Request an Employer Consultation

Whether you are reviewing a single recruitment channel or seeking full ILSI accreditation across your migrant workforce, our employer engagement team can help scope the right starting point.

What to include in your request

• Your organisation, sector, and the corridor(s) or countries your migrant workforce comes from.
• The specific area of interest — responsible recruitment, due diligence, worker voice, or accreditation.
• The approximate size of the migrant workforce involved.
• Any relevant timeline, such as an upcoming buyer audit or contract renewal.

What happens next

A member of our employer engagement team will respond to scope the consultation, which may include an initial no-cost review before any formal due diligence engagement begins.

What the initial consultation covers

The first conversation is exploratory rather than an audit. It typically covers your current recruitment channels and how they are structured, any existing grievance or worker-voice arrangements, and what you are hoping to achieve, whether that is a specific compliance requirement from a buyer, a genuine internal commitment to improve practice, or formal ILSI accreditation. This helps our team recommend the right next step rather than a standard package that may not fit your situation.

Confidentiality of this process

Details you share during a consultation, and any subsequent due diligence review, are treated confidentially and are not shared with buyers, governments, or the public without your agreement, other than the accreditation outcome itself where you choose to pursue and receive accreditation.

No obligation

Requesting a consultation does not commit you to a due diligence review or to accreditation. Many employers use an initial consultation simply to understand where their current practice stands before deciding whether, and how, to proceed further with ILSI. There is no penalty or public record created by requesting a consultation that does not lead to a formal engagement afterward. We would rather an employer take this first step cautiously and in good time than avoid it out of concern about what a review might find, since the employers who most need to review their recruitment practices are often the ones most reluctant to begin the process in the first place.