The introduction of Awaab’s Law marks a turning point for the UK’s social housing sector. Named after two-year-old Awaab Ishak, who tragically died in 2020 due to prolonged exposure to mould in his home, this legislation enforces strict, legally binding timeframes for addressing health hazards in social housing. For providers, it’s not just a regulatory update, it’s a cultural shift towards accountability, transparency, and tenant safety.
But meeting these obligations isn’t just about systems and policies. It’s about people having the right skills, capacity, and expertise in place to deliver compliance at speed.
What does Awaab’s Law require?
From 27 October 2025, social landlords must act within fixed timeframes when hazards are reported:
Emergency hazards: Investigate and make safe within 24 hours.
Significant hazards (e.g., damp and mould): Investigate within 10 working days.
Written findings: Provide to tenants within three working days of investigation.
Remedial works: Begin within five working days of confirmation.
Alternative accommodation: Offer if the property cannot be made safe within the timeframe.
Failure to comply can lead to regulatory enforcement, reputational damage, and legal action. And this is just phase one; by 2027, the law will cover all major hazards under the Housing Health and Safety Rating System (HHSRS).
The compliance challenge for social housing providers
Awaab’s Law demands far more than reactive maintenance, it calls for evidence-led, proactive housing management. For providers, this means updating policies and procedures to reflect statutory timeframes, strengthening repairs and maintenance systems to enable rapid response, and improving data quality to create robust audit trails. It also requires a commitment to upskilling staff and contractors, so they fully understand their new obligations.
This is not just a process challenge; it’s a capacity and capability challenge. Many organisations are already grappling with skills shortages in housing management, compliance, and technical roles. Compliance is ultimately a human issue, and meeting these standards depends on having the expertise to turn regulation into action. Without the right people in place, even the most sophisticated systems will fail to deliver.
Recruitment as a compliance catalyst
Recruitment has evolved from a transactional process into a strategic enabler for compliance in social housing. The introduction of Awaab’s Law has made it clear that meeting regulatory obligations is not just about policies and procedures, it’s more about having the right people in place to deliver them effectively. This is where specialist recruiters play a pivotal role.
When compliance deadlines loom, organisations need rapid access to professionals who understand the sector and the legislation shaping it. Recruiters with deep housing expertise can source compliance officers, housing managers, repairs coordinators, and technical specialists who are ready to act on Awaab’s Law requirements from day one. This agility ensures urgent works are completed within statutory timeframes, protecting both residents and organisational reputation.
But the value of specialist recruitment goes beyond firefighting. It’s about building resilience for the long term. By identifying and securing permanent talent with the right technical and regulatory knowledge, recruitment experts help embed compliance into the fabric of an organisation, rather than treating it as a short-term fix. They also work alongside training providers to close skills gaps, aligning recruitment strategies with upskilling initiatives so that internal teams and contractors are equipped for future challenges.
Flexibility is another critical advantage. Compliance peaks demand scalable solutions, and recruiters can provide interim placements or contractor networks that allow housing providers to respond quickly without compromising quality or accountability. At the same time, they ensure that every candidate, whether temporary or permanent, understands the importance of documentation, communication, and accountability under Awaab’s Law. In doing so, recruitment becomes a tool for shaping culture as well as filling roles.
Ultimately, specialist recruiters are not just suppliers of talent; they are strategic partners in compliance. By combining speed, sector knowledge, and a focus on long-term capability, they help social housing organisations turn regulatory obligations into operational excellence.
By leveraging Reed Talent Solutions’ expertise and network, housing providers can turn compliance risk into an opportunity; building safer homes, restoring tenant trust, and meeting regulatory obligations with confidence. Get in touch with our experts today to find out how they can help.
