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&copy; Secure Resourcing Ltd. Company number 12424217. Registered in England &amp; Wales

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Can't find the job you're looking for?&nbsp;Complete this short form &amp; submit your CV then we will do the rest(Permitted file size is 5Mb and file types are: doc, docx, txt, pdf, rtf, xls)

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Secure Resourcing Limited Unit B, Ascensis Tower Juniper Drive London SW18 1AY

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<a href="mailto:info@secureresourcing.co.uk" title="info@secureresourcing.co.uk" target="_blank" rel="noopener">info@secureresourcing.co.uk</a>

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<a href="https://www.recruiterweb.co.uk" title="RecruiterWEB" target="_blank" rel="noopener"> Recruitment website by www.recruiterweb.co.uk</a>

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We are Secure Resourcing. A specialist recruitment business dedicated to changing the face of security.

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If you would like to send us your CV or start the registration process so that we can identify suitable roles for you, please compete the form below.

Submit CV

If you would like to send us your CV or start the registration process so that we can identify suitable roles for you, please compete the form below. If you have a CV or careers summary please upload that as well and we will get in touch to discuss how we can we might be able to work together.

Complete our form here to submit a testimonial

Submit Testimonial

If you have worked with us before and enjoyed the experience (or maybe you didn&rsquo;t) we really value the feedback.We are always looking to improve the service we deliver to our candidates and so any feedback would be appreciated, and who doesn&rsquo;t like to hear when they have done something well?You can tell us what you think here and thank you for taking the time.

Refer a Friend

Secure Resourcing use a number of ways to identify the best talent available but we find one of the most effective is referral from our workers and other professionals in the market.'Refer a Friend&rsquo; is a way for you to introduce friends, family, current or former colleagues to Secure Resourcing. You can earn up to &pound;150 for each person you refer and you can refer as many people to us as you like.If they are not known to us already and subsequently complete an agreed number of working hours through us or we place them into a permanent position then if you are working for us we will pay you the relevant amount or if you are not, we will provide vouchers to the equivalent value.If you would like to &lsquo;Refer a Friend&rsquo; you can provide their details here.

If you are looking for a role in Security then why not?

Why Secure Resourcing?

If you are looking for a role in Security then why not work with us?Whether you are a security professional with double digit years of experience or someone looking to take your first steps in the world of security, Secure Resourcing is interested in you. Our experienced recruiters are happy to help you with your job search with anything from creating your CV, helping you prepare for interviews to negotiating your salary.We can help save you trawling through endless job sites and company jobs pages by identifying suitable roles on your behalf, including open market job vacancies, roles exclusively sourced by Secure Resourcing or maybe even a role that has only become available because we spoke to one of our clients about you.Secure Resourcing cover a number of different sectors but currently our main demand is in the areas of high end retail, hospitality, events and NHS premises.We specialise in temporary, temp to perm and permanent contract opportunities and we are looking for entry level to management, part time, full time and ad hoc workers. If you match our clients&rsquo; needs and they match yours then it&rsquo;s our job to bring you together.&nbsp;

Why SRL?

Before Secure Resourcing can engage you on any of our temporary assignments, you need to be cleared by our Compliance and Vetting Team.

Documents Required

Before Secure Resourcing can engage you on any of our temporary assignments, you need to be cleared by our Compliance and Vetting Team.We use the British Standard&nbsp; BS7858 as our baseline screening standard as not only does this satisfy the requirements of our SIA ACS (Approved Contractor Scheme) clients but also provides all of our clients with the reassurance that any Secure Resourcing operatives deployed on their sites have the right to do so.BS7858 is a British Standard for screening individuals employed in a security environment. The requirements of BS7858 include the following:<ul><li>Identity checks: Verification of the candidate&rsquo;s identity using official documentation such as passport, driving license, or national identity card.</li><li>Employment history: Verification of the candidate&rsquo;s previous employment history, including any gaps in employment, and checking references.</li><li>Criminal record checks: Verification of the candidate&rsquo;s criminal history through a Disclosure and Barring Service (DBS) check or the Scottish equivalent, Disclosure Scotland.</li><li>Financial checks: Verification of the candidate&rsquo;s financial history, including credit checks, to assess their suitability for employment in a security environment.</li><li>Qualifications: Verification of the candidate&rsquo;s academic and vocational qualifications.</li><li>Character references: Checking the candidate&rsquo;s character references to assess their suitability for employment in a security environment.</li><li>Right to work checks: Verification of the candidate&rsquo;s right to work in the UK.</li><li>Security screening interview: Conducting a security screening interview to assess the candidate&rsquo;s suitability for employment in a security environment.</li><li>Screening report: Preparation of a screening report, which should be kept up to date and reviewed regularly.</li></ul>To satisfy these requirements will you need to provide the following documentation as a minimum:<ul><li>Completed application form which include personal information and employment history (including education and unemployment periods, contact details and dates).</li><li>Signed consent form (authorisation to contact previous employers)</li><li>Signed Working Time Regulation form</li><li>Payroll information (Bank Account details)</li><li>Passport / ID</li><li>2 x Proof of address (Bank statement or utility Bill (but not mobile phone bills) dated within the last 3 months</li><li>SIA Badge (if held)</li><li>DBS dated within the last 12 months or registered on the Update Service (if held)</li><li>Overseas police certificate, if not in the UK for the last 5 years</li><li>Share code to confirm Right to Work in the UK (if GB passport not held)</li></ul>If you intend working on a Limted Company / PSC basis you will also need to provide the following information and/or documentation:<ul><li>Company Name</li><li>Company Registered Address</li><li>Company registration number</li><li>Proof of UK Bank Account</li><li>Public Liability Insurance (minimum &pound;1,000,000)</li><li>Employers Liability Insurance</li><li>VAT Certificate (if applicable)&nbsp;</li></ul>Original documents will need to be provided for copy and verification prior to engagement on any Secure Resourcing assignments.Online forms for completion can be found by <a href="/cm/team/documents-and-downloads" title="clicking here">clicking here</a> or going to <a href="/cm/team/documents-and-downloads" title="Documents and Downloads">Documents and Downloads</a> in the About Us section of this website.

