Checks & Packages

BS 7858 is a British Standard that specifies the requirements for conducting security screening of individuals for employment in positions of trust and security. It is used primarily in the United Kingdom for vetting individuals who will be working in roles where they may have access to sensitive information, valuable assets, or be in a position of trust.

BS7858 is a comprehensive and robust screening process that helps ensure the suitability, integrity, and reliability of individuals employed in roles involving access to sensitive information or areas.

Conducting a BS7858 screen is essential in several industries, particularly those where employees require access to sensitive information, assets, or premises. Here are key reasons why a BS7858 screen is necessary:

Security and Risk Mitigation

BS7858 screens help mitigate security risks by thoroughly vetting individuals who may have access to sensitive information or areas. It helps identify potential risks such as criminal activities, fraudulent behaviour, or other concerns that could compromise security.

Regulatory Compliance

Many industries have legal and regulatory requirements for background checks, particularly in sectors such as security, finance, and government. BS7858 screens ensure compliance with these requirements, helping organizations avoid legal consequences and demonstrating their commitment to security and integrity.

Protection of Reputation

Implementing BS7858 screens helps safeguard an organization’s reputation by ensuring that individuals with appropriate qualifications, character, and integrity are employed. It demonstrates a commitment to due diligence and mitigates the risk of reputational damage caused by employing unsuitable or unqualified individuals.

Risk Management

BS7858 screens assist in effective risk management by identifying potential threats or vulnerabilities. By conducting thorough background checks, organizations can minimize the risk of internal incidents, such as fraud, theft, or misconduct, which can have significant financial and operational consequences.

Client and Stakeholder Confidence

Employing individuals who have undergone BS7858 screening instils confidence in clients, stakeholders, and partners. It demonstrates a commitment to security, privacy, and professionalism, fostering trust and strengthening relationships with key stakeholders.

Best Practices

BS7858 is a recognized standard for screening individuals in security-sensitive roles. Adhering to this standard allows organizations to align with industry best practices and ensure consistent screening processes across the sector.

By conducting BS7858 screens, organizations can enhance security, comply with regulations, protect their reputation, manage risks effectively, and instil confidence in clients and stakeholders.

Identity Verification

BS7858 requires the verification of the candidate’s identity using reliable and verified sources, ensuring that the provided personal information matches official documents.

Employment History

The standard mandates comprehensive checks on the candidate’s employment history. This includes verifying previous employers, job titles, and periods of employment. It aims to validate work experience and uncover any discrepancies.

Criminal Record Check

BS7858 requires a thorough criminal record check to identify any previous convictions, pending charges, or cautions that may impact the candidate’s suitability for the role. This check helps assess the candidate’s integrity and reliability.

Reference Checks

The standard necessitates contacting the candidate’s previous employers or professional references to gather insights into their work ethic, performance, and character. This step helps assess the candidate’s suitability for the security role.

Financial Probity

BS7858 may involve conducting credit checks to assess the candidate’s financial stability and responsibility. This check is particularly important for roles involving financial management or access to sensitive financial information.

Right to Work Verification

The standard requires verifying the candidate’s eligibility to work in the United Kingdom, ensuring compliance with legal requirements and immigration laws.

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 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)

Why does a right to work check entail?

The impact of such penalties to a small business would be devastating, in order 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 and to ensure your employees meet the necessary requirements, where follow-up checks may be required, we will send you a timely reminder.

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.

Employers in the UK must by law comply with the prevention of illegal working regime. Breaching the rules can result in penalties such as substantial fines.

‘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 Right to Work document checks.

The rules apply to workers of all nationalities and races, which means your Right to Work checks must be conducted on all workers and must not discriminate.

The following guide provides an overview for employers on the prevention of illegal working regime, from how to conduct a compliant Right to Work Check to the penalties you could face if the Home Office alleges you are in breach of your duties.

How do employers comply with the prevention of illegal working regime?

Employers, as well as any members of staff with delegated responsibility within the business for the recruitment and employment of individuals, must fully understand their responsibility to carry out right to work checks in the prescribed manner, and therefore ensure compliance with the law.

To comply with the prevention of illegal working regime, you should always conduct a right to work check ‘before’ you employ a person to ensure they are legally allowed to do the work in question for you. If an individual’s right to work is time-limited to the point that you employ them, you should also carry out a follow-up check shortly before this right is due to come to an end.

There are two types of right to work checks to demonstrate compliance: a manual check and an online check. By correctly conducting either type of check, this will provide you with a statutory excuse to avoid any civil liability.

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

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.

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

Document Examination

Trained professionals or automated systems scrutinize 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.

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.

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

Understanding what type of check you are entitled to can be a confusing and time consuming if you are not currently performing them, we have a team of specialists that can help you understand any requirements and procedures you need to follow.

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.

Legislative and Regulatory Compliance

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.

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.

Legal Requirements for Specific Roles

Some roles, such as schoolteachers, healthcare professionals, or care home workers, require DBS checks as a standard part of the hiring process due to the potential consequences of a criminal history on the ability to perform the job effectively and safely.

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 offenses 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.

Screening for Volunteer Positions

In addition to paid employment, DBS checks are often used to screen volunteers, particularly in organizations that serve vulnerable populations, to ensure that volunteers do not pose any risks.

It’s 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.

There are 3 types of check you can carry out as an organisation:

Basic Disclosure

Available for individuals who can choose to show it to employers (or anyone else). A Basic Disclosure report shows all convictions held at national level which are not ‘spent’ under the Rehabilitation of Offenders Act. This is the most common check.
Who should do Basic Disclosure?

The basic check can be used for any position or purpose. A basic certificate will contain details of convictions and cautions from the Police National Computer (PNC) that are unspent under the terms of the Rehabilitation of Offenders Act (ROA) 1974.

Standard Disclosure

The standard check shows both spent and unspent convictions, cautions, reprimands, and final warnings. Whereas the Basic Disclosure only shows unspent convictions, the Standard DBS check also shows spent convictions along with any cautions, reprimands, and final warnings.

Who should undertake a Standard Disclosure?

The standard check is available for duties, positions and licences included in the Rehabilitation of Offenders Act (ROA) 1974 (Exceptions) Order 1975, for example, court officers, employment within a prison, and Security Industry Authority (SIA) licences.

Enhanced Disclosure

An enhanced level certificate contains the same PNC information as the standard level certificate but also includes a check of information held by police forces.

Who should unertake an Enhanced Disclosure?

This type of check is usually required in situations where the applicant is applying for a position involving regular care, training, supervision or being in sole charge of young people and/or vulnerable adults. It can also be required for certain statutory licensing purposes (SIA). This report contains similar information to the Standard Disclosure report and will also include local police records, such as relevant non-conviction information.

If the role will also include Regulated Activity, then it may be appropriate to include an application for a search of the barred lists to see if the applicant is barred from undertaking a certain role. Please contact us before you place an order to check eligibility otherwise your order will proceed without the barred lists.

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

The specific details included in a DBS check can vary based on the individual’s criminal history and the requirements of the position for which the check is being conducted. It’s important to note that individuals have the right to request their own DBS check to review their criminal record and ensure its accuracy.

Work and activity history screening involves the verification and assessment of an individual’s past employment and professional activities. It aims to validate the accuracy of the information provided by the individual and assess their work experience, skills, and job performance. Here are key aspects of work and activity history screening:

Employment Verification

This process involves contacting previous employers to confirm the candidate’s employment dates, job titles, roles, responsibilities, and performance. It helps verify the accuracy of the candidate’s work history and assess their job stability.

Reference Checks

Reference checks involve contacting professional references provided by the candidate to gather insights into their work ethic, skills, and character. It provides an external perspective on the candidate’s abilities and suitability for the role.

Job Performance Evaluation

Some organizations conduct assessments or evaluations to gauge a candidate’s performance in previous roles. This may include skills tests, work samples, or behavioural assessments to assess their competence and job-related capabilities.

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. Understanding these gaps helps assess the candidate’s consistency, reliability, and potential reasons for career transitions.

Work and activity history screening provides organizations with valuable insights into a candidate’s employment background, skills, and overall professional conduct.

Performing a credit check when screening applicants, especially for certain roles or industries, serves several important reasons:

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 judgments, which could indicate a higher risk of mismanagement or fraud.

Compliance with Industry Regulations

Certain industries, such as finance and insurance, are subject to regulations that require employers to conduct credit checks as part of their due diligence process. Compliance with these regulations is essential to avoid legal issues.

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 or finance, 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 the use of credit checks 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.

What is checked when doing a credit check?

This is an invaluable tool when it comes to assessing the suitability of a candidate for a sensitive position. Generating a Consumer Information Report for a potential employee does not only mean identifying adverse credit but includes several other valuable methods of confirming their identity. It gives an indication as to whether someone is unlikely to be able to resist the opportunity for elicit gain. Without this check, this may result in them being a weak link in your chain.

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 Discloser Barring (Criminal Record check)

A sanctions and PEP (Politically Exposed Person) check is a crucial 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 organizations to quickly identify and assess the risk associated with their applicants, customers, clients, and partners.

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

Risk Mitigation

Employers want to ensure that they are not inadvertently hiring individuals who may pose a risk to their organization. PEPs may have access to significant resources and power, which could potentially be abused for personal gain or for facilitating financial crimes. Checking for PEP status helps organizations assess the risk associated with a candidate’s potential influence or connections.

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 organization. Conducting these checks helps organizations avoid unwittingly becoming involved in illegal activities or unethical behaviour.

Protecting Reputation

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

Enhancing Due Diligence

Employers may use sanctions and PEP checks as part of their due diligence process to ensure that potential employees have a clean record and do not have any undisclosed affiliations or activities that could be detrimental to the company.

Securing Sensitive Roles

Certain roles within an organization 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.

It’s worth noting that the necessity and extent of sanctions and PEP checks in employment screening may vary depending on the industry, organization, and the specific role being considered. However, for positions where there is a potential for significant influence or where regulatory requirements exist, these checks can be a vital part of the hiring process to manage risk and ensure compliance.

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

Sanctions Check:

Individuals

A sanctions search will look for individuals who are subject to economic sanctions or restrictions imposed by governments or international organizations. This may include individuals involved in terrorism, narcotics trafficking, human rights abuses, or other illicit activities.

Entities/Organizations

It will also check for businesses, entities, and organizations that are sanctioned for various reasons, such as engaging in prohibited trade, supporting terrorism, or being involved in illegal activities.

Countries

Sanctions may also apply to entire countries, and these checks will determine if transactions or dealings with individuals, entities, or governments from sanctioned countries are prohibited or restricted.

Asset Freezes

In some cases, the search will identify whether there are asset freezes or financial restrictions placed on the individuals or entities listed.

PEP Check:

Politically Exposed Persons

A PEP search is aimed at 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.

Family Members and Close Associates

PEP checks may extend to family members and close associates of PEPs, as they can also be involved in financial transactions that pose risks.

Enhanced Due Diligence

When a person is identified as a PEP, it often triggers enhanced due diligence procedures, which can involve scrutinizing their financial transactions, business relationships, and sources of wealth more closely.

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

The goal is to ensure that individuals and entities subject to sanctions or 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.

(Driver and Vehicle Licensing Agency) check, often referred to as a driving license check, is conducted to verify and assess an individual’s driving history and status. These checks are typically performed by employers or organizations for various reasons. Here are some common reasons why a DVLA check may be necessary:

Employment Requirements:

Many employers, especially those in certain industries such as transportation, logistics, and delivery services, require their employees to have a valid driver’s license as a part of the job. A DVLA check ensures that potential employees meet this requirement.

Safety and Liability:

For roles that involve driving company vehicles or require employees to drive as part of their duties, employers have a duty to ensure that their employees have valid licenses and safe driving records. This helps mitigate the risk of accidents, injuries, and liability issues.

Compliance:

Certain industries and regulatory bodies mandate that employees have valid and appropriate driver’s licenses. Compliance with these regulations is crucial to avoid legal penalties and maintain the integrity of the organization.

Insurance Purposes:

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

Client or Customer Trust:

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

Preventing Fraud:

DVLA checks can help prevent fraud, such as the use of fake or invalid driver’s licenses, which could be used for illegal activities or misrepresentations.

Risk Mitigation: Checking an employee’s driving history can reveal any past traffic violations, accidents, or license suspensions. This information can be used to assess the employee’s risk level when it comes to operating company vehicles.

Protecting Company Assets:

Verifying the driving qualifications of employees can help protect company assets, including vehicles and equipment, from potential accidents or misuse.

Legal Compliance:

In some jurisdictions, there are legal requirements for employers to ensure that their employees who drive as part of their job have valid and appropriate driver’s licenses.

Employee Accountability:

Knowing an employee’s driving history can be useful for addressing any concerns related to their behaviour or performance, especially if it involves driving as a job requirement.

It’s important to note that DVLA checks should be conducted in compliance with privacy and data protection laws, and individuals should generally 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.

A DVLA (Driver and Vehicle Licensing Agency) check, also known as a driving license check or driver record check, involves the verification of an individual’s driving history and the status of their driver’s license. 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:

Driver’s License Status:

This check confirms the status of the individual’s driver’s license. It ensures that the license is valid and has not expired or been revoked or suspended.

Driver’s License Category:

The check identifies the type of driver’s license held by the individual, such as a standard passenger vehicle license (e.g., Class C) or a commercial driver’s license (CDL) if applicable.

Endorsements:

For individuals with CDLs or specialized licenses, the check may verify any endorsements or restrictions on the license, such as hazardous materials (HazMat) endorsements or air brake restrictions.

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 offenses like speeding, reckless driving, DUI/DWI convictions, and other traffic violations.

Accidents and Incidents: Some DVLA checks may include information about accidents or incidents involving the individual, especially if they were at fault or resulted in legal consequences.

License Expiry Date:

The check confirms the expiration date of the driver’s license, ensuring that it remains valid.

Special Conditions or Medical Restrictions: If an individual has specific medical conditions or restrictions that affect their ability to drive safely, this information may be included in the check.

License History:

The DVLA check may provide a summary of the individual’s driving history, including the date they first obtained their driver’s license.

Previous Addresses:

The check may include a history of addresses associated with the individual’s driver’s license.

Vehicle Categories:

In some cases, the DVLA check may also include information about the types of vehicles the individual is authorized to drive under their license.

It’s important to note that the specific details included in a DVLA check can vary by jurisdiction and the purpose of the check. Employers, insurance companies, government agencies, and other organizations may request DVLA checks for various reasons, such as employment screening, insurance underwriting, or legal compliance. Additionally, individuals may be able to request their own DVLA record to review their driving history and ensure its accuracy.

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.

Here are the primary reasons for conducting these checks:

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.

Job Performance Predictions

Employers often use educational and professional qualifications as indicators of a candidate’s potential job performance. While qualifications alone may not guarantee success, they can provide insights into the candidate’s knowledge and expertise.