Keystone Employment Group

Registration & Introduction

QWork is used to manage the recruitment, engagement, and payment of Workers.  Workers are engaged causally or on an ad hoc basis to cover peaks in demanding periods. There is no obligation for a worker to accept work and no expectation to be offered work. 

Some examples of workers within QUB include the following student helpers and guides, graduation assistants, invigilators, demonstrators, front of house staff. 

The Extended Workforce team have developed a list of Common Roles and their normal employment status.  If you are unsure if the person you are engaging is a Worker please refer to the EW SharePoint for further support on the wider Extended Workforce. 

International Workers

QWork cannot process payment for casual work performed by individuals who are based outside of the UK. Given the complexity of administrative arrangements for engaging workers overseas please refer to the EW SharePoint.

QUB Staff Additional Work

Where a university employee is seeking to undertake additional work via the EW, they will be required to discuss this with their substantive line manager to confirm that they are safe to work additional hours without impact to their health and safety or wellbeing, or to their primary post.  As a potential Hiring Manager, you should ensure that any discussions relating to offers of work are considered in line with the Common Roles and Right to Work compliance. 

If you are unsure of how to proceed on the above or need to check any details, please contact your School / Department Manager or qworkadmin@qub.ac.uk for further support. 

Voluntary Severance Scheme (VSS)

Individuals who leave under this scheme will not normally be eligible for reemployment (including re-engagement through QWork), for a period of at least 4 years as per the University’s Ineligible Applicants Policy. If you have any queries relating to this please contact your HRBP Team. 

Prior to offering work you must ensure that you and your team engaging casual workers comply with the QWork Right to Work information below. 

For information on Voluntary Work, Work Placements and for Work that is not allowed please refer to Working in the UK as a Student.

There are harsh penalties for failing to comply with responsibilities relating to illegal working. From 2024 these will be: 

QWork Right to Work process: 

QWork Repeat Right to Work check process: 

Repeat Right to Work requirements for Visa Holder will be reviewed ongoing and may be required where there are breaks in engagements with the University or dormant accounts on QWork.  

If a worker has a passport that has expired, or they have never held a passport:

Your School Manager / Department Manager or team involved in QWork have the option to ‘Invite a Colleague’.  

Hiring Manager Video Guides & Info QWork 2025

By using the link on QUB QOL or directly through the website:                       

https://www.q-work.co.uk/ 

The log in option is located on the top right of the screen when you are on the landing page for QWork. The log in process for Work for Managers and Workers is the same.

To access QWork please go to the website - https://www.q-work.co.uk/

Log in is located on the top right of the screen. 

When you are at this stage, please use the reset password option as highlighted below: 

This is not part of the QWork system. If the role involves working with children and/or adults at risk you must ensure appropriate safeguarding measures are put in place, including criminal history checks, if required.  Please discuss with your school/directorate office. 

Advice is also available from the Legal Services and Employee Relations Unit.

All recruitment adverts should be reviewed in line with the University process on Safeguarding Children and Adults at Risk.

This is not part of the QWork system. If the role involves working with children and/or adults at risk you must ensure appropriate safeguarding measures are put in place, including criminal history checks, if required.  Please discuss with your school/directorate office.  Advice is also available from the Legal Services and Employee Relations Unit.

All recruitment adverts should be reviewed in line with the University process on Safeguarding Children and Adults at Risk.

You should arrange for some form of induction at departmental level to ensure that your casual workers feel comfortable with the tasks they must do and are familiar with the work of the Team and Department.

Take time to consider the needs of vulnerable workers including any young workers in the induction and ongoing engagement.  If a worker discloses a medical or pregnancy issue that may require a risk assessment and / or reasonable adjustments, please read FAQs 14 & 15 below for further information. 

An example what you might include in an induction is provided below.

Introduction

Ensure workers know the details of how to carry out the work safely.

Provide training requirements if required for the work.  

