roles require staff to work outside of these hours to help Cheltenham Racecourse for the next day.

What is the pay?
All of our roles range from £10.42 – £13.26 per hour and will be discussed with you on a role basis. Depending on your role it is common for happy customers to give you tips, these are yours to keep or can be split with your colleagues, but this is solely your own responsibility.

Working beyond race week
At Re Recruitment, we help place hospitality staff all year long at a number of exciting events. If you are successful in being placed during the Gold Cup festival, we can help place you at a number of events throughout the year, meaning that you always have the opportunity for work.

How to apply
If you feel you are right for any of our roles, there are two ways you can apply TEXT – ‘RACES + YOUR NAME’ to 07384118438 for immediate registration or use this form to express your interest.

Hospitality jobs are as diverse as the people who fill them. From front-of-house roles like receptionists and servers to back-of-house positions such as chefs and housekeepers, each job plays a crucial part in delivering an exceptional guest experience.

When looking to fill a role, employers are on the lookout for a specific set of qualities in their potential employees, regardless of their position. Here are the top attributes you should cultivate if you’re aiming to excel in hospitality.

Passion for Service
At its core, hospitality is all about service. Employers seek those who genuinely enjoy helping others and are committed to ensuring guests have a pleasant experience. This passion often translates into going above and beyond to meet and exceed guest expectations, making it a non-negotiable quality for anyone looking to thrive in this industry.

Communication Skills
Effective communication is key in hospitality. Whether it’s clearly explaining menu items to a guest or coordinating with team members to ensure smooth operation, the ability to convey information clearly and politely is essential.

Employers value candidates who can communicate effectively with guests of diverse backgrounds and with colleagues across different departments.

Flexibility and Adaptability
The hospitality industry is fast-paced and ever-changing. Employers appreciate candidates who can quickly adapt to new situations. This doesn’t mean just being able to cover a shift at the last minute, it is about being able to adapt to a changing situation, or working in an area where you usually wouldn’t.

This flexibility helps businesses maintain high service standards even under pressure.

Attention to Detail
Small details can make a big difference in the guest experience. Whether it’s noticing a guest’s preference for extra pillows or ensuring a special meal request is accurately communicated to the kitchen, attention to detail is a quality highly valued by employers.

It demonstrates a commitment to excellence and can significantly enhance guest satisfaction.

Teamwork
Hospitality is a team sport. From the front desk to the kitchen, it requires cooperation to deliver quality service. Employers look for candidates who can work well within a team, respecting their colleagues and work with others towards a positive working environment.

Good teamwork skills include the ability to listen, contribute, and compromise when necessary.

Problem-solving
No matter how well things are planned, unexpected issues can arise in hospitality. Employers need staff who can think on their feet and come up with effective solutions to problems.

This might involve dealing with a dissatisfied guest or resolving a logistical challenge. A calm, creative approach to problem-solving is highly sought after in potential employees.

Professionalism
A professional attitude and appearance are crucial in hospitality. Employers expect their staff to act respectfully and maintain a high level of personal grooming.

Professionalism also includes reliability, punctuality, and the willingness to uphold the company’s standards and values.

Constant improvment
The best hospitality professionals are those who are committed to continuous learning and improvement. Whether it’s mastering a new software system, learning about the latest culinary trends, or understanding how to enhance guest experiences, employers value individuals who are eager to grow their skills and knowledge.

Embarking on a career in hospitality offers a world of opportunities to engage with diverse people, grow professionally, and make a real difference in guests’ experiences. If you feel that hospitality is the right industry for you and you want to find your first job, or whether you want to make the next step up in your career ReRecruitment is here to help. You can check out our hospitality job board to find our latest roles or email us, and a specialist member of our team will get back to you to discuss how we can help.

The way companies conduct job interviews has transformed dramatically in recent years, with the rise of remote work and the use of technology to facilitate hiring processes. Remote interviews have become the new norm, offering benefits for both employers and candidates.

The benefits of interviewing candidates remotely
One of the most obvious benefits in conducting remote interviews is the potential to open up job opportunities beyond geographic boundaries. It allows employers to tap into a global talent pool and candidates to explore positions that are further afield.

Interviewing candidates remotely also helps to cut down the time employers spend on the recruitment process.Whether it’s an initial interview or a final stage interview, remote interviews can help an employer to instantly see if a person might be a good fit for the company or not.

But for the process to be truly beneficial, remote interviews need to be conducted in the right way. Here are our tips on how to interview candidates remotely so you can quickly and conveniently find the right candidate to fill your vacancy.

How to interview candidates remotely
1. Prepare and Test Your Technology
Before the interview, ensure your technology is up to the task. This includes having a stable internet connection, a reliable video conferencing platform, and any relevant interview software.

