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Role details

Member of the Gangmasters and Labour Abuse Authority

Application deadline 9 October 2023


Gangmasters and Labour Abuse Authority
Sponsor department
Home Office
Business and Trade
Business, Change Management, Technology / Digital, Regulation
Number of vacancies
Time commitment
25 day(s) per annum
£270 per day
Length of term
3 years
Application deadline
11pm on 9 October 2023

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Timeline for this appointment

  1. Opening date

    13 September 2023

  2. Application deadline

    11pm on 9 October 2023

  3. Sifting date

    26 October 2023

  4. Interviews expected to end on

    13 November 2023

Timeline dates are only an estimate and can change

About the role

Introduction from the Chair

Welcome Note from Julia Mulligan, Chair
Dear Applicant,  
Thank you for your interest in becoming a Board member of the Gangmasters and Labour Abuse Authority (GLAA).
Why join the Board of GLAA?
Our mission is straightforward “to stop the exploitation of workers in the UK and to ensure employers treat them fairly”. 
We work with a wide range of partners to fulful our mission including the police, theNational Minimum Wage team, local authorities, business and charities In fact, anyone who shares our mission to ensure workers are paid properly, are treated fairly, that ethical businesses are not undercut by unscrupulous employers who exploit their workers. 
Good governance of GLAA is fundamental to its mission. As a Board member you will be part of a committed team supporting the Executive while also holding them to account on behalf of ministers. All Board members are members of board committees and also have opportunities to engage directly with the wide range of GLAA partners and stakeholders.
Board members bring a rich diversity of skills and experience. We are looking to complement the expertise of our current board, and in particular are interested in individuals with senior, financial and strategic planning skills, technology, innovation and change.. Perhaps you have experience and knowledge of the impact of exploitation and abuse on vulnerable workers and victims, orfirst-hand experience of organisations within the range of activities undertaken by GLAA.
As a GLAA Board member you be joining an organisation going through a period of change, but with a very clear commitment to our mission and core purpose. As such, you will help to make a difference in an area that matters – the protection of the rights of vulnerable workers. If you have this ambition and relevant skills, then I would encourage you to apply.
Julia Mulligan
GLAA Board Chair

Role description

Role Description
Job Title: Gangmasters and Labour Abuse Authority Non-Executive Board Member
Roles Available: One
Remuneration:       The role is remunerated at £270 per day
Appointment:        An initial term of three years
Location: Flexible within the United Kingdom
Reporting to: Home Secretary (via the Non-Executive Chair)
The Gangmasters and Labour Abuse Authority is seeking a new Non-Executive Board Member to assist the Chair in providing strategic direction to the GLAA in its mission to protect vulnerable and exploited workers. You will work with the Chair to ensure the GLAA exercises its powers effectively, as well as:  
maintaining and developing effective partnerships at a strategic level with key bodies including employer, worker and victim representatives; 
enabling the organisation to respond positively and constructively to any changes in the GLAA’s policy or operational context.
being an effective regulator, targeting non-compliant labour providers, whilst allowing those businesses which do conform to the required                    standards, to flourish; and   
holding the Executive to account for the delivery of our new strategy and performance indicators, as set out in the GLAA’s business plan.  
As a Non-Executive Board Member your key responsibilities will be to:   
work with the Chair and other Board Members to shape and approve the strategic plan, the annual business plan and budget, as well as                      operate an effective, efficient and transparent Board;  
ensure that the GLAA discharges its statutory duties and responsibilities, working in close collaboration with key partner organisations,                        especially with the Director of Labour Market Enforcement (DLME), as the GLAA is required to carry out its functions in accordance with the                DLME’s strategy;  
oversee the work of the Chief Executive in managing the organisation and ensure that the Executive Team is held to account, monitoring and              challenging operational performance and performance against budget; and
play a key role in representing the Board and the GLAA with key stakeholders.

