Employment Background Checks

Identity verification is the process of verifying the authenticity and validity of an individual’s identity documents, such as passports, driving licences, and national identification cards. It involves confirming that the identification documents presented by an individual are genuine, unaltered, and legally issued.

ID verification is commonly used in various industries and contexts, such as financial institutions, government agencies, border control, employment screening, and age verification for age-restricted products or services.

Why is it necessary?

The purpose of ID verification is to ensure that the person claiming a particular identity is indeed who they say they are. It helps prevent identity theft, fraud, and impersonation by confirming the accuracy of the information provided.

How we perform the check

ID verification typically involves several steps, which may vary depending on the specific requirements and methods employed:

•  Document Examination

Trained professionals or automated systems scrutinise the physical characteristics of the identification document to check for security features, such as holograms, watermarks, or special inks. They also verify the overall appearance and condition of the document.

• Data Verification

The information contained within the identification document (such as name, date of birth, photograph, and identification number) is compared with other reliable sources of information, such as official databases or records, to confirm its accuracy and consistency.

• Biometric Verification

In some cases, biometric data, such as fingerprints or facial recognition, may be used to verify the identity of the individual. This involves comparing the biometric data provided by the person with the biometric data stored in official databases.

Checks to verify that an individual is associated with a specific address.

 For DBS checks, 5 years address history is needed. A Consumer Credit Check can provide 10 years’ worth of previous addresses.

‘Right to Work’ is an area of immigration compliance that applies to all UK employers, regardless of size, sector or whether you employ migrant workers. Your duty is to ensure all workers in your organisation have the ‘Right to Work’ before they start working with you by carrying out all the essential checks.

Why is it necessary?

Under the prevention of illegal working legislation, it is unlawful for an employer to hire someone if they do not have the ‘Right to Work’ in the UK, or if they are breaching the terms of their stay by working.

Under Section 15 of the Immigration, Asylum and Nationality Act 2006, an employer may be liable for a civil penalty if they employ someone who does not have the right to undertake the work in question. The employer will, however, have a statutory excuse under Section 15(3) if it has carried out a ‘Right to Work’ check which complies with the Immigration (Restrictions on Employment) Order 2007 SI 2007/3290 (as amended).

The impact of civil penalties on a small business can be devastating. To ensure compliance, we can carry out all necessary check on your behalf and provide you with a full report to give you peace of mind knowing your employees meet all the necessary requirements.

How we perform the check

There are two types of ‘Right to Work’ checks which can be carried out to demonstrate compliance: a manual check and an online check. By correctly conducting either type of check, you will have a statutory excuse to avoid any civil liability.

With Digital Identity Verification software, we can instantly, and seamlessly, verify any UK or Irish passport and confirm their ‘Right to Work’. For individuals outside the UK and Ireland, we perform online checks through the Online Right to Work Service.

In this case, the applicant provides a share code that we can use to check their immigration status and determine any conditions on their visas. If an individual’s ‘Right to Work’ is time-limited, you should also carry out a follow-up check shortly before this right is due to come to an end.

The Driver and Vehicle Licensing Agency (DVLA) check, often referred to as a driving licence check, is conducted to verify and assess an individual’s driving history and status. The specific information checked during a DVLA check may vary depending on the purpose of the check and the jurisdiction, but it typically includes the following key components:

•  Verifying the validity of the document
• Identifying any penalties or disqualifications
• Detailing any endorsements or anomalies

Why is it necessary?

These checks are typically performed by employers or organizations for various reasons. Here are some common reasons why a DVLA check may be necessary:

•  Data Verification

This check confirms the status of the individual’s driving licence. It ensures that the licence is valid and has not expired or been revoked or suspended. DVLA checks can help prevent fraud, such as the use of fake or invalid driving licences, which could be used for illegal activities or misrepresentations.

It can provide a summary of the individual’s driving history, including the date they first obtained their driving licence, and a history of addresses associated with the licence.

•  Safety and Liability

For roles that involve driving company vehicles or require employees to drive as part of their duties, employers have a responsibility to ensure that their employees have valid licences and safe driving records. This helps mitigate the risk of accidents, injuries, and liability issues. If an individual has specific medical conditions or restrictions that affect their ability to drive safely, this information may be included in the check.

• Driving Convictions and Penalty Points

The DVLA check reviews the individual’s driving history for any traffic violations, convictions, or penalty points incurred over a specified period. This information typically includes offences like speeding, reckless driving, DUI/DWI convictions, and other traffic violations.