Conduct a test run with a colleague to check for audio and video quality. Familiarise yourself with the platform’s features to prevent any technical hiccups during the interview.

2. Establish a Professional Environment
Just as you would expect the candidate to have a quiet and professional setting, make sure you do too. Ensure the room is clutter-free and well-lit, free from other employees and distractions.

Choose a neutral or professional background. You are representing your company’s brand and your interview set-up should reflect this.

3. Set Clear Expectations
Clearly communicate the format of the interview in advance. Inform the candidate about the technology you’ll be using, the duration of the interview, and any additional assessments or tasks.

Provide a schedule so candidates know what to expect, and allocate time for their questions.

4. Prepare Questions and Assessment Criteria
Develop a structured list of questions that are relevant to the role and company culture. Ensure these questions assess both technical and soft skills.

Create a set of criteria to evaluate candidates consistently. This will help you compare candidates objectively and make more informed decisions.

5. Use Video to Your Advantage
Video interviews allow you to gauge a candidate’s body language, expressions, and non-verbal cues. While not perfect, it does give you some insight into their demeanour and character.

Try to maintain some eye contact by looking at the camera rather than the candidate’s video feed. This creates a more engaging and personable interview experience.

6. Engage and Build Rapport
Remote interviews can sometimes feel a bit daunting and impersonal. To counter this, start the interview with a warm greeting and a brief introduction of yourself, the company and the job role to make the candidate feel comfortable.

Listen actively, show empathy, and be responsive to the candidate’s cues. Building rapport is crucial for an effective interview and even though you may need to work harder, it is still possible to build rapport remotely.

7. Establish good online interview etiquette
When conducting face-to-face interviews, it is normal for the conversation to flow two or more ways, as people interject and bounce ideas off each other. In a remote interview, these interjections can feel like interruptions, so you will need to use other techniques to keep the conversation flowing.

Ask questions to ascertain whether a candidate has finished what they need to say, and avoid interrupting candidates as they are speaking.

8. Discuss the follow-up procedure
After the interview, let the candidate know the next steps. Give them an idea about when they are likely to hear from you and whether they need to send in any more documentation to support their application.

If it’s appropriate, you could also offer feedback on the interview. Whether you expect to hire them or not, constructive criticism shows professionalism and respect for their efforts.

Need more help on how to interview candidates remotely?
Conducting a candidate interview remotely is becoming a normal part of the recruitment process and we are seeing a lot more of it happening at RE Recruitment. However, a remote interview is not the same as a face-to-face interview. If you follow these tips then you’ll get the most out of your remote interview and potentially recruit some talented candidates into your company. You can discover more Video Interviewing Best Practice for Client techniques in our blog or speak to one of our recruiters for more help and advice.

Working in hospitality provides you with lots of transferable skills that you can take forward to the next steps in your career.

But what are they and how can you apply them to a new job or sector? We have 5 key skills that you are bound to have in abundance after a career in hospitality.

1. How customer service can help your career
At its core, the hospitality industry is all about providing people with top-quality service. Whether you are providing a fine dining experience or cleaning rooms in a hotel, you are working towards the customer’s experience.

You may see your role as mundane. However, for a recruiter, they see someone with resilience, tenacity, and the ability to work in a fast-paced environment.

The buzz of the busy restaurant or the hustle of the hotel lobby is where you nurture your set of skills. From keeping cool in the kitchen’s heat to deftly managing a displeased guest, problem-solving becomes second nature.

2. The advantages of being an effective communicator
Communication skills are the bread and butter for any hospitality employee. You must clearly relay information to customers, coordinate your team, and sometimes even pacify tense situations.

The ability to truly listen and understand a customer’s issues shows signs of high emotional intelligence. Emotional intelligence is said to be one of the most important skills as we move into a more digital world.

3. Bringing a fine attention to detail
Whether it is a guest’s allergens or how they like their room prepared, attention to detail is important in every aspect of hospitality. Not only can the details mean the difference to a customer’s experience but also their safety.

The same attention to detail that is important in hospitality can also be beneficial in other areas. For example, when working on a contract, it is important to carefully review it for errors, such as spelling or missing information. Similarly, if you are working in manufacturing, it is important to ensure that the quality of the products is high and that they meet all safety standards.

A strong attention to detail can make you a dependable member of staff, whatever career you work in.

4. The ability to problem solve under pressure
Anyone who has worked in hospitality understands how important creative problem-solving is. This soft skill, trained by working with customers in demanding situations, can set you apart from those with more experience.

Whether you are a restaurant manager dealing with supply issues or a receptionist out-booking tired and angry guests. The ability to think on your feet and make clean conscious choices under pressure can help set you apart from any other candidate.

