Responsible recruitment
Modern Slavery & Human Trafficking Statement
We are committed to responsible recruitment and to identifying and reducing the risk of modern slavery, human trafficking and labour exploitation within our operations and supply chains.
- Organisation
- The Social Care Community Partnership Ltd
- Brands
- TSCCP and The Nursing Partnership
- Company number
- SC370614
- Date
- 30 September 2026
- Signed by
- Chris McLean, Director
Although The Social Care Community Partnership Ltd is not currently required to publish a statement under section 54 of the Modern Slavery Act 2015, we choose to publish this statement voluntarily as part of our commitment to responsible recruitment and transparent business practices.
Our commitment
People should never be exploited for work.
Recruitment businesses have an important role in identifying and reducing the risk of exploitation. We recruit people to work in nursing, healthcare and social care settings, often supporting people who may themselves be vulnerable.
We take concerns about modern slavery, human trafficking, forced labour and labour exploitation seriously. Our approach combines safer recruitment, identity and Right to Work checks, scrutiny of employment history and references, direct communication with workers and appropriate oversight of organisations within our supply chain.
Our organisation
The Social Care Community Partnership Ltd (TSCCP) provides staffing and recruitment services within health and social care across Scotland. The Nursing Partnership is its specialist nursing and healthcare staffing trading name.
Understanding the risk
Where exploitation can occur
These are risks we remain alert to, not a record of incidents within our business.
Deceptive recruitment
People being misled about the work, pay or conditions being offered.
Recruitment fees
Workers being charged inappropriate fees by third parties for access to work.
Coercion
People being pressured, threatened or prevented from freely making decisions about their work.
Identity and document control
Identity documents being withheld or controlled by another person.
Labour supply chains
Poor visibility where workers are introduced through intermediaries or subcontracting arrangements.
Fraudulent arrangements
False employers, references, documents or employment histories concealing the true circumstances of work.
Our first line of defence
Safer recruitment helps us know who we are working with.
Identity
We establish and verify identity.
Right to Work
We verify the individual’s Right to Work in the UK using appropriate evidence and checks.
Work history and references
We scrutinise relevant employment history and seek appropriate references.
Background and registration
PVG and professional registration checks are completed where applicable.
Interview and suitability
Candidates are interviewed and their experience, communication, competence and suitability considered.
Training and competence
Relevant training and competence requirements are checked before suitable work is considered.
Ongoing monitoring
Relevant registrations, training and other time-limited compliance requirements are monitored.
These controls help us identify inconsistencies, establish workers’ identity and employment background, and provide opportunities for concerns to be identified and escalated. They do not eliminate the risk of exploitation.
Read about our Safer Recruitment approach →Knowing the person
Recruitment is more than collecting documents.
Documents and systems are important, but they are not the whole recruitment process. Our team communicates directly with candidates throughout recruitment and onboarding. Speaking with people helps us understand their experience and circumstances, ask questions and identify concerns that may not be visible from documents alone.
Speak directly
We communicate directly with candidates throughout recruitment.
Question inconsistencies
Unusual, contradictory or unverifiable information can be questioned and escalated.
People and technology
Technology supports our checks and records. People remain involved in recruitment decisions.
Identity matters
Knowing who is actually working.
We verify identity and Right to Work, review the relevant evidence and maintain appropriate records. Concerns or inconsistencies can be escalated for further consideration.
Right to Work checks are one part of the process. A person’s eligibility to work does not, by itself, establish that they are free from exploitation.
Verifying experience
We do not treat every reference at face value.
We review employment history and references as part of establishing a candidate’s background and suitability. Where information appears inconsistent, unverifiable or raises concerns, it can be investigated further before the recruitment process progresses.
Our supply chain
We expect responsible practices from the organisations we work with.
Our supply chain may include training, compliance and background-check providers, technology providers, professional advisers, operational suppliers and staffing or labour suppliers where applicable.
Where another organisation is involved in supplying workers, we recognise that additional layers in a labour supply chain can create additional risk. We expect labour suppliers working with us to operate lawfully and responsibly and may request relevant compliance or due-diligence information.
What we will not accept
We do not knowingly tolerate:
- Forced or compulsory labour
- Human trafficking
- Coercion or threats connected with work
- Withholding of identity documents
- Unlawful recruitment fees
- Deliberate exploitation of workers
- Knowingly fraudulent labour-supply arrangements
- Retaliation against someone raising a genuine concern
Speaking up
If something does not look right, tell us.
Candidates, workers, employees, clients and suppliers are encouraged to raise concerns about suspected exploitation, coercion, trafficking or inappropriate recruitment practices. Concerns raised in good faith will be taken seriously and considered through the appropriate internal process.
Contact our team
If someone is in immediate danger, contact the emergency services on 999.
Contact details →When a concern is raised
Concerns should lead to action.
Record
The concern and relevant information are recorded.
Review
The information is considered and appropriate enquiries are made.
Escalate
Where appropriate, concerns are escalated internally or to relevant external authorities.
Act
Appropriate action is considered based on the information available and the seriousness of the concern.
Our internal response does not replace the role of the police or other relevant authorities.
Governance
The approach behind our controls
This statement sets out our public position on modern slavery and exploitation. Our published Safer Recruitment approach explains the checks, compliance review and ongoing monitoring that support it.
Safer Recruitment
Our independently assessed Grade 6 quality
The Grade 6 assessment concerns leadership and staffing. It is not a certification that modern slavery risks have been eliminated.
Awareness
Recognising concerns matters.
Our position is clear: concerns about exploitation should be raised and considered, not dismissed. Direct conversations, questions about inconsistent information and the reporting route above give people ways to bring concerns to our attention.
We keep our recruitment, compliance and supplier controls under review and may update this statement when our practices, risks or organisational arrangements materially change.
Our commitment
Responsible recruitment is part of providing safe and accountable staffing. We will continue to take concerns about modern slavery, trafficking and labour exploitation seriously and to review the controls we use to identify and reduce those risks.
Chris McLean
Director
The Social Care Community Partnership Ltd
TSCCP and The Nursing Partnership
30 September 2026
The Social Care Community Partnership Ltd currently has annual turnover below the threshold requiring publication of a slavery and human trafficking statement under section 54 of the Modern Slavery Act 2015. This statement is published voluntarily as part of our commitment to responsible recruitment and transparent business practices.