When it comes to background checks in the UK, potential employers will typically verify employment records for a minimum of five years. The criminal background check, or DBS check, has three main levels: basic, standard and improved. It depends on the company's function and nature, but you can expect verifications to be returned at least five years. The pre-employment evaluation process involves a right to work check, a criminal background check, an employment background check, professional references and in some cases, an educational reference.
In other sectors, such as the financial sector, a credit check may be carried out and in the transport sector, a DVLA verification may be conducted. Most UK employers will have implemented most (if not all) of the ten essential background checks throughout their hiring process. For those who want to do a background check on their partner, they should consult the Clare Act and Sarah's Law (see “How to do a criminal background check on your partner in the UK”). Conducting background checks on new employees is a very common practice and depending on the position, some checks may be a legal requirement.
Background checks are used by employers to verify if the information on a candidate's resume is accurate. Some background checks can be processed instantly such as the right to work, UK credit check, DVLA check and international sanctions. Employers may conduct background checks on all shortlisted candidates and job offers may be subject to satisfactory background checks. This comprehensive guide will help you carry out law-compliant criminal background checks and other types of background checks when hiring employees in the UK. However, these checks are simply to determine if you're a good fit for the position and employers are legally required to carry out some checks. When it comes to conducting background checks in the UK, there are certain steps that must be taken in order to ensure that they are done legally and ethically.
Employers must ensure that they are compliant with all relevant laws and regulations when conducting these checks. This includes obtaining consent from the candidate before carrying out any type of background check. The first step is to obtain consent from the candidate before carrying out any type of background check. This can be done by providing them with a written consent form which outlines what type of information will be collected and how it will be used. The form should also include information about their rights under data protection legislation. Once consent has been obtained, employers should then decide which type of background check is appropriate for their needs.
This could include criminal record checks, credit checks or employment history checks. Depending on the type of job being applied for, employers may also need to carry out additional checks such as qualifications or references. Once the appropriate type of background check has been identified, employers should then contact the relevant third-party provider who will carry out the necessary searches. It is important that employers ensure that they are using a reputable provider who is compliant with all relevant laws and regulations. Once the results have been received from the third-party provider, employers should then review them carefully before making any decisions about whether or not to proceed with an offer of employment. Employers should also ensure that they are compliant with data protection legislation when handling any personal data obtained through these searches. In conclusion, it is important for employers to understand how far back do background checks go in the UK when hiring new employees.
Employers must ensure that they are compliant with all relevant laws and regulations when conducting these searches and must obtain consent from candidates before carrying out any type of background check.