The aim of the Agency Worker Regulations (AWR) is to ensure that individuals who work for temporary work agencies.

Understanding IR35

IR35 and Off-Payroll Working RulesWhat is IR35? Enforced and managed by His Majesty&rsquo;s Revenue and Customs (HMRC), the off-payroll working rules make sure that a worker (sometimes known as a contractor) pays broadly the same Income Tax and National Insurance as an employee would.Since April 6th 2021, the rules apply to any worker, whether working in the public or private sector, who provides services to a client through their own intermediary (usually a limited company) and would have been an employee if they were providing their services directly to that client. The rules are sometimes known as &lsquo;IR35&rsquo;.Who the rules apply toYou may be affected by these rules if you are:<ul><li>a worker who provides their services through their own intermediary to a client</li><li>a client who receives services from a worker through their intermediary</li><li>an agency or other supplier providing workers&rsquo; services through their intermediary</li></ul>There are different rules that apply to those working for a small business and those working for mid or large-sized businesses.The client is the person who is or will be receiving the services of a worker. They may also be known as the engager, hirer or end client.A worker affected by the rules may provide their services through:<ul><li>a limited company, usually known as a personal service company (PSC)</li><li>a partnership</li><li>another individual</li></ul>A PSC is not defined in law but typically is a limited company that a worker controls and has some interest in, through which the worker provides their services.When the rules applyThe off-payroll working rules apply if a worker provides their services through their own intermediary (usually a limited company, often known as a PSC).The person responsible for determining whether the worker is employed for tax purposes, depends on if the client is:<ul><li>in the public sector</li><li>in the private and voluntary sectors</li><li>is a small business</li></ul>In most cases, the client will be responsible for determining the employment status of the worker. However, if a worker provides services to a small client outside the public sector, the worker&rsquo;s intermediary is responsible for deciding the worker&rsquo;s employment status and if the rules apply.The rules about size only apply to clients. All agencies, regardless of size, will have some responsibilities where the off-payroll working rules apply, particularly where the agency is the deemed employer.Who decides if IR35 applies?The off-payroll working rules apply on a contract-by-contract basis. A worker may have some contracts which are within the off-payroll working rules and some which are not. A contract for the purpose of the off-payroll working rules is a written, verbal, or implied agreement between parties.If the rules apply, the client is responsible for determining the worker&rsquo;s employment status for tax, and they should produce a status determination statement (SDS) including the reasons for their determination.A worker&rsquo;s employment status for tax determines the taxes the worker and the deemed employer need to pay, depending on whether a worker is determined as employed or self-employed.If the worker is deemed to be employed for tax purposes, the deemed employer must deduct Income Tax and employee National Insurance contributions from fees paid to the worker&rsquo;s intermediary. Employer National Insurance contributions and Apprenticeship Levy, if applicable, must be paid to HMRC by the deemed employer.Do I have to continue working through my Limited Company?No you do not. Secure Resourcing runs a PAYE (Pay As You Earn) payroll and so Secure Resourcing would be responsible for making any relevant tax deductions and payments. Any holiday pay and optional pension schemes would also be automatically calculated. It would just be a matter of issuing a PAYE contract and the provision of relevant tax and payment information. It&rsquo;s likely this would mean you would be responsible for less administration than running your limited company.&nbsp;You can use the HMRC Check Employment Status for Tax (CEST) tool to find out how the HMRC are likely to view a specific engagement, whether you should be classed as employed or self-employed for tax purposes. That can be found by <a href="https://www.gov.uk/guidance/check-employment-status-for-tax" title="https://www.gov.uk/guidance/check-employment-status-for-tax into your browser" target="_blank" rel="noopener">clicking here</a>&nbsp;or pasting https://www.gov.uk/guidance/check-employment-status-for-tax into your browser.

In line with legislative requirements, as an employment business, Secure Resourcing need to agree terms and conditions before starting to find work for work-seekers.

