• There are no work permit or other registration requirements for workers from European Union (EU) countries, including workers from Poland, Lithuania, Slovakia, Latvia, Czech Republic, Hungary, Estonia, Slovenia (A8 countries) Bulgaria and Romania (A2 countries)

    Since the 1st of May 2004, work permits were not required anymore for workers from A8 countries. Since May 2011, workers from the A8 countries were not  required to register with the Home Office. On the 1st of January 2007 Bulgaria and Romania (A2) acceded to the EU. Until the 31st of December 2013, skilled workers from the A2 countries were able to work in the UK only if they obtained the required authorisation, or if they were studying in the UK, or were self employed. Low-skilled workers from Romania and Bulgaria were restricted to existing quota schemes to fill vacancies in the agricultural and food processing sectors.

    Since 1 January 2014 none of the limitations above apply.

    Information about legal issues related to employing European workers and other foreign staff are available on the Home Office (UK Border Agency) website http://www.ukba.homeoffice.gov.uk/visas-immigration/working/ .

    All the workers will have to apply for National Insurance number. CES gives assistance at completing required formalities.

  • The Polish and English education systems are similar. Polish certificates, titles and diplomas are in most cases equivalent to their British counterparts. As Poland is a member of the European Union, the procedure of accepting professional qualifications gained in Poland by respected British institutions is simplified. When, by dint of a particular task, formal qualification, or certification is not obligatory by law (the regulated professions), it is the employer who decides whether to accept Polish qualifications or not.

  • If English language is an issue then we recommend that you interview the candidates by telephone as this is the most cost effective method. We are more than happy to organise telephone interviews for you.

    If you wish to meet your potential employees, we can organise interviews for you in Poland and other countries – depending on the workers’ origins. We are ready to arrange interviews with any number of candidates.

    Travel and accommodation arrangements would be at the Client’s expense. Please contact our consultants for more details.

    If the information above is not enough, do not hesitate to write or call us. Our consultants will answer all your questions.

  • The procedure is very simple.

    You have to fill our E1 order form – which can be emailed, posted, or faxed. You can download it from our website. In this form, you have to write down very specifically who you need, what qualification and skills they should possess, and what are the general conditions of the contract, etc.

    We prepare our quotation for our service based on the completed form. After the Client’s approval, we start the recruitment process. We may require a small advance payment (to secure potential cost of potential cancellation).

    We immediately send this form to our offices in Poland where our agents will search for suitable candidates.

    Before we send you any CVs, the Terms and Conditions must be signed. There are no obligations arising by signing the Terms and Conditions, except the obligation to use our mediation service if you decide to hire people presented to you.

    We send you CVs of all the candidates we believe are suitable for the job and meet all of your requirements. All the CVs are in our standardised format.

    Any candidate you show an interest in will have their qualifications verified and all their references checked. A criminal records check can be arranged on your request.

    After you have chosen the people you want to hire, we then agree the price and sign a contract. In case of bigger orders with many staff required, especially in the case of new Clients with no history of cooperation, it is advisable to split the order and deliver the workers in turn. It allows the completion of the order to run more smoothly and gives us the ability to adapt to the Client’s needs and expectations.

  • The maojority of the workers come to the UK directly from Poland. Most often they do not have the CSCS cards. However, if it is required, we arrange the Heath & Safety test for the workers and submit a CSCS application. The test is carried out in the UK in the Polish language, so even employees who possess a basic level of English, pass it without any difficulty. Before taking the test, candidates receive from us specially prepared training literature in Polish.

    If the CSCS cards are obligatory, please, report it to us in advance. It is necessary to reserve dates of the Heath & Safety tests in Polish a few weeks in advance. It does not include the time of delivery of the card. Our consultants will provide you with detailed information.

  • Yes, Central European Staffing is registered for CIS. However, agency workers cannot work under CIS and must be treated as employees. Therefore, if we work on an employment business basis and the workers are formally CES employees, they must work under PAYE and Class 1 NIC must be paid.

    If people who work on your sites are normally self-employed and the way you manage them is relevant to their self-employment status and you want to profit from the possibility of paying under CIS, we recommend that you hire them directly using our recruitment service. The workers (subcontractors) will be simply introduced to your business and the agency will be paid a single fee for the introduction. We also help with all the CIS formalities. For this purpose, we have prepared a special procedure, which is cost-effective and very convenient for our Clients. For more details, please contact our consultants.

