Overview
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.
Interventions, Sanctions and Compliance (ISC) is part of Immigration Enforcement and is responsible for encouraging compliance within the civil penalty rules as part of the overall enforcement effort to tackle illegal migration and those who help to facilitate it. The Civil Penalty Compliance Team (CPCT) forms part of the ISC. CPCT issues civil penalties to employers found to be employing individuals without permission to work or landlords renting accommodation to individuals without the right to rent in the UK.
Responsibilities
* Use strong analytical and decision‑making skills to interpret evidence and apply it accurately within the civil penalty decision‑making framework.
* Produce high‑quality written outputs that clearly explain the rationale behind decisions.
* Process and pursue outstanding penalty debt, engaging with key stakeholders such as specialist debt‑recovery agencies to ensure effective debt resolution.
* Defend civil penalty decisions in court hearings with confidence and professionalism.
* Ensure all cases progressing to appeal are robust, evidence‑based, and compliant with relevant legislation.
Working Pattern
This role is also suitable for part‑time working hours, with a minimum requirement to work 16 hours per week. You will ensure that all cases progressing to appeal are robust, evidence‑based, and compliant with relevant legislation. You will use strong written and verbal communication skills to defend civil penalty decisions in court hearings with confidence and professionalism.
Disability Confident
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 .
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