Behavioural Based Safety

Behavioural Based Safety seeks to challenge the behaviour of the workforce by changing the attitudes of the workforce with effective leadership and employee engagement. It’s a bottom-up safety approach that encourages a working environment where people are comfortable looking after one another and are able to report close calls without the fear of reprisals.

For us to truly reduce the number of incidents to zero, a concerted effort is required from ourselves, our clients and our workers to encourage a culture where safety is the first priority.

Advance TRS has developed a bespoke way to assess and report on the perception of Behavioural Based Safety that allows us to work together to implement focused activities to raise awareness and improve people’s actions.

The Conduct of Employment Agencies and Employment Businesses Regulations (2003)

The Conduct of Employment Agencies and Employment Business Regulations 2003, often referred to as the Conduct Regulations or Conduct Regs, provide a framework of minimum standards that govern the conduct of the recruitment industry in the UK.

The regulations were implemented to ensure recruitment companies treat both the candidates (“work-seekers”) and clients (“hirer”) fairly.”

All workers to whom a recruitment agency provides temporary or permanent work finding services are within the scope of the Conduct Regulations, regardless of the supply model they work through. Limited company contractors may opt-out of the regulations, but they must sign and return an opt-out agreement before starting the contract.

The Conduct Regulations cover:

  • The contractual documentation which must be in place;
  • When a contractor must be paid;
  • Information required from/given to the client and provided by/to the contractor;
  • When transfer fees can be charged to the client.

Non-compliance with the legislation can be reported and investigated by the Employment Agency Standards Inspectorate (EAS), which can lead to a Labour Market Enforcement undertaking order, a consideration of prohibition proceedings or a consideration of prosecution proceedings.

Anti-Slavery & Human Trafficking

Modern slavery is the illegal exploitation of people for personal or commercial gain.
It takes various forms and can include forced employment, sexual or criminal exploitation or domestic servitude.

Through threats, violence or coercion, victims of modern slavery may suffer unacceptably low pay, or no pay at all, have excessive wage deductions imposed on them in the form of debts that cannot realistically be paid back, be subject to poor working conditions, humiliation or ill-treatment, be housed in squalid accommodation or have their identity documents taken away from them.

All our employees have responsibilities to ensure our contractors are safeguarded, treated fairly and with dignity.

Overview & Introduction

Working in a number of safety-critical engineering sectors, Advance TRS has a robust compliance management system that is structured with very clear processes and procedures.

This system has been developed to deliver the ongoing management of individual competencies held by external workers, as well as supporting the requirements of each industry sector’s specific standards and scheme requirements.

Our compliance procedure incorporates a bespoke database that highlights renewals of qualifications, supplier certificates, and competencies. The continued management of this area of our business is essential when supplying workers to industries where safety is foremost in everyone’s daily working lives.
As a RISQs accredited supplier to the rail industry, Advance TRS believes that we all have a responsibility to deliver a professional service that meets continues to achieve and exceed the industry standards.
Recruitment Businesses and Agencies in the UK are subject to a wide range of laws and regulations, but the major ones are listed below:

  • Employment Agencies Act 1973
  • Conduct of Employment Agencies and Employment Businesses Regulations 2003

Policies, Procedures, Internal Auditing & ISO

Advance TRS have detailed policies and procedures in place to manage the communication of safety updates from clients, RSSB, HSE and CIRAS. We provide all our workers with a monthly Health and Safety Bulletin which includes a compilation of any safety incidents we have received from clients throughout the month, a focus on health and welfare depending on the time of year, changes to railway standards, detailed information on contact numbers in case of emergency and reminders on the care of personal protective equipment.

We are audited annually by the Rail Industry Supplier Qualification Scheme to ensure that our processes and procedures are robust enough to supply workers to the rail industry.

Internal audits are carried out every month to make sure our policies, processes and procedures are still suitable for business activities.

The Policies & procedures can be found in the following drive G:\3. POLICY, PROCEDURES, OBJECTIVES.


Advance TRS is committed to ensuring the privacy and security of all personal data retained. The Advance TRS company structure facilitates transparent and compliant administration of the General Data Protection Regulations (GDPR), this includes assigning responsibilities for Data Protection to a specific individual within the structure of the organisation.

Through the implementation of defined processes and with a strong focus on managing risk, Advance TRS communicate openly with internal and external customers on how their personal data is collected and stored.

Advance TRS only process personal data that is essential to business operations or our continued compliance with government and regulatory bodies where we are required us to achieve certain operational, vocational and administrative standards. This may include the need to verify certain competencies or qualifications held by an individual which may be essential for them to be considered by a client.

Once you have confirmed an offer…

We need to get the contractor registered. This means sending a registration pack and gathering compliance documents.

Email compliance/Katie asking for a reg pack to be sent with 

  • Contractor’s full name
  • Email address 
  • Pay route (PAYE pension/no pension, umbrella, ltd inside/outside)
  • Start date



  • Sentinel is a database where all NWR competencies are held for individuals
  • A worker will have their own profile and sentinel number, on their profile it will show D&A, medical and NWR competencies held.
  • It will show on their profile who their primary sponsor is and if they have any sub sponsors.
  • One London Underground competency is shown on Sentinel – LU ICI 
  • You must also be sentinel sponsored to work LUL even though tickets are mainly held on person 

What is a Sponsor?

  • To work out on track a worker must be sponsored
  • The role of a sponsor is to manage competencies and make sure the worker has what is required to do their role
  • A worker can have 1 primary sponsor and up to 2 sub sponsors
  • Each time a worker changes primary sponsor they will likely need a new drugs and alcohol test
  • A sub sponsor is when a company has a few shifts for a worker – effectively they are borrowing your worker. They must request every shift to make sure no rules are breached