Candidate Terms of Business

In line with legislative requirements, as an employment business, Secure Resourcing need to agree terms and conditions before starting to find work for work-seekers.You can download our Standard Terms and Conditions by following the links below or by visiting the <a href="https://www.secureresourcing.co.uk/cm/team/documents-and-downloads" title="Documents and Downloads">Documents and Downloads</a> section of this website.&nbsp;TERMS AND CONDITIONS - PAYE WORKER<a href="https://www.secure-resourcing.gen-dev-docker.recruiterweb.net/static/download_files/PAYE-Contract-Columns-0423v1.pdf" title="PAYE Worker Terms &amp; Conditions"><img src="https://www.secureresourcing.co.uk/static/imglib/pdf.png" height="66" width="66" alt="PDF" title="PAYE Worker Terms and Conditions" /></a>TERMS AND CONDITIONS - PSC (LIMITED COMPANY WORKER)<a href="https://www.secure-resourcing.gen-dev-docker.recruiterweb.net/static/download_files/PSC-Candidate-Contract-InsideIR35OptOut0423v1.pdf"><img src="https://www.secureresourcing.co.uk/static/imglib/pdf.png" height="67" width="67" alt="PDF Logo" title="PDF Logo" /></a>TERMS AND CONDITIONS - PSC (OUTSIDE IR35 COMPANY WORKER)<a href="https://www.secure-resourcing.gen-dev-docker.recruiterweb.net/static/download_files/PSC-Candidate-Contract-OutsideIR350423v1.pdf" title="PSC OUTSIDE IR35"><img src="https://www.secureresourcing.co.uk/static/imglib/pdf.png" height="64" width="64" alt="PDF LOGO" title="PDF LOGO" /></a>

Frequently Asked Questions

Q: How do I apply for any jobs I see advertised?A: There are a number of ways you can apply for roles with Secure Resourcing. The easiest way is to visit our Jobs Page here where all of our current roles will be listed. If you don&rsquo;t see a role that interests you, you can either provide your details by completing the Contact Us form at the base of this page or you can email jobs@secrureresourcing.co.ukQ: Can I apply for more than one role at a time?A: Yes, you can apply for as many roles as you like with Secure Resourcing. However when applying for roles through us we will always ask whether you have applied for the role or any similar roles with the same client before. This is because experience tells us that if you apply for the same role through more than one agency, this can often count against the applicant in the client&rsquo;s eyes.Q: Can I only register with one agency?A: NO, you can register with as many agencies as you like. However we recommend that you do not register with any more than two initially so that you can effectively stay on top of your applications, and gives the agency the opportunity to identify roles on your behalf and represent you more effectively, limiting the possibility of your details being presented to the client more than once (see previous Q&amp;A)Q: What documents do I need to provide?A: You can find a full list of the documents you will need before working through Secure Resourcing by visiting our Documents Required page on this website.Q: Do I need to have an SIA licence?A: Secure Resourcing offer a number of roles that require an SIA licence but we also recruit for roles that do not need an SIA licence. Your Secure Resourcing contact will make sure you are aware of whether a licence is required for any roles you apply for through us.Q. Can I work through you on a Self Employed basis?A. Unfortunately not. Secure Resourcing offer three different options for engagement and payment.Secure will only engage contractors and temporary workers on a PAYE, Limited Company (aka PSC / Personal; Service Company) or Umbrella Company basis. These 3 models all ensure that liability for unpaid taxes and insurance related matters are limited and therefore minimise the risk of issues such as this affecting SR or our clients.We do not work with Sole Traders, Partnerships , Limited Liability Partnerships, Limited Partnerships or any UTR only workers.&nbsp;&nbsp;

Candidate Frequently Asked Questions

As a business, Secure Resourcing is committed to increasing both the levels of diversity and opportunity available within security in the UK.

Apprenticeships and Training

As a business, Secure Resourcing is committed to increasing both the levels of diversity and opportunity available within security in the UK.One of the many ways we are trying to do this is by engaging with groups and communities that may not have originally considered working in security as a career previously.Are Apprenticeships for You?Secure Resourcing has a network of apprenticeship facilitators, employment and training organisations who can help candidates with limited or no experience gain the necessary opportunities and qualifications to get them started within security and act as a stepping stone to temporary and permanent roles with Secure Resourcing and our clients.This may be gaining a Security Industry Authority (SIA) accreditation or other beneficial new or refresher training in complementary areas such as Theft &amp; Shoplifting or Dealing with Stress &amp; Mental Health.One widely held misconception is that apprenticeships in the UK are only available to school leavers or those under 21. However they can also be undertaken by individuals of any age who are looking to learn new skills or change career paths. Upon completion of an apprenticeship, apprentices receive a nationally recognised qualification that demonstrates their skills and knowledge to potential employers.An apprenticeship combines on-the-job training with classroom-based learning. It is a structured way for individuals to gain the knowledge, skills, and experience they need to succeed in a particular industry or profession, while also earning a wage.Using the Apprenticeship Levy Secure Resourcing also encourage clients to use funds available through the Apprenticeship Levy to finance the training of newly hired candidates through Secure Resourcing and we offer the use of our training partners to help maximise value from their investment.The Apprenticeship Levy is a government initiative that was introduced in April 2017. It requires all UK employers with an annual payroll of over &pound;3 million to pay a levy of 0.5% on their total payroll bill. The money raised through the levy is then put into a fund that employers can draw from to fund apprenticeships for their staff.The aim of the Apprenticeship Levy is to encourage more employers to invest in apprenticeships as a way of developing the skills of their workforce and addressing skills shortages in the UK. By making it a requirement for larger employers to contribute to the funding of apprenticeships, the government hopes to increase the number of apprenticeships available and improve the overall quality of training.&nbsp;

