Report exploitation

Report hidden worker exploitation in the UK

We need your help to reduce the exploitation of migrant workers by criminal gangs and abusive individuals

  1. Are you forced to do work when you don’t want to?
  2. Do you have to pay someone money to give you work?
  3. Are you forced to live in accommodation against your will?
  4. Is someone controlling your identity documents or bank account?
  5. Is someone threatening or intimidating you or your family?



    If you or someone you know answers yes to any of these questions:

    Watch the Stronger Together video on tackling modern day slavery.

    We make sure information about slavery and human trafficking and how to spot it is readily available to our clients, through regular e-bulletins to our database, dedicated training sessions and the provision of printed materials in all sectors that we work in.” – Pete Taylor – Operations Director at Encore

    Slavery and human trafficking statement

    The Modern Slavery Act 2015 requires large employers to be transparent about their efforts to eradicate Slavery and Human Trafficking in their supply Chain. The Act makes provisions about slavery, servitude and forced or compulsory labour and about human trafficking, including provision for the protection of victims. In accordance with the Act, this statement articulates our policies and practices around recognising and preventing human trafficking and slavery in the global supply chain.

    Structure, business and supply chains

    Encore Personnel supply over 3500 ‘blue collar’ workers to 500 companies every week. We employ 170 staff in 25 branch and on-site locations throughout the UK. Our workers are recruited from throughout the EU and employed in the UK. From time to time when skill shortages are particularly acute Encore might recruit directly from the EU whilst always advertising vacancies in the UK.

    Policies and procedures gangmaster’s licencing

    We are licensed labour providers under the provisions of the Gangmaster Licencing Act 2004 and accordingly adhere to the main standards. The standards are all legal requirements to protect workers from poor treatment and exploitation. They cover issues such as working hours, training, terms and conditions, the national minimum wage and transport to ensure labour providers meet the basic safety and welfare standards.

    There are 8 standards covering the following subject areas:

    • Fit and Proper Test
    • Pay and Tax matters
    • Prevention of Forced Labour and Mistreatment of Workers
    • Accommodation
    • Working conditions
    • Health and Safety
    • Recruiting Workers and Contractual Arrangements
    • Sub-Contracting and Using Other Labour Providers

    Recruitment and employment confederation

    Encore Personnel are members of the Recruitment and Employment Confederation (REC). The REC Code of Professional Practice has been created to ensure that all members of the REC conduct their businesses ethically, to the highest standards and promote good practice. It is binding on all corporate members.

    Encore Personnel adheres to the REC Code, which requires basic statutory compliance as well as higher ethical standards in 10 principles:

    • Respect for Laws
    • Respect for Honesty and Transparency
    • Respect for Work Relationships
    • Respect for Diversity
    • Respect for Safety
    • Respect for Professional Knowledge
    • Respect for certainty of Engagement
    • Respect for prompt and accurate payment
    • Respect for Ethical International Recruitment
    • Respect for Confidentiality and Privacy

    Processes to assess and manage risks

    By adopting the guidance of the Stronger Together organisation all of our recruiters observe (and monitor sub-contractor’s activity) the following practices to assess and manage risks:

    • Only interview applicants in an approved location.
    • Not allow applicants to complete registration documents on behalf of others.
    • Not accept money, favours or any gifts at all from applicants or workers.
    • Not loan any personal money to temporary workers.
    • Notify a manager when informed by an applicant or worker that they have paid money to be introduced to the Company.
    • Not allow an unauthorised agent or individual to introduce job applicants to the Company.
    • Notify a manager when suspecting an individual of introducing job applicants to the Company for personal gain.
    • Not act as landlords or be in involved in the provision of accommodation, transport or other paid for services to workers.
    • Not allow anyone other than an authorised person to choose which workers are selected for work shifts.
    • Not force or coerce temporary workers to work against their will.
    • Not threaten or subject workers to physical or mental mistreatment.
    • Treat applicants and workers with dignity and respect.
    • Raise any knowledge or suspicions of illegal or dubious activities regarding agents, temporary workers or colleagues to a manager immediately.

    Performance indicators

    Our Central service function uses the following indicators to measure the effectiveness in ensuring that slavery and human trafficking is not taking place in the business or our supply chains:

    • Checking addresses shows high occupancy of particular houses of agency workers.
    • Checking bank accounts shows a number of unrelated workers paid into one account.
    • Checking mobile phone numbers shows a number of unrelated workers contactable through one number.
    • Check documents for same next of kin and /or same place of origin/location in home country.


    We adhere to standards of responsible conduct and train employees to treat each other with respect, and to adhere to laws, regulations and standards. Training, referencing practices detailed above, is undertaken:

    • Within 3 months of a new consultant starting at Encore at their induction
    • And then again in a more detailed version at developmental training at the Managers Training Academy (MTA)