Definition
The process of verifying information provided by a job candidate before or during the early stages of employment. Checks may include identity verification, employment history, academic qualifications, credit history, criminal records, and professional references.
UK Context
UK background screening must comply with the Data Protection Act 2018 and UK GDPR. Checks should be proportionate to the role. Criminal record checks through the DBS are only permitted for eligible roles. Credit checks require a legitimate reason. The Rehabilitation of Offenders Act 1974 limits when spent convictions can be considered.
Best Practices
- Only conduct checks that are relevant and proportionate to the specific role being filled
- Obtain the candidate's consent before conducting checks and be transparent about what will be checked
- Have a clear policy on how adverse findings will be assessed, ensuring decisions are fair and non-discriminatory
Frequently Asked Questions
What pre-employment checks are standard in the UK?
Standard checks typically include right to work verification (legally required), identity check, two professional references, and verification of qualifications relevant to the role. Additional checks such as DBS, credit, or driving licence checks are only appropriate for specific roles.
Can a job offer be withdrawn based on background check results?
Yes, if the offer was conditional on satisfactory checks and the results reveal material concerns. However, the employer must act fairly and proportionately. For criminal records, the employer should follow the DBS guidance on making fair recruitment decisions.