How to Write a CV

Here are some hints to help you write your CV or Career SummaryPersonal DetailsAt the top of your CV, include your full name, phone number, email address, and home address. You can also include your LinkedIn profile or any other professional social media profiles.Summary ParagraphWrite a brief statement that summarises who you are, your strengths, and what you can bring to the role. It should be a short paragraph that captures the reader's attention.SkillsList your relevant skills and qualifications, such as Retail or Corporate experience, SIA Door Supervision Licence or Emergency First Aid at Work, computer skills, languages spoken, or any qualifications you have earned.<img src="/static/imglib/CV-joao-ferrao-4YzrcDNcRVg-unsplash.jpg" height="427" width="569" alt="CV Writing" title="CV Writing" />Work ExperienceList your work history in reverse chronological order, starting with your most recent job. For each position, include the job title, company name, employment dates, and a brief description of your responsibilities and achievements. Add more detail to recent relevant roles and less detail for older less relevant rolesFormat your CVUse a simple font and make the formatting consistent throughout the document. Use bullet points to make your CV easier to scan. Make sure there are no spelling or grammar errors.Education and AwardsAt the end of your CV list your academic achievements. Include the name of the institution, the degree, examinations or qualifications you received and the year you received them.&nbsp;Although you should write a comprehensive CV, ideally you should tailor your CV and applications to the specific job you are applying for. Your CV should not be any longer than 2-3 pages of A4 to ensure you retain the interest of the reader.

 Whether you are a security professional with double digit years of experience or someone looking to take your first steps in the world of security, Secure Resourcing is interested in you.

Find security work

Whether you are a security professional with double digit years of experience or someone looking to take your first steps in the world of security, Secure Resourcing is interested in you.We specialise in temporary, temp to perm and permanent contract opportunities and it&rsquo;s not just how much experience you have in a certain role but what you can bring to a new one. If you match our clients&rsquo; needs and they match yours then it&rsquo;s our job to bring you together,As a People First recruiter, we do our best to make it as easy as possible for you to work with us as we look to build mutually beneficial relationships, both personal and professional. Possibly more important, we do what we say we are going to do and if we can&rsquo;t do it, we will tell you.We are here to help and so whether that is help with writing or updating your CV, identifying training courses that can help you advance your career, working with you to make that step into a supervisory or management role or finding you that first job in security, we are here to help.You can either visit our <a href="/cm/jobs" title="Latest jobs">Vacancies Page</a> or complete the form at the bottom of this page and we will contact you to arrange a free and informal chat about how we can help you take your next step.&nbsp;

Candidates

In August 2022 there were 64,226 active security guarding licences.

Why Work with Secure Resourcing?

In August 2022 there were 64,226 active security guarding licences. [1]Reports generated from the SIA licensing system show that the number of active security guarding licences is lower than 5 to 10 years ago, and down by nearly 30% from its peak.Similarly, the number of security guarding licence applications in the financial year April 2021 to March 2022 is lower than it has been in the last 10 years, down by almost 50%.Some security guarding companies told the SIA that they find it difficult to recruit security guards. The industry perception is that there is a 50/50 split between experienced guards and those who are new to the industry. The challenge is retaining staff due to the pressure and the risks in the role. Attracting new staff with low pay, increased training costs, vetting difficulties and other factors make the industry unattractive to younger people.When asked what measures would help address the problem of recruitment and retention in security guarding the following were identified:<ul><li>An increase in salary, especially to retain experienced staff</li><li>Being able to provide a career path to show an individual the possibilities of further advancement &bull; Better public perception of the private security industry, especially security officers &ndash; understanding that today's responsibilities and roles are well beyond what they used to be</li><li>Flexibility of working hours and shifts to attract a more diverse workforce</li><li>More accessible licence-linked training</li><li>Clients to pay higher rates to reflect the risks of security guarding roles</li><li>Less restrictive vetting and recruitment processes</li></ul>Experience shows us these challenges do not just face security guarding companies but many other businesses engaging security skilled staff.How Can Secure Resourcing Help?We recognise that recruiting can be a time-consuming process, especially if a company is looking to fill multiple positions and the requirements of their core business are where they need to focus their attention and that of their employees. Recruitment is OUR core business.We can take care of the initial screening process, shortlisting suitable candidates, and conducting initial interviews, saving the business time and effort.We also ensure that all of our temporary workers are thoroughly screened to BS 7858 security standards so you can rest assured, whether you are an ACS certified business or not, that any temporary staff provided by Secure Resourcing have met the same levels of vetting as required by the Security Industry Authority to achieve Approved Contractor Scheme status.Access to the Skills and People You NeedAs a business we do not shout about the size of our database of candidates but about our ability to identify and provide the type of people your business needs, because if we don&rsquo;t know them already we will go and find them. But we can only find them if we know what our clients NEED rather than what they want. We will tell you what you have to be able to offer if those needs are to be met. The old phrase &ldquo;you get what you pay for&rdquo; is just as relevant today as it ever was but we will also highlight the additional value that the right people can bring to our client organisations if they can have what may be other non-financial needs met. We never forget we work with people and ensure our clients do the same.Increasing Your &ldquo;Good Hire&rdquo; RatiosWe will have matched our proposed candidates to the agreed matrix of need for the position that we have sourced for you and so will always be confident that the candidates we engage on your behalf or submit to you permanent recruitment process are capable of meeting those recognised needs.Secure Resourcing provide both temporary and permanent hire services and we apply the same rigour of service levels to both. Because of this, we can also provide what is in effect a try before you buy service to our clients. Your initial requirement may be for temporary staff to help address a particular peak in your workforce needs but then you find that this need may be extended and so you need to increase your standing headcount. If you then identify one of our temporary workers as a suitable permanent hire then we are happy to propose favourable terms to facilitate their engagement if all parties are agreeable.Helping you Manage Your CostsMany businesses do not have a clear view on just how much it costs them to hire people. It&rsquo;s more than money spent on running adverts or paying an internal recruiter. How much time is wasted going though unsuitable CVs or interviewing unsuitable candidates, whether that is by recruiters, HR staff or hiring managers. Then you have the cost of background checks, vetting or security clearances. Is your business attending or even hosting career and recruitment events as well as running a recruitment web page or dedicated site.So if you want to<ul><li>Reduce your time to hire</li><li>Allow your people to concentrate on your core business and the roles you hired them for</li><li>Know your people are screened to BS 7858 security standards</li><li>Access the skills and people you need</li><li>Increase your &ldquo;good hire&rdquo; ratios</li><li>Improve your cost management</li><li>Know what you need to offer to get the people you want</li><li>Then you want to work with Secure Resourcing.</li></ul>[1] SIA Recruitment &amp; Retention in the Security Guarding Sector &ndash; Nov 2022

