Immigration Bill 2015/16
Factsheet – English Speaking in the Public Sector
(clauses 47-54)
What are we going to do?
 Ensure that all public sector
workers in customer-facing roles
can speak fluent English.
How are we going to do it?
 Introduce a code of practice for
public sector employers, such as
the NHS, the police and statefunded schools, setting out
minimum standards of English
for staff.
Immigration Minister James
Brokenshire said:
“Being able to speak English is key to
integrating into our society.
“All public sector workers should be able
to speak English fluently so they can
communicate effectively with their
customers and colleagues.
“Our new rules will break down the
language barrier to help the public use
the services they need and promote
integration and British values.”
Background
 At the moment, there are many vital customer-facing public sector roles
which do not require the job holder to be a fluent English speaker. This
includes unqualified teachers, teaching assistants and unregulated NHS
staff. This cannot be allowed to continue for roles where communication with
the British public is vital to deliver an effective service.
 We will place a duty on public authorities to ensure that each person who
works for a public authority in a customer-facing role, speaks fluent English.
In determining how to comply with this duty, a public authority must have
regard to a code of practice. The duty will ensure every citizen receiving
help or advice is served by someone who can provide them with advice in
clear English.
 The code of practice will outline the standard of spoken English to be met,
the action to be taken by a public authority where someone does not meet
that standard, the procedure to be operated to deal with any complaints and
how the public authority can comply with its other duties including its
obligations under the Equality Act 2010.
Key Questions and Answers
 How will employers test fluency?
We are clear that this must not be an extra hurdle for employers or hold up recruitment
campaigns. The Code of Practice will provide additional guidance on how we expect
employers to identify fluency.
 Isn’t this discriminatory?
Absolutely not. The Code of Practice will provide further guidance on how a public
authority should exercise this duty in light of its obligations under the Equality Act 2010.
 Will this apply to staff who are locally engaged overseas?
No – locally engaged staff will be exempt from this policy.
Home Office
December 2015
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