Regulation of appointment

This post is regulated by the Commissioner for Public Appointments. For more information, please refer to the Commissioner’s website 

Person specification

Essential criteria

Part One – Essential Criteria
Experience of operating at board level and how you can work as part of a senior team, developing a high performing Board that takes forward            the strategic direction for an organisation working in a complex and constantly evolving environment.  
Demonstrable record of creating positive and collaborative relationships with a complex range of stakeholders, in an environment where                      decisions are taken under tough internal and external scrutiny.  
Ability to develop and implement robust governance arrangements and monitor performance, encompassing financial, performance and                      strategic risk management.
Experience of developing strategic plans and effective performance monitoring of delivery against those plans at a strategic, level 
Organisational, system or business change to reflect the significant strategic and operational transition GLAA is going through and may face                again going forward.   
Part Two – Knowledge, Skills and Attributes 
Understanding of the experience of vulnerable workers and victims and/or getting the worker voice heard.   
Good understanding of the business world, particularly in a labour-intensive sector or one with extended supply chains, and the ability to work            effectively with business stakeholders.  
Expertise in regulation and / or operational law enforcement; financial planning and finance (with a CIPFA qualification or equivalent);                          technology, innovation and change
Ability to work collaboratively using persuasion and influence effectively in a high-profile environment.  
A strong commitment to equality, diversity and inclusion, and creating a values-led culture. 
Political awareness and the ability to work effectively as Board member of an Arm’s Length Body with its associated governance.  
We value and promote diversity and are committed to equality of opportunity for all. Appointment will be made on merit following an open, fair and transparent competition.
Due Diligence: Please note that as part of the recruitment process, due diligence, including social media checks will be undertaken on the appointable candidates.

Application and selection process

How to apply

In order to apply you will need to create an account or sign in.

Once you are logged into your account, click on 'apply for this role' and follow the on-screen instructions. To apply, all candidates are required to provide:

  • a Curriculum Vitae (CV)
  • a supporting statement
  • equality information
  • information relating to any outside interests or reputational issues

We will ask you to check and confirm your personal details to ensure your application is accurate.

You will also have the opportunity to make a reasonable adjustment request or apply under the disability confident scheme before you submit your application.

The Advisory Assessment Panel reserves the right to only consider applications that contain all of the elements listed above, and that arrive before the published deadline for applications.

Overview of the application process

Public appointments are made on merit following a fair and open competition process which is conducted in accordance with the Governance Code for Public Appointments. We will deal with your application as quickly as possible and will keep you informed at key stages. We aim to conclude the appointment process within three months of the deadline for applications – this is in accordance with the Governance Code.

The assessment process

  1. Ministers are responsible and accountable to Parliament for the public appointments made within their department. As a result, they must be consulted at every stage of the appointments process.

  2. An Advisory Assessment Panel (“Panel”) is appointed by Ministers to assist them in their decision making. The role of the Panel is to decide, objectively, which candidates meet the eligibility criteria for the role.

  3. At the shortlisting meeting the Panel will assess applications against the eligibility criteria and decide which candidates have best met the criteria, who should be recommended for interview. Ministers will then be consulted on the Panel’s recommended shortlist. If you have applied under the Disability Confident Scheme and you meet all the essential criteria, then you will also be invited for an interview.

  4. Once the shortlist has been agreed by Ministers, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview.

  5. The Panel will meet again to interview candidates and determine who is appointable to the role. The Panel may invite you to make a brief presentation at the start of the interview and will go on to question you about your skills and experience, including asking specific questions to assess whether you meet the criteria set out for the post. The Panel will also explore with you any potential conflicts of interest or any other issues arising from your personal and professional history which may impact on an appointment decision.

  6. Details of the panel’s assessment of interviewed candidates are provided to Ministers, including whether they have judged a candidate to be appointable to the role. It is then for Ministers to determine merit and decide who should be appointed. In some circumstances, Ministers may choose not to appoint any candidates and re-run the competition.

  7. Ministers may choose to meet with candidates before deciding the outcome. Candidates should therefore be prepared for a short time gap between interview and a final appointment decision being made. Candidates who have been interviewed will be kept informed of progress.

  8. Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application, including whom they may approach for feedback. Successful candidates will be issued with their Terms & Conditions and a letter of appointment should they agree to take up the position.

Further information about appointments, including tips on applying, can be found on our guidance pages on

Advisory Assessment Panel (AAP)

The panel will be chaired by Hannah Pooley (Deputy Director, Modern Slavery Unit, Home Office), 
and consist of:
 Julia Mulligan (GLAA Chair) 
 Olivia Grant OBE, as the independent member.
Advisory Assessment Panels (AAP) are chosen by ministers to assist them in their decision-making. These include a departmental official and an independent member. For competitions recruiting non-executive members of a board (apart from the Chair), the panel will usually include a representative from the public body concerned.
AAP’s perform a number of functions, including agreeing an assessment strategy with ministers, undertaking sifting, carrying out interviews in line with the advertised criteria and deciding objectively who meets the published selection criteria for the role before recommending to ministers which candidates they find appointable. It is then for the minister to decide who to appoint to the role.