What is IR35? Enforced and managed by His Majesty’s Revenue and Customs (HMRC)

IR35 and Off-Payroll Working Rules

What is IR35? Enforced and managed by His Majesty&rsquo;s Revenue and Customs (HMRC), the off-payroll working rules make sure that a worker (sometimes known as a contractor) pays broadly the same Income Tax and National Insurance as an employee would.Since April 6th 2021, the rules apply to any worker, whether working in the public or private sector, who provides services to a client through their own intermediary (usually a limited company) and would have been an employee if they were providing their services directly to that client. The rules are sometimes known as &lsquo;IR35&rsquo;.Who the rules apply toYou may be affected by these rules if you are:<ul><li>a worker who provides their services through their own intermediary to a client</li><li>a client who receives services from a worker through their intermediary</li><li>an agency or other supplier providing workers&rsquo; services through their intermediary</li></ul>There are different rules that apply to those working for a small business and those working for mid or large-sized businesses.The client is the person who is or will be receiving the services of a worker. They may also be known as the engager, hirer or end client.A worker affected by the rules may provide their services through:<ul><li>a limited company, usually known as a personal service company (PSC)</li><li>a partnership</li><li>another individual</li></ul>A PSC is not defined in law but typically is a limited company that a worker controls and has some interest in, through which the worker provides their services.When the rules applyThe off-payroll working rules apply if a worker provides their services through their own intermediary (usually a limited company, often known as a PSC).The person responsible for determining whether the worker is employed for tax purposes, depends on if the client is:<ul><li>in the public sector</li><li>in the private and voluntary sectors</li><li>is a small business</li></ul>In most cases, the client will be responsible for determining the employment status of the worker. However, if a worker provides services to a small client outside the public sector, the worker&rsquo;s intermediary is responsible for deciding the worker&rsquo;s employment status and if the rules apply.The rules about size only apply to clients. All agencies, regardless of size, will have some responsibilities where the off-payroll working rules apply, particularly where the agency is the deemed employer.Who decides if IR35 applies?The off-payroll working rules apply on a contract-by-contract basis. A worker may have some contracts which are within the off-payroll working rules and some which are not. A contract for the purpose of the off-payroll working rules is a written, verbal, or implied agreement between parties.If the rules apply, the client is responsible for determining the worker&rsquo;s employment status for tax, and they should produce a status determination statement (SDS) including the reasons for their determination.A worker&rsquo;s employment status for tax determines the taxes the worker and the deemed employer need to pay, depending on whether a worker is determined as employed or self-employed.If the worker is deemed to be employed for tax purposes, the deemed employer must deduct Income Tax and employee National Insurance contributions from fees paid to the worker&rsquo;s intermediary. Employer National Insurance contributions and Apprenticeship Levy, if applicable, must be paid to HMRC by the deemed employer.Can we only use PAYE agency workers?No, as the client you can engage temporary workers through Secure Resourcing on a PAYE, Umbrella or PSC (limited company) basis.Once you have determined the worker&rsquo;s employment status and provided us with your SDS, then based on that determination (ie. Do they fall within or outside the IR35 criteria) then Secure Resourcing will ensure that they are paid in line with HMRC guidance and make any relevant tax deductions and payments as are appropriate.To produce your SDS, you should use the HMRC Check Employment Status for Tax (CEST) tool to find out if you, or a worker on a specific engagement, should be classed as employed or self-employed for tax purposes. That can be found by <a href="https://www.gov.uk/guidance/check-employment-status-for-tax" title="https://www.gov.uk/guidance/check-employment-status-for-tax into your browser" target="_blank" rel="noopener">clicking here</a> or pasting https://www.gov.uk/guidance/check-employment-status-for-tax into your browser.

The aim of the Agency Worker Regulations (AWR) is to ensure that individuals who work for temporary work agencies

Understanding AWR

The aim of the Agency Worker Regulations (AWR) is to ensure that individuals who work for temporary work agencies, also known as staffing agencies, receive the same basic working and employment conditions as employees who are directly employed by the company where they are working. The regulations are designed to provide protection for agency workers against discrimination and unfair treatment, while also helping to promote fair competition between businesses.The regulations cover issues such as pay, working hours, holiday entitlement, and access to training and career development opportunities. They also require that agency workers receive information about job vacancies within the company where they are working, to help promote their access to permanent employment opportunities.The legislation came into force on 1 October 2011, giving agency workers the entitlement to the same basic employment and working conditions as if they had been recruited directly, if and when they complete a qualifying period of 12 weeks in the same job.As an agency we cannot supply an agency worker to clients without certain information due to existing legislation including:<ul><li>The identity of the hirer, nature of business and location</li><li>Start date and duration of assignment</li><li>Job role, responsibilities and hours</li><li>The experience, training, qualifications and any authorisation which the hirer considers are necessary, or which are required by law, or by any professional body in order to work in the position</li><li>Any risks to health or safety known to the hirer and what steps the hirer has taken to prevent or control such risk</li><li>Any expenses payable by or to the work-seeker</li></ul>In addition, our clients will need to provide us with additional details in order to comply with these Regulations (usually found in standard terms and conditions or a company handbook), if and when an agency worker completes 12 weeks in a given job.As the entitlement to equal treatment begins in week 13, this information should be provided promptly and we will request it when we agree to accept the requirement from you as many clients often reflect Week 13 rights from Day 1. This includes<ul><li>The level of basic pay (based on the annual salary an agency worker would have received, as if recruited directly) if and when there are overtime payments and shift/unsocial hours allowances or risk payments for hazardous duties</li><li>Types of bonus schemes the hirer operates (and how individual performance is appraised and information on annual pay increments)</li><li>If they offer vouchers which have monetary value</li><li>Annual leave entitlement</li></ul>For more information on AWR you can <a href="https://www.gov.uk/government/publications/agency-workers-regulations-2010-guidance-for-recruiters" title="https://www.gov.uk/government/publications/agency-workers-regulations-2010-guidance-for-recruiters" target="_blank" rel="noopener">click here</a> or cut and paste <a href="https://www.gov.uk/government/publications/agency-workers-regulations-2010-guidance-for-recruiters" title="https://www.gov.uk/government/publications/agency-workers-regulations-2010-guidance-for-recruiters" target="_blank" rel="noopener">https://www.gov.uk/government/publications/agency-workers-regulations-2010-guidance-for-recruiters</a> into your browser.

If you have a Vacancy you would like us to work on, if you are thinking of looking to hire and would like to discuss options

Submit a Vacancy

If you have a Vacancy you would like us to work on, if you are thinking of looking to hire and would like to discuss options or would like to get a greater insight into the current market, just enter your details in the form below and we will get in touch to discuss how we can work together.If you already have a Job Description or other useful background information, it would help if you could upload that as well.

If you have worked with us before and enjoyed the experience (or maybe you didn’t) we really value the feedback.

If you have worked with us before and enjoyed the experience (or maybe you didn&rsquo;t) we really value the feedback.We are always looking to improve the service we deliver to our clients and so any feedback would be appreciated, and who doesn&rsquo;t like to hear when they have done something well?If you would like to share your experiences or provide any feedback, please do so below and thank you for taking the time.

Secure Resourcing is a recruitment and resource solutions business created to deliver quality temporary and permanent recruitment services

Clients

Secure Resourcing is a recruitment and resource solutions business created to deliver quality temporary and permanent recruitment services to clients looking for security skilled staff from personal and professional backgrounds that reflect their organisation, their principles and the communities that they operate within.As a business our clients are not only organisations that are looking to ensure a safe and secure environment for its employees, customers, or visitors, but they also want to engage professional, reliable and capable security staff who have come from backgrounds or have had life experiences that enhance the levels of service that they can offer.As well as experienced security professionals, Secure Resourcing actively approach and encourage candidates from less common or traditional life paths to consider, train for and become involved with security related work.The benefits of developing this type of diversity in our candidate base and so in the applicants and temporary staff that we supply to our clients encourages development of a diverse workforce which help companies better understand and respond to the needs of their customers and stakeholders, improve their performance, and create a more inclusive and constructive workplace culture.For those organisations that have a diverse customer base, they understand that employing a diverse workforce can help them better understand that customer base, and leads to improved customer satisfaction, engagement, reassurance and loyalty.For all of our temporary staff, we use the British Standard BS7858 as our baseline screening level as not only does this satisfy the requirements of our SIA ACS (Approved Contractor Scheme) clients but also provides all of our clients with the reassurance that any Secure Resourcing operatives deployed on their sites have the right to be utilised in that way.So whether working with security companies, facilities management businesses, retail, events, leisure, hospitality organisations or any other users of security skilled professionals, Secure Resourcing can provide any level of individual required from any number of relevant backgrounds.

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Our purpose is to change the face of security and many of the widely held misconceptions of what it means to work in the world of security.

Purpose and Values

OUR PURPOSEOur purpose is to change the face of security and many of the widely held misconceptions of what it means to work in the world of security.By providing professional, considered and people first recruitment services to our clients and candidates, we believe that we can further expand the opportunities available to candidates from all backgrounds and clients operating in all sectors.OUR VALUES<ul><li>Honesty &amp; Integrity</li><li>Diversity</li><li>Partnership</li><li>People First</li></ul>Secure Resourcing strives to be a values led purpose driven organisation. We aim to embody and display those values in our everyday interactions with everyone we come into contact with.Honesty &amp; IntegrityFirst and foremost we aim to be honest in everything we do. Whether promises or mistakes, they will always be made honestly.DiversityWe believe that the promotion and adoption of a diverse workforce brings positive benefits to workers, employers, customers and society.PartnershipWe seek to build genuine partnerships with our clients, our suppliers and our candidates. Authentic partnering means that through understanding each other&rsquo;s aims and principles we can achieve mutual success.People FirstWe never forget that what we do is all about people. Our candidates are people. Our clients are people. We are people and we believe that if people are treated with respect and understanding then they will do the same to the benefit of society as a whole.

