Some pre-employment checks, such as Right to Work, can be carried out during the earlier stages of the recruitment process whilst others, such as new starter health checks, or DBS checks may only be started once a conditional offer has been made.
Job offers must be made ‘subject to’ the satisfactory pre-employment checks using the standard wording in the offer letter and contract templates. Most checks need to be completed before employment can commence.
Some checks which involve external agencies may take a considerable time to complete. Where, for example, a DBS disclosure (criminal record check) has not been received by the anticipated start date, it may be possible for an individual to start work on the planned date, but to a reduced set of duties, with extra safeguarding measures in place until all the checks are complete. In the case of a post requiring a DBS disclosure for working with vulnerable groups, this may include prohibition of lone working or, close access to vulnerable groups, and ensuring that work is supervised at all times until the necessary clearance is received.
The pre-employment checks and gates document (which you can download on the right-hand side of this page) summarises the time-scale for checks.
The level of checks to be carried out must be clearly stated in the job description – it is unfair to introduce a requirement for a candidate to undergo additional role-related checks if these have not been advised before the candidate applied. If the role involves regulated activity and the individual is on a barred list, applying for the work will be a criminal offence.
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