    The legal background is described on the HM Revenue & Customs web pages:



  • A Client who uses our employment business services can decide to employ a temporary worker at any time. In this case, the Client should inform us and:

    • pay the introduction fee as for the standard recruitment service and employ the temporary worker; in general, the transfer fee is equal to the standard introduction fee, but after a longer period of assignment and good cooperation between the Client and CES, some discount may be possible; the Client should contact CES for a quotation; ?or
    • use the employment business service for the next 22 weeks; after that the Client can employ the temporary worker without an introduction fee.
  • If the worker will work for longer than 6 months or will be employed in a permanent position, the Introduction Fee is equal to the introduction fee for a worker who will work for 12 months.

    In the case of periods shorter than 6 months, the rate for the fee paid weekly/monthly applies according to the actual duration of engagement.

  • Our policy is to use fair rates. CES remuneration is determined by a few factors. The rate reflects the cost of recruitment and in the case of general labour, it is relatively low. For skilled and semi-skilled workers, higher rates apply. The remuneration of workers generally reflects their skills and qualifications and therefore the Terms and Conditions show the CES rates in relation to the employee’s remuneration.

    The introduction fees range between 8% and 15%. For more details see the Terms & Conditions.

    Despite relatively low rates of remuneration, CES makes the best possible effort to provide a premium quality service. We look for people with high levels of qualifications, professionalism and motivation to work. In case of specific recruitments, we may ask the Client to agree an additional advertising budget to support the recruitment campaign.

  • You should pay market rates, the same as you would pay any other person of similar experience and skill, doing the same job. Unequal pay, as well as any discrimination on the ground of race, nationality or ethnic origin is unlawful and workers paid below market rates quickly start looking for better paid jobs.

  • It is not common in Poland and Eastern Europe for workers to have their own tools. Tools will usually be provided by the employer. We recommend that you should not expect tools, although it is not a general condition. In some professions (e.g. specialised welders), one’s own tools are a standard and Polish workers will have them. The case of personal tools is often limited by the practicalities of transporting them to the UK and technical matters such as different voltages, plugs etc.

  • CES never supplies workers to the UK if there is no accommodation organised. If the Employer provides accommodation, then it makes the process faster and easier and the remuneration expectations are lower. If the Client is unable to provide accommodation, CES will, at the very least, try to find temporary accommodation for the workers. 

  • As an employee they can terminate the assignment, according to current labour legislation by providing a suitable notice period. However, fairly treated employees will almost certainly stay and work till the end of the contract.

  • The procedure, from the moment you place an order until you physically meet your employees, in normal circumstances, takes no longer than two to three weeks.

    If you are looking for someone sooner – please tell us and we will try to organise the workers for you as soon as possible.

  • Most people are looking for a permanent or medium-term position. However shorter contracts are also possible. We recommend a minimum of 3 months. However, if you are looking for someone for a shorter period, we will take it into consideration.

  • CES makes the best possible effort to provide workers that exactly match the Client’s criteria. However, if the workers are not suitable:

    • and they were supplied for permanent employment (recruitment service) – the Client should terminate the employment and claim a refund from CES. During the first two weeks, the refund is 100%. After this two week period, a refund schedule applies.
    • and they are temporary workers supplied under contract of service, the Client should inform CES immediately to take steps to replace the worker. The Client may ask the worker to leave the workplace and will only be charged for the work performed.

    We may ask you to explain the nature of unsuitability as this will help us to avoid the situation from repeating in the future and determine what steps we should take in relation to the worker.

  • The Client should specify the required level of English at the beginning of the recruitment process. Generally, the younger generation have a much higher level of English. White collar workers, doctors and other highly qualified professionals present a good level of English language competence.

    In some professions, good knowledge of English is very rare, but it does not exclude the high quality of work and professionalism. In most cases, the best solution is to organise teams, where workers with a poor knowledge of English are accompanied by a worker who has good English skills. This does not increase the cost to the employer. CES can organise such teams and the Client can be sure that communication will not be a problem.

    Such an English speaking person would not only work as a translator but would generally be the foreman of the group and would also work in his own profession (if applicable) or as a general labourer.

    However, in many cases, the basic level of language competence and ability to read engineering drawings is sufficient. In order to ensure good understanding of the Health and Safety Induction, CES can help in translating the manual into the mother tongue of the worker(s).

    Example: Health and Safety Law – What you should know (Polish translation)

  • We recruit for all professional groups.

    However, one of our main activities is the recruitment of tradesmen for the engineering construction industry (coded welders, pipefitters, platers, mechanical fitters, riggers etc.).

    We also recruit engineers, hospitality and catering staff, industrial workers, call centre staff, domestic workers, care assistants, and labourers.

  • Yes, we offer training for candidates, including intensive English courses, also specialist English courses and training for specialist qualifications. Also, it is possible to organise a custom course ordered by a customer.

    We also provide Health and Safety trainings for tradesmen, e.g. CCNSG, VCA, SCC. The trainings are conducted in Poland, prior to mobilisation to work.