Casual workers should be provided with adequate supervision.  

Ensure workers know how to raise concerns and that supervisors are familiar with the possible problems due to unfamiliarity and inexperience with workers.

Policies/Regulations - depending on the type of work they are engaged to do:

Emergency Arrangements 

Advise workers that they know what to do and where to go in an emergency:

Operational Issues 

Lunch/break times, seating arrangements, all facilities, smoking etc.

Any practical matters such as manual handling, hazard awareness, general housekeeping, PPE, hazardous substances, equipment, tools and machinery including electrical equipment.

The University has a duty to accommodate reasonable adjustments if a person has a disability or long-term condition.  Workers are encouraged to disclose if they have a disability or long-term condition and detail any reasonable adjustments they may require when they are registering for a role, and again are encouraged to communicate with the hiring manager when they are offered an engagement so that any adjustments can be put in place in a timely manner.

In the first instance, you should arrange to speak to the worker before their first day to understand how their disability or long-term condition might impact them in the specific role and if there are any adjustments that should be put in place. 

If a worker has a physical disability, you will need to ensure Personal Emergency Evacuation Plans (when required) are completed in a timely manner in conjunction with our Estates department.  In the event of an emergency, such as the activation of the fire alarm, it is necessary that all workers are able to evacuate their place of work.  Some workers who have mobility problems or visual or hearing impairments will find evacuation problematic and for those persons it is necessary that the University puts in place a Personal Evacuation Emergency Plan (PEEP). For further information or advice on if a worker may require a PEEP, contact Fire Safety - ciaran.connolly@qub.ac.uk and e.leahy@qub.ac.uk

In the first instance, you should arrange to speak to the worker before their first day to understand how their disability or long-term condition might impact them in the specific role and if there are any adjustments that should be put in place. Most people will already know which adjustments they have previously found useful or that will be most relevant but further advice is also available from the Diversity and Inclusion Unit

Assignments & Timesheets 

Yes, you can invite a staff member as a Hiring Manager on the system depending on how you would like the system to be managed within your business area. 

Please use the ‘invite a colleague’ link on the side menu when you are in QWork. This will trigger an email to the staff member to join QWork. 

If a Manager is to be set up as Budget Approver, this must go through an approval process. 

QWork Budget Approver Access Request Form 

Please note the information at the start of the form and the relevant level of approval required for the request to be processed. The form will issue to the Finance for review and when approved the QWork Team for updating on QWork. 

If you are Budget Approver, you can still be Hiring Manager however you will need someone else to approve timesheets. All assignments must have at least 2 independent approvers.

All assignment set up and timesheet approval process should remain separate to the individual worker engaged to do the work this includes any QUB staff engagements. Any conflicts of interest should be raised with the Budget Approvers in advance of any engagement. 

All Staff / Managers / Budget Approvers utilising QWork should ensure QUB financial processes, procedures and ways of working are maintained.

Please refer to the Finance - Finance Homepage & Corporate Governance (Risk and Fraud)

Yes. Grades 3- 5 can act on behalf of the Hiring Manager (at G7/AC2 or above) and add the assignment to QWork.  They can also form part of the timesheet approval process, but this must then also include the Hiring Manager at (G7/AC2 or above) who is taking responsibility for the approval of the work and that the hours have been worked.

If the TSA is currently unavailable but back prior to monthly payroll cut off there should be no requirement to make changes to the assignments. They can approve on their return. 

If a TSA is unavailable longer term, you can update the assignment with the new TSA name. 

Please contact QworkAdmin@qub.ac.uk with details of the Hiring Manager/ TSA that has left and who the replacement Hiring Manager/TSA is. 

This must be provided in advance of payroll processing each month to ensure the necessary changes can be made. 

Please use the below video and / or step by step support guide for assignment set up, duplication and managing auto declined assignments. Video Link - Process for offering an Assignment

Managers QWork Assignment Info 2025

Please note

You cannot offer or duplicate an assignment relating to a P45 worker. 