Documents and Downloads

Here you can find useful links to documents that you may need to review if you decide to work with Secure Resourcing.&nbsp;MODERN SLAVERY POLICY<a href="https://www.secureresourcing.co.uk/static/download_files/modern-slavery.pdf" title="Modern Slavery"><img src="/static/imglib/pdf.png" height="64" width="64" alt="" title="Modern Slavery Policy" /></a>EQUAL OPPORTUNITIES POLICY<a href="https://www.secureresourcing.co.uk/static/download_files/SRL-Equal-Opportunities-Policy.pdf" title="EOP "><img src="/static/imglib/pdf.png" height="64" width="64" alt="" title="Modern Slavery Policy" /></a>CLIENT AWR INFORMATION REQUEST FORM<a href="https://www.secureresourcing.co.uk/static/download_files/SRL-Client-AWR-Information-Request-Form.pdf" title="Client AWR Request Form"><img src="/static/imglib/pdf.png" height="64" width="64" alt="" title="Modern Slavery Policy" /></a>KEY INFORMATION DOCUMENT &ndash; PAYE WORKERS<a href="https://www.secureresourcing.co.uk/static/download_files/SRL-Key-Information-Document-PAYE.pdf" title="KID - PAYE"><img src="/static/imglib/pdf.png" height="64" width="64" alt="" title="Modern Slavery Policy" /></a>KEY INFORMATION DOCUMENT &ndash; PSC (LIMITED COMPANY) WORKERS<a href="https://www.secureresourcing.co.uk/static/download_files/SRL-Key-Information-Document-PSC.pdf" title="KID - PSC"><img src="/static/imglib/pdf.png" height="64" width="64" alt="" title="Modern Slavery Policy" /></a>TERMS AND CONDITIONS - PAYE WORKER<a href="https://www.secureresourcing.co.uk/static/download_files/PAYE-Contract-Columns-0423v1.pdf" title="PAYE Worker Terms &amp; Conditions"><img src="/static/imglib/pdf.png" height="66" width="66" alt="PDF" title="PAYE Worker Terms and Conditions" /></a>TERMS AND CONDITIONS - PSC (LIMITED COMPANY WORKER)<a href="https://www.secureresourcing.co.uk/static/download_files/PSC-Candidate-Contract-InsideIR35OptOut0423v1.pdf" title="PSC IR35 Contract"><img src="/static/imglib/pdf.png" height="67" width="67" alt="PDF Logo" title="PDF Logo" /></a>TERMS AND CONDITIONS - PSC (OUTSIDE IR35 COMPANY WORKER)<a href="https://www.secureresourcing.co.uk/static/download_files/PSC-Candidate-Contract-OutsideIR350423v1.pdf" title="PSC OUTSIDE IR35"><img src="/static/imglib/pdf.png" height="64" width="64" alt="PDF LOGO" title="PDF LOGO" /></a>

We are always interested in speaking to people who feel they can contribute to the success of Secure Resourcing.

Join Secure Resourcing

We are always interested in speaking to people who believe they can contribute to the success of Secure Resourcing.You may have recruitment experience or other skills that we appreciate in our colleagues such as administrative or research skills, boundless energy or positivity, attention to detail or a singular focus to get the job done.We can offer training and support, flexible working practices, achievable performance related targets, incentives and cups of tea (with or without biscuits) but above all, we offer the opportunity to succeed in an environment designed to recognise your efforts and make the most of the abilities we believe are your strongest.If you are interested in joining us, then email <a href="mailto:info@secureresourcing.co.uk" title="info@secureresourcing.co.uk" target="_blank" rel="noopener">info@secureresourcing.co.uk</a> putting Join Us in the subject line, attaching a copy of your CV and giving a brief explanation of how you feel you can help us achieve our purpose to change the face of security.&nbsp;

Join Us

Dorothy House is located in Bradford-On-Avon near Bath and they provide exceptional personalised care to people in their community who are approaching death. They believe every life is incredibly precious, and no-one should face death alone.They deliver a range of services within people’s own homes, in the community and in their own suitably equipped hospice. They are dedicated to helping patients live their final days at home and arranging experiences that create precious memories for families and friends.These are some of the reasons why Secure Resourcing has chosen Dorothy House as one of our charity partners.

Dorothy House

Dorothy House is located in Bradford-On-Avon near Bath and they provide exceptional personalised care to people in their community who are approaching death. They believe every life is incredibly precious, and no-one should face death alone.They deliver a range of services within people&rsquo;s own homes, in the community and in their own well equipped hospice. They are dedicated to helping patients live their final days at home and arranging experiences that create precious memories for families and friends.These are some of the reasons why Secure Resourcing has chosen Dorothy House as one of our charity partners.Another is a highly personal one as Dorothy House provided invaluable support to our colleague Cameron and his family once his father was diagnosed with a terminal illness to which he eventually succumbed. That is also why we are so determined to do our own small something to help them continue to see individuals, families and loved ones benefit from their great work.Over the coming months we will be taking part in a number of fund-raising events and activities to help Dorothy House continue their brilliant and highly valued efforts.We will be updating this page so you will be able to keep up with what we are doing, what we have done and hopefully how much we raise.If you would like any more information about Dorothy House and the work that they do you can visit their website at <a href="https://www.dorothyhouse.org.uk/">https://www.dorothyhouse.org.uk/</a> by clicking <a href="https://www.dorothyhouse.org.uk/" title="Dorothy House">here</a>.