Eligibility criteria

In general, you should have the right to work in the UK to be eligible to apply for a public appointment.

There are a small number of specialist roles that are not open to non-British citizens. Any nationality requirements will be specified in the vacancy details.

The Government expects all holders of public office to work to the highest personal and professional standards. 

You cannot be considered for a public appointment if:

  • you are disqualified from acting as a company director  (under the Company Directors Disqualification Act 1986);

  • have an unspent conviction on your criminal record;

  • your estate has been sequestrated in Scotland or you enter into a debt arrangement programme under Part 1 of the Debt Arrangement and Attachment (Scotland) Act 2002 (asp 17) as the debtor or have, under Scots law, granted a trust deed for creditors.

When you apply, you should declare if:

  • you are, or have been, bankrupt or you have made an arrangement with a creditor at any point, including the dates of this. 

  • you are subject to a current police investigation.

You must inform the sponsor department if, during the application process, your circumstances change in respect of any of the above points. 

When you apply you should also declare any relevant interests, highlighting any that you think may call into question your ability to properly discharge the responsibilities of the role you are applying for. You should also declare any other matters which may mean you may not be able to meet the requirements of the Code of Conduct of Board Members (see Outside interests and reputational issues section below)
If you need further advice, please contact  [ADD CONTACT DETAILS]

Security clearance

The successful candidates will be required to have or be willing to obtain security clearance to Counter Terrorism Check (CTC) level. It usually takes between 4-5 weeks to obtain the security clearance. The role will be offered on a conditional basis until the successful candidate has passed all checks. The successful candidate will be encouraged to take up this appointment as soon as possible, subject to the successful completion of all pre-appointment checks. Further information on National Security Vetting can be found on the website here.

Additional information for candidates

Equality and diversity

We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. Boards of public bodies are most effective when they reflect the diversity of views of the society they serve and this is an important part of the Government’s levelling up agenda.
We collect data about applicants’ characteristics and backgrounds, including information about people’s educational and professional backgrounds, so that we can make sure we are attracting a broad range of people to these roles and that our selection processes are fair for everyone. Without this information, it makes it difficult to see if our outreach is working, if the application process is having an unfair impact on certain groups and whether changes are making a positive difference.
When you submit your application, your responses are collected by the Cabinet Office and the government department(s) managing your application. The data is used to produce management information about the diversity of applicants. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be seen by the Advisory Assessment Panel who review applications against the advertised criteria and conduct interviews.

Disability confident

We are a member of the Government’s Disability Confident scheme. We use the Disability Confident scheme symbol, along with other like-minded employers, to show our commitment to good practice in employing people with a disability. The scheme helps recruit and retain disabled people. 
As part of implementing the scheme, we guarantee an interview for anyone with a disability whose application meets the essential criteria for the role, set out in the advert, and who has asked that their application is considered under the scheme. Indicating that you wish your application to be considered under the scheme will in no way prejudice your application. By ‘minimum criteria,’ we mean that you must provide evidence which demonstrates that you meet the level of competence required under each of the essential criteria, as set out in the job-advert.
When you apply you will have the opportunity to select if you would like your application considered under this scheme.

Reasonable adjustments

We are committed to making reasonable adjustments to make sure applicants with disabilities, physical or mental health conditions, or other needs are not substantially disadvantaged when applying for public appointments. This can include changing the recruitment process to enable people who wish to apply to do so.
Some examples of common changes are:
  • ensuring that application forms are available in different or accessible formats;
  • making adaptations to interview locations;
  • allowing candidates to present their skills and experience in a different way;
  • giving additional detailed information on the selection / interview process in advance to allow candidates time to prepare themselves;
  • allowing support workers, for example sign language interpreters;
  • making provision for support animals to attend.
When you apply you will have the opportunity to request reasonable adjustments to the application process.

