Send CV

1. SCOPE

This policy and procedure applies to all jobseekers and workers within the business whether internal staff and management, or supplied to a Labour User, or sub-contracted Labour Provider.

2. RESPONSIBILITY

All staff are responsible for upholding the commitment to ensure that no child labour is used.

Allstaff are responsible for:

  • Establishing that all jobseekers’ ages are above the basic minimum age before they start work or before migrant jobseeker's travel.
  • Recording evidence in workers’ personnel records.
  • Escalating cases to a relevant senior manager where it is suspected or identified that a worker younger than the basic minimum age has been recruited or has applied to work.

Directors / Managers are responsible for:

  • Managing cases where it is suspected or identified that a worker younger than the basic minimum age has been recruited or has applied to work.
  • Continuously improving the way the business ensures that no child labour is used.
  • Confirming and agreeing with client(s) that no child labour will be used.


3. POLICY STATEMENT

Paisley Secretarial Services Ltd T/A Allstaff believes that child labour is a form of exploitation and a breach of international human rights laws. It deprives children of their childhood, their potential and their dignity, interferes with their education and is harmful to their physical and mental wellbeing.

We will not tolerate the recruitment or use of child labour in any of our operations, and expect the same commitment and practice from any of our business partners.

This policy is fully supported by senior management and has been agreed with worker representatives.

4. POLICY COMMITMENTS

Our business commits to comply with the legal and other requirements listed below:

  • No worker under the age of 16 is recruited or employed/engaged in our business or labour supply chain. Date: June 2026
  • Where migrant workers are recruited in their country of origin, no worker under the age of 18 at the date of travel, will be recruited or employed/engaged in our business or labour supply chain.
  • No worker under the age of 18 will be recruited or deployed to undertake hazardous work (any work which is potentially hazardous or injurious to their health, safety, mental well-being or development).
  • Where child labour is suspected or identified, it is remediated in the best interests of the child.


5. PROCEDURE

All relevant staff are trained and/or have the knowledge and skills required to uphold our commitment that no child labour is used. The required knowledge and skills include those necessary to understand:

  • The legal definition of child labour, including hazardous work and light work.
  • The requirements set out in this policy and procedures, current and relevant national laws and guidance as well as relevant social compliance standards and client requirements.
  • The risks related to child labour and recruitment of children into hazardous work.
  • When and how to escalate potential issues.

As part of the application process, each jobseeker is asked to present an original identity document that establishes their age e.g. passport, birth certificate or identification card. All documents are checked to ensure that the worker is older than the basic minimum age of employment, and that the document is genuine.

Copies of all documents that establish the worker’s age are taken, and held in the worker’s personnel record.

Where age verification establishes that a worker is under 18 years old (and above the basic minimum age) this is recorded and the relevant staff are notified to ensure that the worker is not deployed to undertake hazardous work.

All workers, jobseekers and staff understand how to, and can raise grievances, complaints, concerns, suggestions and ideas related to child labour, and are able to access remedy. All such issues are dealt with confidentially and anonymously (where requested) and workers reporting issues are protected from detriment.

6. REMEDIATION

Where it is suspected that a worker is already working, or a jobseeker is applying for a job, who is younger than the basic minimum age, the issue is escalated to Director / Manager. When it is identified or suspected that a worker or jobseeker is under the basic minimum age, the Director/Manager acts to investigate in a timely, professional and unbiased manner ensuring that:

  • The best interests of the child are the primary consideration.
  • Any remediation does not make the child and his family more vulnerable to harm or abuse.
  • Appropriate child labour and protection experts are involved as needed.
  • The situation is explained to the child (and where possible the family/guardian) in a language they understand. Date: June 2026
  • Any indicators that the child is a victim of human trafficking or criminal activity are reported to relevant law enforcement and organisations who provide support for victims.
  • A detailed investigation is initiated without delay, to identify the root cause of the child’s involvement in child labour and how best to remediate.


7. MONITOR, REVIEW AND IMPROVE

Director / Manager is responsible for the continuous improvement in the ways we ensure there is no child labour, including monitoring practices, reviewing whether improvements are needed, and improving plans and practices based upon the review.

8. ACCOUNTABILITY AND VERSION CONTROL

This document is effective from: June 2026
This document is approved by: Carolyn Moir-Grant (Managing Director)
For questions or queries about this document, contact: 0141 887 1137