An error message will appear if you search for the worker or if you try and duplicate an assignment linked to a P45 worker: Assignment cannot be offered as the candidates payroll status is P45’d. 

If you wish to offer work to a worker with a P45 status please contact the QWork Admin Team. 

No, to ensure that the worker can submit the timesheet you will need to start the assignment on the date the work is expected to be carried out and end on the Sunday of that week.  

Please ensure you do not put the end and start date as the same as no timesheet will generate for the worker. 

When creating assignments best practice is for the assignment to start on a Monday and end on Sunday, even when the assignment is only for a few hours / days during that duration.  

This will avoid overlapping of assignment and make it clearer for you to view as a Hiring Manager.

No, QWork is future assignments only. 

When you set an assignment for a worker you must provide an expiry date before which the worker MUST accept or decline the assignment.  An email issues through QWork once you have set the assignment it clearly shows the expiry date of the offer of work. 

The worker must accept or decline the assignment in QWork BEFORE the expiry date. 

Please review Auto Declined Assignments for further information.  

For assignments that have auto-declined due to the worker not accepting the assignment before the respond by date, the system now has the functionality that allows a hiring manager to amend the respond by date if the assignment has been auto-declined. 

Managers QWork Assignment Info 2025 

The option to change the expiry date is only available after the assignment is showing as auto declined in your manage assignments list. 

You should consult the Common Roles list which describes each role.  

If you have any queries, please contact QworkAdmin@qub.ac.uk.

This information will be used in analytics and may have an impact on hourly pay rates, it is important that the correct information is entered at the assignment stage.

From Monday 4th October 2021, QWork will be updated to include a minimum hour’s facility within the system. This means that, for each Assignment added to QWork, a Hiring Manager can specify the minimum and maximum number of hours that the Worker can be engaged for the duration of that Assignment. 

Video Link - Minimum & Maximum Assignment Hours

Please view for example scenarios

A hiring manager that set up the assignment will receive an email when it has been accepted. 

To get an overall view of your assignment, click on Manage Assignments. 

You can view the ‘Status’ of the assignment which will show if it is:

Workers must accept / decline the assignment BEFORE the expiry date. 

If showing ‘Auto Declined’ please refer to details on Auto Declined Assignments. 

Access to QUB systems including QOL / Canvas etc. updates overnight once a worker accepts their assignment on QWork. 

Access is not automatic. 

It is Queens University policy that QUB students are allowed to complete no more than 20 hours per week of work during term time. The University continues to recommend that students should not exceed 15 hours per week to allow them to give adequate focus to their studies. 

Please note that Student Visa Holders (SVH) or studentships/funding may have a further cap below 20 hours per week.  In these instances, it is the student’s responsibility to ensure they adhere to their personal working hours limit and inform QWork of any changes to their limitations.

For SVH’s it is essential that they do not exceed the permitted hours to work or carry out work without a current accepted assignment in QWork. This may lead to a violation of conditions stipulated on their Visa. 

These are general guidelines for what vacation periods are: 

Undergraduate students (UG): Vacation periods are generally in line with the University calendar however some courses operate extended teaching periods outside the published semester dates, e.g. medicine, dentistry. 

Postgraduate taught students (PGT): Vacation periods are in line with the University calendar except during summer vacation, as Masters students must study full-time to complete their dissertation.

Postgraduate research students (PGR): Vacation periods do not fall in line with the University calendar and students must seek permission from their School at all times when they wish to take a vacation. All vacations will be recorded and cannot exceed 40 days per year. 

Please refer to the QWork SOP Student Request Variation to Weekly Working Hours Limit for the steps required to submit a request to change QUB students working hours. 

QWork SOP Student Request Variation

QWork System Process - Student Hours

For further information please refer the following: 

QUB Students Information on QWork SharePoint 

Immigration Support Services Working in the UK as a Student 

Periods of Student, Holidays and Other Absences.