Principles of public life

Holders of public office are expected to adhere to and uphold the Seven Principles of Public Life These are:

  1. SELFLESSNESS - Holders of public office should act solely in terms of the public interest. They should not do so in order to gain financial or other material benefits for themselves, their family or their friends;
  2. INTEGRITY - Holders of public office should not place themselves under any financial or other obligation to outside individuals or organisations that might seek to influence them in the performance of their official duties;
  3. OBJECTIVITY - In carrying out public business, including making public appointments, awarding contracts, or recommending individuals for rewards and benefits, holders of public office should make choices on merit;
  4. ACCOUNTABILITY - Holders of public office are accountable for their decisions and actions to the public and must submit themselves to whatever scrutiny is appropriate to their office;
  5. OPENNESS - Holders of public office should be as open as possible about all the decisions and actions that they take. They should give reasons for their decisions and restrict information only when the wider public interest clearly demands;
  6. HONESTY - Holders of public office have a duty to declare any private interests relating to their public duties and to take steps to resolve any conflicts arising in a way that protects the public interest;
  7. LEADERSHIP - Holders of public office should promote and support these principles by leadership and example.

Code of conduct for board members

The Government expects all holders of public office to work to the highest personal and professional standards. In support of this, all non-executive board members of UK public bodies must abide by the principles set out in the Code of Conduct for Board Members of Public Bodies. The Code sets out the standards expected from those who serve on the boards of UK public bodies and will form part of your terms and conditions of appointment.

Management of outside interests and consideration of reputational issues

Holders of public office are expected to adhere and uphold the Seven Principles of Public Life and the Code of Conduct for Board Members of Public Bodies. Before you apply you should consider carefully: 
  • any outside interests that you may have, such as shares you may hold in a company providing services to government; 
  • any possible reputational issues arising from your past actions or public statements that you have made; 
  • and/or - any political roles you hold or political campaigns you have supported; 
which may call into question your ability to do the role you are applying for.
You will need to answer relevant questions in relation to these points when making an application. Many conflicts of interest can be satisfactorily resolved and declaring a potential conflict does not prevent you from being interviewed. If you are shortlisted for an interview, the panel will discuss any potential conflicts with you during that interview, including any proposals you may have to mitigate them and record that in their advice to ministers. Alongside your own declaration, we will conduct appropriate checks, as part of which we will consider anything in the public domain related to your conduct or professional capacity. This may include searches of previous public statements and social media, blogs or any other publicly available information. The successful candidate(s) may be required to give up any conflicting interests and their other business and financial interests may be published in line with organisational policies. 
Details of declared political activity will be published when the appointment is announced, as required by the Governance Code (political activity is not a bar to appointment, but must be declared).

Status of appointment

As this is an office holder appointment, you will not become a member of the Civil Service. You will not be subject to the provisions of employment law.

Appointment and tenure of office

Appointments are for the term set out in this advert, with the possibility of re-appointment for a further term, at the discretion of Ministers.  Any re-appointment is subject to satisfactory annual appraisals of performance during the first term in the post. There is no automatic presumption of reappointment; each case should be considered on its own merits, taking into account a number of factors including, but not restricted to, the diversity of the current board and its balance of skills and experience. In most cases, the total time served in post will not exceed more than two terms or serve in any one post for more than ten years

Remuneration, allowances and abatement

Remuneration for this role is treated as employment income and will be subject to tax and National Insurance contributions, both of which will be deducted at source under PAYE before you are paid.
Travel and subsistence expenses incurred on GLAA business will be reimbursed.  

Pension and redundancy

This is an office holder appointment and does not attract any benefits under any Civil Service Pension Scheme. You will not be eligible for redundancy pay as you are not an employee. No other arrangements have been made for compensation upon the end of your term of appointment because an office holder who is appointed for a limited duration would have no expectation of serving beyond that period.

Application feedback

We will notify you of the status of your application. We regret that we are only able to offer detailed feedback to candidates who have been unsuccessful at the interview stage.

How to complain

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.
Please contact public appointments team on in the first instance if you would like to make a complaint regarding your application. . They will acknowledge your complaint upon receipt and respond within 15 working days.

How to complain to Office of the Commissioner for Public Appointments (OCPA)

If you are not content with the appointing department’s response you may wish to further complain to the Commissioner at information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website

Data protection

The Cabinet Office will use your data in line with our privacy policy.

Contact details

If you have any queries about this role, please contact Anita Bailey at: 
If you have any queries about the recruitment process for this role, please contact:
If helpful to you, there is guidance available on writing a supporting statement on the public appointments webpages: