| In the UK, it is illegal to hire foreigners with no | | | | accent for fear of committing a crime. The UK |
| right to work there or to handle them incorrectly | | | | law authorizes the request of documents that |
| once they arrive. According to section 8 of the | | | | prove that a person has the right to work in the |
| Asylum and Immigration Act of 1996, it is a | | | | country, however, it is against the law to ask for |
| criminal offense to give employment to someone | | | | these documents only from applicants the |
| who is 16 or over and is subject to immigration | | | | employer thinks could be foreign. |
| control, unless he or she is entitled to work in the | | | | In 2001, the Government issued a Code of |
| UK. Fines for this type of crime can cost up to | | | | Practice for employers on the evasion of race |
| £5,000 per convicted offense. | | | | discrimination during recruitment while, at the |
| Employers can defend themselves from the | | | | same time looking to minimize illegal workers. This |
| charges if they do a search of the person's | | | | code's recommendations in regards to racial |
| eligibility to work before actually hiring the individual | | | | discrimination are: |
| in question. For this, the employer is required to | | | | - The employer must establish clear written |
| get a copy of some of the person's documents. | | | | recruitment and selection procedures based on |
| The defense will be valid if it can't be proved that | | | | equal and fair treatment for every person, and |
| the employer knew the person was not | | | | inform all the personnel about these. |
| authorized to work in the United Kingdom when | | | | - The employer should not make assumptions |
| they hired him or her. | | | | about a person's condition based on color, race, |
| The searches can be easily included in the | | | | nationality, ethnic origin, or the time he or she has |
| recruiting process; however, employers have to | | | | been in the United Kingdom. |
| be very careful, because these checks may | | | | - The employer has to treat everyone in the |
| break the Race Relations Act of 1976 if they are | | | | same manner at each stage throughout the |
| used in a way that discriminates by racial motives. | | | | recruitment process. It should ask all the |
| The race legislation was introduced to protect | | | | applicants for the same documents. |
| people against discrimination. This law considers | | | | - The employer must never assume that the |
| racial discrimination as discrimination by color, race, | | | | inability to present the documents requested |
| nationality, or ethnic or national origins. | | | | means the person is an illegal worker. The |
| Discrimination can happen in two ways: | | | | applicant has to be directed towards the Citizen's |
| - Directly, where the employer treats the | | | | Advice Bureau to find help. |
| employee differently, in a negative way, due to | | | | - The employer should control the results from |
| race. | | | | recruiting and selection based on the ethnicity of |
| - Indirectly, where the employer asks employees | | | | the applicants. |
| to comply with what seems a neutral race | | | | The best way to comply with immigration UK law |
| stipulation, criterion, or practice that is really more | | | | as well as with the Race Act is to make it a |
| difficult for individuals of certain races. | | | | regular practice to ask for the appropriate |
| In terms of immigration, discrimination happens | | | | documentation from all candidates, no matter |
| during recruiting. An employer may reject | | | | their nationality, color, or accent. |
| someone who looks different or speaks with an | | | | |