Some DVLA checks may even include information about accidents or incidents involving the individual, especially if they were at fault or resulted in legal consequences. This information can be used to assess the employee’s risk level when it comes to operating company vehicles and help protect company assets, including vehicles and equipment, from potential accidents or misuse.

• Compliance and Insurance

Certain industries and regulatory bodies mandate that employees have valid and appropriate driving licences. Compliance with these regulations is crucial to avoid legal penalties and maintain the integrity of the organisation.

Insurance companies often require organisations to confirm that their drivers have valid licences when insuring company vehicles. Failure to do so could result in insurance issues or increased premiums.

• Client or Customer Trust

Organisations that provide services involving transportation or driving often need to assure their clients or customers that their employees are qualified drivers. This can build trust and confidence in the company’s services.

• Driving Licence Category

The check identifies the type of driving licence held by the individual, such as a standard passenger vehicle licence (e.g. Class C) or a commercial driving licence (CDL), if applicable. For individuals with CDLs or specialised licences, the check may also verify any endorsements or restrictions on the licence, such as hazardous materials (HazMat) endorsements or air brake restrictions.

It’s important to note that DVLA checks should be conducted in compliance with privacy and data protection laws, and individuals are required to provide consent for their driving records to be accessed. Employers should also be aware of the specific requirements and regulations related to DVLA checks in their jurisdiction and industry.

Having a directorship means you are a director of a limited company registered in the UK. Your title and company details are catalogued on Companies House, which is open to the public. It typically means you own your own company and are self-employed in some capacity.

Why is it necessary?

 A directorship check can identify the following information:

• Current Directorships

It will identify all active directorships held by the individual and reveal involvement in companies that may pose a conflict of interest with the hiring organisation. This information is also useful for understanding if the candidate may be over-extended across multiple responsibilities.

• Previous Directorships

Directorships that the individual has held historically are disclosed which can help identify patterns of short tenure, frequent resignations, or links to dissolved or liquidated companies.

• Disqualifications

Checks if the individual has been disqualified from acting as a company director (e.g. under the Company Directors Disqualification Act in the UK). This can highlight previous fraud, mismanagement, or insolvency.

• Company Status

Provides information on the status of the companies linked to the directorships (e.g. active, dissolved, in liquidation) which can help identify individuals associated with a pattern of failed businesses.

• Associated Risks

May highlight links to companies involved in legal issues, enforcement actions, or financial irregularities, supporting reputational risk management.

How we perform the check

 With our integrated companies house search function, we can retrieve any data found on Companies House that relates to the applicant. The search is quick, automatic, and reliable, removing any risk of human error.

A social media check offers key insights into an applicant’s character, values, professionalism, and public behaviour. By assessing an applicant’s online presence, recruiters can better evaluate how well they align with the organisation’s values and culture.

Typically, social media checks focus on identifying potential red flags that may indicate questionable judgment, including:

• Discriminatory or violent remarks
• Provocative or inflammatory images
• Negative comments about past or current colleagues and employers
• Evidence of criminal behaviour shared online

Conducting these checks responsibly ensures a fair and informed recruitment process. It is yet another tool to aid in avoiding potential reputational damage.

Verifying an applicant’s ‘activity history’ involves the verification and assessment of an individual’s past employment and professional activities. This can include verifying their periods of self-employment, unemployment and periods of full-time education. It aims to validate the accuracy of the information provided by the individual and assess their work experience, skills, and job performance.

Gap Analysis

Work and activity history screening also involves examining any gaps in employment or activity history. This could include periods of unemployment, career breaks, or unaccounted time.

Why is it necessary?

By retrieving references and / or documentation, we can verify the accuracy of the candidate’s work history such as their employment dates, job titles, responsibilities, and performance. References in particular can provide an external perspective on the applicant’s abilities and suitability for the role, gathering insight to their work ethic, skills, and character.

In this process, periods of unemployment, career breaks, or unaccounted time are revealed. Understanding these gaps helps assess the candidate’s consistency, reliability, and potential reasons for career transitions. Essentially, activity history screening provides organisations with valuable insights into a candidate’s employment background, skills, and overall professional conduct.

How we perform the check

Our first step is to contact previous employers, education establishments, accountants, trade referees and character references (where applicable). We ask them to confirm dates of employment / enrolment, their job title and for any information about the applicant that may reflect adversely upon their suitability for the role.

In the meantime, we will ask for documentation from the applicant to verify the start and end dates of these periods such as employment contracts, payslips, P60s, P45s, tax returns, Universal Credit statements, and education certificates. The depth in which we delve depends on the screening standards or employer discretion if conducting a bespoke screening.

A Professional Licences Check verifies that a candidate holds the necessary licences, registrations, or certifications required to legally perform specific roles or regulated activities.

This check confirms the authenticity, validity, and current status of professional credentials such as those issued by security, medical, legal, financial, or technical governing bodies. It ensures compliance with industry standards and regulatory requirements, while also reducing the risk of liability, reputational damage, or unqualified hires in critical positions.

Consumer Information Reports identifies adverse credit by providing details of any County Court Judgments (CCJs), Court Decrees, Bankruptcies or Insolvencies over the last 6 years. They can also confirm an applicant’s date of birth, any aliases they are associated with, the past 10 years of address history, and if they are on the electoral roll.

Including identifying adverse credit, performing a credit check serves several purposes for risk management:

• Assessing Financial Responsibility

Credit checks can provide insight into an applicant’s financial responsibility and management skills. It can help employers gauge how applicants handle their personal finances, which may be relevant for positions involving financial responsibilities within the company.

• Reducing Risk

In roles where employees have access to financial assets, sensitive financial information, or company funds, a credit check can help identify potential financial risks or vulnerabilities. This is especially crucial for positions involving fiduciary duties.

• Protecting Company Assets

For positions where employees may handle cash, manage budgets, or have access to valuable assets, employers want to ensure that applicants do not have a history of financial troubles, such as bankruptcies or CCJs, which could indicate a higher risk of mismanagement or fraud.

• Assessing Trustworthiness

A positive credit history can be an indicator of an applicant’s trustworthiness and reliability. Employers may consider this when evaluating candidates for roles involving access to sensitive information, customer data, or intellectual property.

• Customary Industry Practice

In some industries, such as banking, finance, or insurance, conducting credit checks on applicants is considered a standard and necessary part of the hiring process to maintain industry standards and best practices.

It’s important to note that not all employers conduct credit checks, and that their use in the hiring process varies by industry, job role, and local regulations. Additionally, many jurisdictions have enacted laws that restrict or regulate the use of credit information in employment decisions to protect applicants’ rights and privacy. Employers should also consider the relevance of credit information to the specific job role and evaluate candidates based on multiple factors, not solely on their credit history.

Checks carried out as part of a Consumer Information Search

Adverse Credit information

Details of any County Court Judgments (CCJs), Court Decrees, Bankruptcy or Insolvency over the last 6 years, the value and if they have been satisfied.
Other names

Information about alias the applicant may be using, and potential fraud risk associated with that alias.

Electoral Roll

Confirms the applicant is present on the electoral roll and the date they registered on the electoral roll; this information is useful in establishing their current address and time at that address.

Confirmation of Date of Birth

Confirms the applicant date of birth and used as an independent means to further establish their identity and validity of the information they have provided.

Credit searches within the last 6 months

Can be an indicator of financial risk, if particularly if numerous hard inquiries occur within a short timeframe.

Previous or other current addresses

Can be used to find address history and length at previous address that help build the necessary information for other checks such as criminal records check

DBS checks are essential for roles that involve working with vulnerable individuals, such as children, the elderly, or individuals with disabilities. These checks help identify any history of criminal behaviour that might pose a risk to these vulnerable groups.

NSA Group are registered as a Disclosure Barring Service (DBS) Umbrella body, and we can process every level of check:

• Basic DBS check
• Standard DBS check
• Enhanced DBS check
• Enhanced DBS check with Barred List(s).

Why are they necessary?

 Certain industries and professions are subject to legal and regulatory requirements that mandate DBS checks. Compliance with these requirements is necessary to operate within the law and meet industry standards. Examples include roles in education, healthcare, social work, and childcare.

In addition to paid employment, DBS checks are often used to screen volunteers, particularly in organisations that serve vulnerable populations, to ensure that volunteers do not pose any risks. DBS checks are mainly carried out for:

• Safety and Security

For positions that require access to sensitive information, confidential data, or secure environments, employers use DBS checks to assess an applicant’s integrity and potential risks related to criminal activities, such as fraud, theft, or breaches of security.

• Working in Childcare and Education

DBS checks are commonly used in schools, colleges, and childcare settings to ensure that individuals working with children have no history of offences that could jeopardize their safety.

• Preventing Fraud

For roles involving financial responsibilities, DBS checks can help identify individuals with a history of financial misconduct or fraud, which is essential for positions involving money handling or fiscal management.

It is important to note that the level of DBS check required (Basic, Standard, or Enhanced) depends on the nature of the role and the level of contact with vulnerable groups or sensitive information. Employers should conduct DBS checks in compliance with applicable laws and regulations and with the consent of the individuals being screened.

For further guidance on which type of check is right for you, please visit our dedicated DBS page, call us on 0800 999 7858, or visit https://www.gov.uk/find-out-dbs-check.

A Sanctions and Politically Exposed Person (PEP) check is a necessary component of anti-money laundering (AML) and counter-terrorism financing (CTF) compliance measures used by financial institutions, businesses, and government agencies to mitigate risks associated with financial transactions.

Our screening systems perform these checks automatically, allowing organisations to quickly identify and assess the risk associated with their applicants, customers, clients, and partners.

In a sanctions and PEP search, various databases and watchlists are consulted to check if an individual, entity, or organisation appears on these lists. The specific information checked can include:

• Individuals who are subject to economic sanctions or restrictions imposed by governments or international organisations. This may include individuals involved in terrorism, narcotics trafficking, human rights abuses, or other illicit activities.
• Businesses, entities, and organisations that are sanctioned for various reasons, such as engaging in prohibited trade, supporting terrorism, or being involved in illegal activities.
• Identifying whether there are asset freezes or financial restrictions placed on the individuals or entities listed.
• Identifying individuals who hold or have held prominent public positions, such as government officials, heads of state, judges, or military leaders. These individuals may be at a higher risk of engaging in corruption, bribery, or money laundering due to their positions.
• Disclosing family members and close associates of PEPs, as they can also be involved in financial transactions that pose risks.

Why are these necessary?

Conducting sanctions and PEP checks as part of an employment screening process can serve several important purposes:

• Risk Mitigation

Employers want to ensure they are not inadvertently hiring individuals who may pose a risk to their organisation due to their potential influence or connections. PEPs may have access to significant resources and power, which could potentially be abused for personal gain or for facilitating financial crimes.

• Compliance with Regulations

In some industries, such as finance, real estate, or government contracting, there are specific regulatory requirements that mandate the screening of employees for PEP status and sanctions. Failure to comply with these regulations can result in legal consequences, including fines and penalties.

• Preventing Corruption and Bribery

Hiring a PEP or someone with connections to individuals on sanctions lists could increase the risk of corruption or bribery within the organisation. Conducting these checks helps organisations avoid unwittingly becoming involved in illegal activities or unethical behaviour.

• Protecting Reputation

Hiring individuals with connections to sanctioned entities or individuals could damage an organisation’s reputation. Clients, partners, and stakeholders may view the organisation negatively if it is associated with individuals or entities known for illicit activities or human rights abuses.

• Securing Sensitive Roles

Certain roles within an organisation may require a higher level of scrutiny, especially those with access to sensitive information, financial resources, or decision-making authority. Conducting these checks helps ensure that individuals in such roles are free from any potential conflicts of interest.

The goal is to ensure that individuals and entities subject to sanctions, and politically exposed individuals, are identified and appropriate measures are taken to manage the associated risks, such as conducting further due diligence or, in some cases, refusing certain transactions or relationships.

The specific databases and watchlists consulted during these checks can vary depending on the organisation, jurisdiction, and industry. Organisations may use commercial databases, government-issued lists, and international watchlists to conduct these searches.

Education verification and professional/academic qualifications checks are commonly conducted by employers, educational institutions, or third-party background screening companies as part of the hiring process. These checks are performed to ensure that the information provided by a candidate is accurate and that they possess the required educational and professional qualifications for the position.

Credential Verification

Education Verification: Employers want to confirm that a candidate has obtained the degrees or certifications they claim to have. This helps ensure that the candidate possesses the necessary knowledge and skills for the job.

Professional/Academic Qualifications Check Employers may verify specific professional qualifications or memberships in relevant associations. This is common in fields where specific certifications or memberships are crucial, such as healthcare, finance, or engineering.

Honesty and Integrity

Verifying educational and professional backgrounds helps employers assess the honesty and integrity of candidates. Misrepresentation of qualifications can be a serious concern and may lead to distrust between the employer and the candidate.

Legal and Regulatory Compliance

Certain professions and industries have strict regulatory requirements regarding education and qualifications. Employers need to ensure that they comply with these regulations to avoid legal issues.