Meet our team

About Secure Resourcing

About us

Reflections on the Fortnight

I must say I have had a pretty busy but productive past couple of weeks. As well as several client, candidate and supplier meetings, both face to face and online, I attended the <a href="https://www.linkedin.com/company/security-industry-authority/">Security Industry Authority</a> National Conference, the <a href="https://www.linkedin.com/company/internationalsecurityexpo/">International Security Expo</a> and the<a href="https://www.linkedin.com/company/ingeus_3/"> Ingeus </a>London Jobs Fair and I have enjoyed them all.&nbsp;<img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/Blogs-and-News/WhatsAppImage2023-09-29.jpg" height="332" width="442" alt="Ingeus" title="Ingeus" />I'm lucky that the role I am in at the moment allows me the opportunity to engage with so many people as well as make time to continually expand my market knowledge and network of professional and personal contacts. The past couple of weeks has been a really healthy reminder that the business I am in is primarily a people business, something that can sometimes get a bit lost in the whirl of responsibilities related to sales, systems and process reviews, marketing, spreadsheets, P&amp;Ls, future proofing, colleague development and welfare and general business management.I have physically met people for the first time who I may or may not have been in contact with online or over the phone for several months and for me, although the benefits of technological development are obvious in so many ways, nothing beats a face to face.<img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/Blogs-and-News/WhatsAppImage2023-09-29SIA.jpg" height="345" width="459" alt="SIA" title="SIA" />The same goes for meetings, presentations and seminars. Although webinars and online sessions are great for wider attendance and participation, the impact, personalities and messages of the presenters do not always translate anywhere near as much as they do in &ldquo;real life&rdquo;.A case in point here was at the International Security Expo where I sat in on the Impact of Inclusion and Belonging in the Security Industry panel session hosted by <a href="https://www.linkedin.com/in/satia-rai/">Satia Rai</a>, CEO of IPSA (International Professional Security Association). In a very short space of time, the panel, made up of <a href="https://www.linkedin.com/in/sarah-hayes-fcipd/">Sarah Hayes</a>, HR Director - Securitas UK, <a href="https://www.linkedin.com/in/sarah-jane-cork-17791819/">Sarah Jane Cork</a>, Chief Growth Officer - City Group Security and <a href="https://www.linkedin.com/in/lisa-baskott-116398241/">Lisa Baskott</a>, Founder &amp; CEO - 2nd Line of Defence Ltd, covered subjects such as the death of Gaby Hutchinson, how inclusion when done right can benefit business, the security industry and the individuals working within them, the power of focus and mission as well as what good can look like if we all get on board to improve our professional environments and contribute to improving our communities and society as a whole.<img style="display: block; margin-left: auto; margin-right: auto;" src="/static/imglib/Blogs-and-News/WhatsAppImage2023-09-29ISEConference.jpg" height="587" width="441" alt="ISE" title="ISE" />Although I am sure it would have been a good session anyway, seeing the presentation live and then getting the opportunity to interact with panel members and other attendees immediately afterwards only enhanced the experience.So as I approach the next couple of weeks which thankfully has more face to face meetings, as well as those online, I am looking forward to enjoying and benefitting from the opportunity to physically interact with clients, candidates, colleagues and suppliers and hoping they profit from them as much as I do.John Wood is the Founder and MD of Secure Resourcing.Originally posted 29/09/23

Here we will publish news, blogs and articles on any subject related to Secure Resourcing

News & Blogs

Here we will publish news, blogs and articles on any subject related to Secure Resourcing, the world of security or even more general matters that we hope you might find interesting. We also welcome contributions so if you would like to offer an article or an idea for something you would like to see us write about, you can email us on <a href="mailto:info@secureresourcing.co.uk" title="info@secureresourcing.co.uk" target="_blank" rel="noopener">info@secureresourcing.co.uk</a>.

Secure Resourcing Limited, Unit B, Ascensis Tower, Juniper Drive, London, SW18 1AY

Contact Us

Call 0203 355 0989

Modern Slavery Policy

Download our policy here, click the icon below.&nbsp;<a href="https://www.secure-resourcing.gen-dev-docker.recruiterweb.net/static/download_files/modern-slavery.pdf" title="Modern Slavery Policy" target="_blank" rel="noopener"><img src="/static/imglib/pdf.png" height="128" width="128" alt="" /></a>

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resilience-security-officer-greater-london-rso1-28233

Resilience Security Officer Job; Location: Greater London

Resilience Security Officer Job in Greater London

With over a decade of specialised recruitment expertise, now, with a strong focus on the security sector. His extensive experience spans various domains, including Education, Fintech, and Digital. 

Adam possesses over a decade of specialised recruitment expertise, refined with a keen focus on the security sector.Adam's wealth of experience spans diverse industries, including, Education, Fintech, and Digital realms. Adam derives immense fulfilment from his adeptness in collaborating closely with clients, attentively understanding their needs and surpassing their expectations.Adam's knack for pairing top-tier talent with enriching roles within the security sector underscores his commitment to facilitating the advancement of professionals. Dedicated to not just utilising their skills but also bolstering the safety and welfare of society through strategic placements.&nbsp;

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Jobs found: 2 result(s)

Resilience Security Officer

Resilience Security Officer