£30m in Fines for Creaking Employer Compliance

Compliance is an integral part of the modern recruiting process, and with good reason. Like it or loathe it, compliance adds structure to your recruitment methods – ensuring you comply with both external legislation and your internal policies. It can improve standards and add a vital layer of protection for both the hirer and the candidate.

However, it seems that many employers do not have a robust compliance process. A recent study by Giant Group has revealed that in 2014, almost two thousand Notifications of Liability (NOL) notices for civil penalty were issued to employers in the UK. Many NOLs were issued to employers for failing to perform even the most basic compliance checks on new hires. The total cost of these penalties reached a staggering £30m last year, despite the government doubling the maximum penalty from £10,000 to £20,000.

So, what can employers and recruiters do to ensure their compliance processes are up to scratch, and can technology help you stay on the right side of employment law?

A Robust Compliance Process is Key