When you become successful at interview and are offered a job, we as your employer will be required to carry out a series of employment checks. The checks that we carry out will be dependent on the type of job you are going to do.
The types of checks that are carried out are:
You will be asked to provide proof that you have the right to work in the UK. This will mean that you will need to produce either a document or a combination of documents to confirm you are eligible. For example, a passport, a visa or immigration documents if you are a non-national. We will advise you which documents you need to show them.
Professional registration and/or qualifications
If your role requires a particular professional registration, we will carry out a check with the appropriate regulatory body and secure confirmation of the appropriate registration.
Where a check has been made, we will not be required to verify your professional qualifications separately.
Where a licence is a requirement confirmation will be sought from the relevant regulatory body as well.
All qualifications that are not associated in any way with a regulatory body will be sought separately.
Criminal record and barring checks
Depending on the role, we may be required to check whether you have a criminal record. Your offer of employment will be subject to a satisfactory disclosure from the Disclosure and Barring Service (known as a DBS check). The Rehabilitation of Offenders Act 1974 helps rehabilitated ex-offenders back into work by allowing them not to declare criminal convictions and cautions (including reprimands and final warnings) to employers after the defined rehabilitation period has elapsed and the convictions become "spent" (old). During the rehabilitation period, convictions and cautions are referred to as being "unspent" (or current). Unspent convictions and cautions must always be declared unless they are protected (or filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) 2013 (S.I. 2013/1198). If you have a criminal record and are unsure about what might be revealed about you as part of a DBS check, or the type of information you should consider declaring when completing the form, the following links to guidance will help provide more clarity:
The definitions for the following are:
Cautions – a minor offence has been committed and the police have issued a caution.
Convictions – an individual who was found guilty and charged.
Reprimands – an individual has been reprimanded by the police for a minor offence.
Warnings – a minor offence has been committed and the police delivered a warning.
Where a position is security related, we may wish to carry out background checks regarding your credit history.
Employment history and references
It is important that you have stipulated your full employment history within your application form and highlighted any employment gaps. References may be sought covering up to and including a period of 3 years from your current employer and previous employer/s.