Changing your career
The foundation you have from your experience not only sets you up for an amazing career, but gives you the ability to be a better person. The biggest issue some people find when changing their career sector is their lack of experience in their desired sector. Finding temporary work is a great way to get over a lack of experience, and our temporary job listings make finding your job search easier.

Remember how amazing hospitality can be?
If reading this article has reminded you how amazing hospitality can be, check out our latest hospitality jobs here.

Whatever you choose as your next step on your career path, RE Recruitment has a team of experienced recruiters to help. Have any questions or need advice on what to do next? A specialist recruiter will be happy to help, call us on 01242 505 400 Or Email us at hello@rerecruitment.com.

In an evolving landscape of post-Brexit immigration rules, EU Settlement Scheme (EUSS) changes are noteworthy for EU workers and their employers. Understanding these changes is crucial to ensure you are compliant and avoid any hefty penalties.

Historically, EU workers without a rightful status under the EUSS could apply to EUSS and obtain a Certificate of Application (CoA) which gave them a statutory excuse for 6 months when checked through the Employer Checking Service. When the application was refused, or when the 6 months run out, applicants were able to make another application and continue working in the UK, however this changed from August 2023.

Key Changes Effective from August 9th, 2023
As of the 9th of August, 2023, the process has undergone significant changes. Late applicants need to demonstrate that they have “reasonable grounds” for their application delay before they can be issued a Certificate of Application.

The Home Office will conduct a thorough assessment to ascertain the validity of the application. This involves:

Verifying the applicant’s identity and biometrics.
Ensuring the entitlement to apply from outside the UK (where relevant).
Investigating the legality of entry into the UK, especially if joining a family member.
Evaluating the reasons for the delay in applying.
If the information provided is correct and the “reasonable grounds” are approved, a Certificate of Application will be issued. This together with a Positive Verification Notice from the Employer Checking Services will provide a time-limited statutory excuse lasting for six months.

Successful applicants will then receive a decision letter via email or post confirming their attainment of settled or pre-settled status.

Who Can Still Apply?
While the deadline for the majority to apply to the EUSS was on 30 June 2021, there are exceptions:

Family members of someone from the EU, Switzerland, Norway, Iceland, or Liechtenstein who had been residing in the UK by 31 December 2020 and have either settled or pre-settled status. This applies to those joining their family in the UK post 1 April 2021.
Children born or adopted in the UK after 1 April 2021.
Non-EU family members of eligible individuals from Northern Ireland.
Those exempt from immigration control or who ceased to be exempt post 30 June 2021.
Individuals with limited UK entry or stay permissions, such as work or study visas, that expire after 30 June 2021.
Grounds for Late Applications
Various reasons are accepted as “reasonable grounds” for missing the 30 June 2021 deadline. Some of these include:

Overlooked applications for minors by their guardians.
Medical condition, which prevent them from applying.
Lack of physical or mental capacity to apply.
Ongoing care or support needs.
Victims of modern slavery or abusive relationships.
Limited internet access or access to necessary documents.
Unawareness about the EUSS despite eligibility.
Lost permanent residence status post 30 June 2021. Had permanent residence status or a residence document that stopped being valid after 30 June 2021, and did not know you needed to apply to the scheme
Challenges accessing support due to COVID-19 restrictions.
Any other compelling, practical, or compassionate reason.
Automatic extension for pre-settled status
From September 2023, those with pre-settled status will receive an automatic 2-year extension, before it expires, if they have not obtained settled status. This will ensure that nobody loses their immigration status if they do not apply to switch from pre-settled to settled status.

What about employees who were hired before July 2021?

Employers are not required to make retrospective right-to-work checks on EEA national or family member employees who joined before 1 July 2021. If it comes to light that the person needs to apply for EUSS, the employer can ask them to apply within 28 days. If they do not apply within the 28-day time frame, the employer is expected to terminate their contract.

What happens if you employ someone illegally?
If is the employer’s responsibility to ensure that any potential employee has been granted settled status, pre-settled status or a certificate of application. Failure to check for any of them can put you at risk of non-compliance and mean you face a fine of up to £20,000 per worker. This figure is set to escalate to a staggering £60,000 per worker in the coming year.

As an employer, you are able to utilise the Home Office tool called the Employer Checking Service to assess workers eligibility to work if the status it not yet established or if you are not able to obtain enough evidence for the statutory excuse to be granted.

How RE can help
As healthcare employment specialists, we have the understanding and knowledge to help make sure you and your employees are compliant. We vet all candidates and check their settled status so you can be confident in your next hire. For any more information or to find out how we can help, call us on 01242 505 400 or email us at hello@rerecruitment.com, and a specialist team member will be more than happy to help.