Any SVHs that cease to be a student of QUB / have their CAS withdrawn that is engaged in work will have their assignment ended with immediate effect. 

A repeat Right to Work is required for future engagements.

Once an assignment is set up for the worker they will receive an email setting out the terms of the engagement. The email outlines the length of the assignment, hours, rate of pay, location etc. 

A worker MUST log in to QWork to accept or decline the assignment. 

If they do not accept the assignment BEFORE the expiry date it will auto decline and cannot be amended.  

As a Timesheet Approver (TSA) you can send the timesheet back to the worker queried. 

When you are in the timesheet of the worker use the Query Timesheet button and advise in the note section what the query is. 

The worker will receive a notification to review the timesheet, the worker will need to resubmit with the necessary adjustment. 

If hours were submitted in error on the timesheet then the worker should remove the hours and resubmit a zero hours timesheet. 

This will remove the query status on the timesheet and any suggestion of an outstanding payment claim.  

If you have checked under 'Pending Timesheet' tab it may mean that the worker has not submitted any timesheet yet, that you are not a TSA for the assignment or that another TSA associated with the assignment needs to authorise it first. 

You will be able to view who the other TSA are please contact them to take any action required. 

No, so long as the Hiring Manager has engaged the worker correctly (as per the Extended Workforce policy), the individual worker can continue to be engaged. 

For each assignment, it is the Hiring Manager’s responsibility to ensure the relationship is still that of a Worker, please refer to the Extended Workforce SharePoint for further advice. 

Yes, Account Codes are pre-set depending on the Job family that you have chosen.

You can request additional sub analysis be added to a project code via the Qfis helpdesk qfis@qub.ac.uk

No, QWork checks a live feed from QFIS, to ensure that the Project Code and Account Code are a valid combination and that it exists in the School/Department the Hiring Manager is associated with.

If a project code is made inactive during an assignment, the Worker will not be able to complete a timesheet and the Hiring Manager will need to update the assignment with new project details prior to submitting a timesheet.

Please submit the request with details of the current code and the new code along with the assignment number and worker name to qworkadmin@qub.ac.uk, requesting the change.

Hiring Managers can export the following reports in QWork: 

1. Timesheet Report 

2. Assignment Report. 

• Under Manage Assignment. 
• Scroll to bottom of the screen. 
• Click on the Report required. 

It will generate a CSV file. Filter the data to your requirements. 

Timesheet Reports can be used to generate information for a Hiring Manager on their workers names, 35 numbers, emails etc. 

Video Link - Assignment & Timesheet Reports

Hiring Managers can only view the data relating to their assignments. 

Divisional Reports are generated at Head of Department / School Manager level only. 

Pay & Holidays  

Holiday pay is automatically added once you have inputted the rate of pay for the assignment, you will be shown an indicative rate which includes all deductions for the worker including annual leave, NI contribution and pension if applicable. Worker’s entitlement to paid holiday in each holiday year (which runs from 1 January to 31 December) is the statutory annual leave entitlement provided by the Working Time Regulations (Northern Ireland) 2016, namely the equivalent of 5.6 weeks’ (capped at 28 days) paid holiday. Your assignment may include working on days that are statutory, bank and/or public holidays and there is no statutory right to paid holiday on these days. 

Workers must take all of holidays during the holiday year in which it accrues and carrying forward holiday is not permitted unless either agreed in advance by hiring managers or where the law allows holiday to be carried forward. The University will pay in lieu of accrued but untaken holiday entitlement at the end of each assignment calculated in accordance with the Working Time Regulations (Northern Ireland) 2016. The amount of such payment in lieu shall be one hour’s pay for each accrued but untaken hour of holiday entitlement. 

QWork will pay untaken leave on a quarterly basis for closed assignments:

If an assignment involves the provision of teaching support during term time (for example, as a PGTA) workers should seek to use all accrued holidays outside teaching periods and the University will refuse requests for holidays which would adversely impact on teaching schedules.

