The Home Office works to build a safe, fair and prosperous UK. We achieve this through our work on counter-terrorism, policing, fire, crime, drugs policy, immigration and passports.
Immigration Enforcement is responsible for enforcing the government’s immigration laws, tackling illegal migration, removing foreign national offenders and immigration offenders from the UK. It also aims to disrupt the organised criminal groups that exploit the vulnerable for their personal gain. Learn more on our careers pages.
Tackling illegal working is a key priority for the Government and Home Office that comes with cross government benefits and cross government obligations, but it is the Home Office that provides the first line of enforcement against the threat of illegal working. Immigration Enforcement’s vision to reduce the size of the illegal population and the harm it causes relies heavily on having a robust and systematic response to the threat of illegal working.
The modern UK labour market is changing and evolving, and it is almost certain that illegal working will increase as employers look to save money and migrants seek to supplement their income to make ends meet.
The Illegal Working Team (IWT) is part of the Risk, Assurance & Performance Team within Operational Capabilities Command (OCC) - 'We equip and enable our people to deliver for the communities we serve'.
We cannot just enforce our way out of the issue and need a full system response and comprehensive strategy. The IWT manages and develops the Illegal Working Strategy.
The aim of our Illegal Working strategy is to; Deter Illegal Migration; Safeguarding the Vulnerable; and Protecting the UK Economy. Illegal working is a government priority, and our Illegal Working Strategy addresses the complex and evolving issues through a 4E approach, Engage to build a better understanding of the threat so that we are well positioned to tackle it, Encourage and Enable to drive compliance, and Enforce to deter non-compliance and change behaviours.
Key Responsibilities
* Work closely with Immigration Enforcement, Home Office business areas and Policy to develop and maintain Immigration Enforcement’s Illegal Working Strategy, Illegal Working Threat Action Plans, and Illegal Working related risks.
* Plan, implement, and evaluate activity providing guidance, operational direction and support to initiatives and operations designed to tackle illegal working.
* Respond in a timely manner to Parliamentary Questions (PQ’s), Freedom of Information (FOI), and media requests directed to Immigration Enforcement.
* Work with Home Office Intelligence to develop new sources of operational intelligence and assist in directing intelligence collection activity in support of illegal working operations.
* Collaborate closely with stakeholders to identify data sharing opportunities, develop our understanding of illegal working and identifying opportunities for joint operational activity and improve regulatory and legislative frameworks which bear down on illegal working.
* Support Home Office engagement with external partners about illegal working and promote Right to Work messaging, surfacing concerns and identifying impediments to improved compliance across the spectrum of employment sectors.
* Work with Strategic Communications and industry groups to develop a communications strategy that supports and educates compliant employers while deterring abusive employers.
* Support and coordinate the development and monitoring of IE threats and the responses.
Working Pattern
This role is available on a full-time basis with the option of compressed hours working. This role is also suitable for part-time working hours, with a minimum requirement to work 20 hours per week due to business requirements.
Travel
The successful must be willing to travel to other Home Office locations for meetings when required.
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Disability Confident
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident .