At Lifeworks we always seek to ensure that the best candidate is chosen for the job. We are committed as a charity to employing a diverse staff group that reflects the community that we serve.
We are one of thousands of Disability Confident businesses who are ensuring that disabled people have the opportunities to fulfil their potential and realise their aspirations. We proudly display the Disability Confident logo to demonstrate that we are serious about enabling our current and prospective employees, and volunteers.
If you require any assistance during the recruitment process please do not hesitate to contact the HR Department on 01803 861067 to discuss your request further as we are committed to providing reasonable adjustments, where necessary, to make the application process, interviews and jobs more accessible.
In addition to this we are committed to offering an interview to disabled people who meet the minimum criteria for the job.
You are advised to thoroughly read all of the recruitment documentation to ensure that you are fully aware of the post’s requirements and to judge whether you meet the essential criteria.
To download and view our Employee Privacy notice, please click on the following: Lifeworks Employee Privacy Notice
Completing the application form
You may complete the form either by hand or electronically. In completing the application please use the official name which you are known by. There is a space on the application form if you prefer to be known by a different name, ie shortened names, second names.
Where we have asked for addresses, postal codes, telephone numbers and emails please do your best to provide these, it will help avoid delays.
Where supplying referees it is courteous to ask permission of this person first, it will also help to avoid references not being returned. We do understand that in the case of a current employer you may not wish to do so unless you are offered the post. Lifeworks will not take up references prior to the job offer being accepted.
Lifeworks is committed to safeguarding and promoting the welfare of children and adults at risk. To achieve this commitment we will ensure the continuous development, improvement and review of robust safeguarding processes and procedures that continuously promote a culture of vigilance in respect of safeguarding within our organisation.
Safeguarding seeks to ensure that the most exposed groups; children, young people and vulnerable adults are protected. The aim of Safeguarding is to ensure people live free from harm, abuse and neglect and in doing so this protects their health, wellbeing and human rights.
All Lifeworks employees are required to satisfy a number of background checks, these include;
- Evidence of the ‘Right to Work in the UK’
- Data and Barring Checks (where relevant to the post)
- References satisfactory to Lifeworks
- Occupational Health Assessment
- Evidence of qualifications
Please note that some positions are within the criteria of ‘regulated activity’ and require an Enhanced Disclosure Check and Barring List Check – Children and Adult Workforce. The cost of which will be met by Lifeworks. You will also be required to sign up for the update service, the cost of which will be met by Lifeworks, subject to successful completion of a 6 month probationary period. It will not be possible to use an existing DBS certificate.
Successful applicants will be expected to provide original documents as proof of identity. We will need to see your birth certificate, original or certified copy as a matter of course. In addition, you will need to provide other evidence of identity, the number of documents required will depend what documents you are able to make available. To see a full list of trusted documents, please visit: http://www.gov.uk/disclosure-barring-service-check/documents-the-applicant-must-provide-
In addition we will need a full five year address history and if applicable evidence of change of name/s.
Recruitment of Ex-offenders
Some posts meet the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974, in such cases any applicants who are offered employment or who become volunteers for this organisation will be subject to a criminal record check from the Disclosure and Barring Service before the appointment is confirmed. This will include details of cautions, reprimands or final warnings as well as convictions.
A criminal record will not automatically bar a person from successfully taking up this post.
Rehabilitation of Offenders Act 1974 (Exceptions) (Amendment) Order 2002 & 2013
Lifeworks is exempt from the provisions of the Rehabilitation of Offenders Act 1974 by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 for positions involving regular contact with young people or a vulnerable client group. Applicants for these positions are not therefore statutorily excused from the obligation to disclose spent convictions where a question is asked in order to assess their suitability for work. Failure to disclose a spent conviction that is not regarded as “protected” will be considered proper grounds for that person to be refused employment or engagement.
Please ensure that any convictions, cautions, reprimands or final warnings that are not “protected” as defined by the Rehabilitation Of Offenders Act 1974, Exemptions Order 1975 ( As amended in 2013) are disclosed on the application form. Any spent convictions that are not regarded as “protected” should be sent under separate confidential cover, addressed to the HR Manager.
A copy of Lifeworks policy on The Recruitment of Ex-Offenders can be made available to all applicants upon request.