For assignments linked to specific funding or budgets with a fixed end date workers should request the holidays during or at the end of the assignment. Alternatively, managers need to ensure there is sufficient funds held for the quarterly holiday pay process.  

Training Video on holidays for Hiring Managers Approving/Rejecting Holiday

No, workers are required to request their Annual Leave – we are not legally allowed to pay “rolled up” pay.

If the current assignment has finished the holiday request will automatically be picked up and processed during that month’s payroll processing.  

Certain roles may incur expenses which are eligible for reimbursement, and a Hiring Manager should agree this with the Worker prior to any expenses being incurred. To be eligible for reimbursement, expenses must be wholly, necessarily, and exclusively related to the performance of the duties of the employment, therefore, expenditure such as the daily commute to workplace is not eligible for reimbursement. 

All workers should submit expenses for reimbursement on a Request for Payment form (RFP), with supporting documentation provided if applicable.  The RFP form should be approved by the Hiring Manager and sent to the School / Directorate Office.  The Staff Expenses policy applies and you can find it here Staff Expenses Policy.

If a worker no longer wishes to engage in QWork and have advised their current Hiring Manager of the agreed end date, then the workers should request their P45 through QWork.

The What To Do When Leaving QWork guide below takes a worker through the steps – please ensure they are advised to contact qworkadmin@qub.ac.uk so that we can support them through the process. 

What to do when Leaving QWork

If a worker wishes to engage again in the future they will be required to make contact with the QWork Admin Team & complete a new Right to Work. 

Access to QUB Resources 

Once a worker accepts an assignment in QWork, 3 days before the assignment start date the worker will receive 2 emails with their QUB System Credentials which is a 35 Number and password from identity management, it may go into the workers junk mail. 

The first email workers receive will provide information on how to access QOL & Office 365 and the Self-Service Password Reset (SSPR).  

This is only for QUB systems access and is not linked to their QWork access.  

Please be aware that a smart phone is required to use Office 365 and SSPR as multi-factor authentication (MFA) is a mandatory requirement. 

If a worker is expecting an email containing their credentials and does not receive the email they should contact qworkadmin@qub.ac.uk

Workers engaged via QWork are not automatically provided with access to additional systems such as Canvas. 

The Hiring Manager should contact the QSIS Team to request access using the QUB Systems Credentials (35 Number, located on QWork on the Worker Profile). 

The QSIS Team can be contacted on the following email address: QSIS Support – studentsystemsupport@qub.ac.uk

Please note that when requesting access to Canvas, this can only be requested 3 days before the start of the assignment, providing the worker has accepted the assignment on QWork. 

On a Workers Profile on QWork, located near the top of the profile page you will see Payroll No. This is the 35 Number allocated to that worker. Current QUB staff will still retain their 30 number. 

This will be useful for requesting any additional systems access such as Canvas. 

Please note that when requesting access to Canvas, this can only be requested 3 days before the start of the assignment. 

Access to all QUB systems is for the duration of the assignment only. 

Timesheet Reports will also show all details for current workers – name, 35 number, email address.

No. Hiring Managers will have to request an email address for the Worker by completing a QF/01P form. You must ensure you provide the 35 Number for the worker. If you have any queries relating to email access, please log a call with IT Service Desk.

Please be aware that in line with IS policy, emails will only be retained for a period of 90 days from the end date of the workers last assignment, unless the worker accepts another assignment within that 90-day period.

No. Workers should use their QUB system credentials supplied as part of their engagement on QWork to access QUB systems including emails. 

All email accounts associated with an old NSP/OCJ/Additional Persons account which would previously been linked to a 26 number have been discontinued. 

A Worker can request that their previous email account is moved to a new account by sending the request to the IT Service Desk.

All workers that are on assignments for the following Job Families will have access to the Library automatically:

Access is for the duration of assignments only. 

All access and printing options are currently managed through SmartCards (details below). 

SmartCards are needed for buildings access purposes (including the Library where applicable) and for easy authentication to printing services. 

To request a card, send an email to workercard@qub.ac.uk with the following details:

Please include contact details and location for delivery.

If you have a query relating to SmartCards please contact workercard@qub.ac.uk

Cards for those the wider Extended Workforce that are NOT engaged through QWork, should continue to be added to the Additional Persons Database and the current process still exists.

Through the QUB System Access Credentials workers will have basic access to: 

Payslips are currently posted to the postal address a workers provides on QWork. 

This information is supplied directly to a Worker when the 35 Number & Password issues. 

No, if a QUB staff member is engaged in casual work via QWork, they can use their existing QUB logon credentials.   

In the background the QUB staff members number is added to QWork for payroll purposes. 

If a QUB staff member leaves their post during an assignment on QWork, providing they still has an active assignment on QWork a 35 number will then be generated.  

Certain roles may incur expenses which are eligible for reimbursement, and a Hiring Manager should agree this with the Worker prior to any expenses being incurred. To be eligible for reimbursement, expenses must be wholly, necessarily, and exclusively related to the performance of the duties of the employment, therefore, expenditure such as the daily commute to workplace is not eligible for reimbursement.

All workers should submit expenses for reimbursement on a Request for Payment form (RFP), with supporting documentation provided if applicable.  The RFP form should be approved by the Hiring Manager and sent to the School / Directorate Office.  The Staff Expenses policy applies and you can find it here Staff Expenses Policy.

General Queries 

Workers can join QWork through the Join QWork option on the QWork website. 

If you wish to provide a New Starer Process guide, this will take a new worker through registration, right to work and includes training videos and support information. 

Workers Getting Started with QWork 2025

Workers are provided with an option to attend training as part of their registration process. A new starter process providing training videos and information is also supplied. Workers also have access to the Online Help & Support when they register on QWork. 

Workers will also receive a Welcome email once they are registered with their Worker Agreement (Terms & Conditions) and the steps to completing their Right to Work. 

For a worker to view their Worker ID / Payroll Ref Number, they click on the Payroll Menu the Payroll Ref: xxx is the ID Number which is found beside their name at the top of the page. 

As a Hiring Manager you can view all your workers QWork ID Numbers under the Timesheet Report or under the workers profile, it’s the last 6 digits located in the URL box at the top of the page. 

The Worker ID Number is NOT used to access QUB Systems or for any payroll information.

If a worker has accepted an assignment but are then unable to work the hours agreed they (or someone on their behalf) must inform the Hiring Manager by telephone of the reason for the absence, as soon as possible but in any event by no later than two hours before they are scheduled to start work. 

For queries related to Statutory Sick Pay the worker is referred to contact the Salaries Office salaries.office@qub.ac.uk

If a payee moves from the NSP payroll to the QWork payroll, this means they have moved from one HMRC Pay As You Earn (PAYE) reference number to another.

In the first pay month on the new payroll, their record is assessed against the relevant age and earnings eligibility criteria that is required for auto enrolment into the NEST pension scheme.

A payee who does not meet the criteria, will not be auto enrolled into NEST, even if they have been a NEST member whilst on the NSP payroll. This is because their new payroll QWork record is assessed as a new contract and does not take into account previous records on different PAYE reference numbers.

The Pensions Office will issue a communication to advise whether or not payees have been auto enrolled into the NEST pension scheme. Those who have not met the auto enrolment criteria will have the option to opt-in to the NEST pension scheme, and the communication they receive will provide information on this process.

The Worker should be referred to the Salaries Office salaries.office@qub.ac.uk

As a Hiring Manager you are the first point of contact for the worker, you should ensure that you listen to any problems that they may wish to raise, please ensure you seek support from the HRPB Team. 

If you have concerns in relation to a Worker, then please ensure you get support on dealing with the concerns through the HPPB Team.  

Please refer to the University’s Real Living Wage.

If a worker indicates that they are no longer engaging as a casual worker, if they are a student moving back home after their studies or recently obtained a staff position. The What To Do When Leaving QWork guide below takes a worker through the steps – please ensure they are advised to contact qworkadmin@qub.ac.uk so that we can support them through the process. 

What to do when Leaving QWork

HESA Information 

HESA is the Higher Education Statistics Agency. They collect, assure, and disseminate data about higher education (HE) in the UK.

HESA works on behalf of HE providers to help them fulfil their statutory obligations to provide information to the funding and regulatory bodies.  These bodies determine the data that each HE provider must return through HESA.

The HESA Staff Return is an annual return and collects individualised data on the personal characteristics of staff, the details of their contracts and the activities undertaken as a result of those contracts. 

The staff record is collected in respect of those staff who possess one or more contracts of employment and/or for whom the HE provider is liable to pay Class 1 National Insurance contributions for that individual.  

The reporting period is 1 August to 31 July each year and is collected retrospectively. 

Teaching cohorts within QWork will require a HESA code (HESA Cost Centre) to be identified.   The information is linked to the Module Codes which have been prepopulated for ease of reference. Most engagements will have 1 HESA Value of 100% confirmed which is linked to the Module Code. When offering an assignment that requires a HESA code you will be provided with the prepopulated HESA Code. 

You will be prompted to ensure that the sum total of all HESA values should be equal to 1.

In some cases, up to 3 HESA codes can be linked to a Module Code.

Recruitment Updated 2025

Each year the Extended Workforce (EW) Team will advertise and promote QWork to the student community, advertising the types of roles that are normally available to students and encouraging them to sign up for opportunities.  Schools and Directorates can also promote QWork to students specifically to meet their needs. All workers will be available to all Hiring Managers.

Yes, all new opportunities must be advertised on QWork to allow an open and transparent process to all potential workers with the requisite skills, experience, and knowledge.

Once an individual worker passes through a fair and equitable process, they are then available to accept worker assignments until there is no longer a need for the worker role or the worker no longer wishes to be available for work.

You should ensure that you review each applicant against the skills, knowledge, and experience that the role requires. There is no need to record the process on QWork, but you may want to maintain the records for future reference.

Within QWork on your profile to left hand side select create a new Job Ad

Job Reference Number: If your area has their own number/alphabetical system for job applications you can continue to use this system. If not, you can create a new reference number and use it for any future queries linked to that role.

Pre-screening questions: These are designed to streamline shortlisting and the auto rejection is a good tool on large recruitment exercises. It is not a required field in the process.

Within Job Adverts section click on Manage Job Ads: 

This page shows a list of your recently posted Job Adverts.  

Application Status

When you hover over each icon it will provide the details of the icon.  Select the numbers populated underneath each icon to view your applications. 

Under the candidates icon on your relevant Job Advert click the number to view the candidates. 

Applicant List & Shortlisting 

The profile box beside each worker will confirm their status. 

You are able to view a pop up of the worker information e.g. name, employment history, student. 

At this point you can: 

Once you have completed your shortlisting you can then filter the applications under the ‘shortlisting’ status. 

The worker will be able to view the outcome e.g. not shortlisted / shortlisted on their application. 

Due to the volume of applications for casual work we do not guarantee feedback.

The option to download the list of roles and the applicant list is available. Please view the Export: CSV function on each page to export to Excel. 

No, within QWork when the applicant is creating their profile there is document section where they can upload their CV.     

You can request this to be completed as part of the application within your job advert if required.

For all job adverts placed within QWork an applicant must register in order to apply.  

You can also refer any potential applicant to QWork https://www.q-work.co.uk/

On the landing page of QWork under ‘Current Vacancies’ and on the side menu when they log into QWork. The view for the Worker will be similar to the below: