A basic guide to different types of background screening checks for UK employers

Background checks help employers confirm that candidates are who they say they are, have the experience and qualifications they claim, and meet any legal or regulatory requirements attached to the role. The right screening package depends on the job. Employers should choose checks that are relevant and proportionate rather than applying the same process to every candidate.

Background screening can cover everything from employment history to criminal records. Some checks are required in certain circumstances, while others help an employer make a better-informed hiring decision.

Here are the main types UK employers should understand.

Identity checks

An identity check verifies that the personal information supplied by a candidate belongs to a real person and matches supporting records or documents.

Identity verification is often a sensible starting point for UK background checks, particularly where recruitment takes place remotely. It can also support other screening processes by establishing that checks are being carried out against the correct individual.

Identity checks should be distinguished from Right to Work checks, which have a specific legal purpose.

Right to Work checks

UK employers must establish that the people they employ have permission to work in the UK. The required process depends on the individual's immigration status and the evidence available.

Checks may involve physical documents, the Home Office online service or, for eligible British and Irish citizens, digital identity verification through an approved Identity Service Provider.

Following the prescribed process can give an employer a statutory excuse against a civil penalty if an employee is later found to be working illegally. Employers should therefore treat Right to Work as a compliance process rather than a general identity check. Government guidance sets out the current requirements for conducting these checks.

Veremark also provides a dedicated UK Right to Work check service.

Criminal record checks

Criminal record screening can help employers assess whether someone's history is relevant to a particular position.

In England and Wales, criminal record checks are handled through the Disclosure and Barring Service. Employers can request different levels of DBS check depending on the role. Basic checks are available more widely, while Standard and Enhanced checks can only be requested where the position is legally eligible.

This distinction matters. Employers cannot automatically request the highest available DBS check simply because they would prefer more information.

Different systems operate in Scotland and Northern Ireland, so employers recruiting across the UK should make sure they use the correct process.

For more detail, see Veremark's practical guide to UK criminal record checks for employers.

Employment history checks

Employment verification confirms parts of a candidate's previous work history. Depending on the scope of the check, this can include employers, job titles and dates of employment.

These checks are useful because CV discrepancies do occur. Veremark's analysis of close to half a million background checks found discrepancies in 15.3% of employment checks.

Employers hiring for senior, technical or highly trusted positions may want to verify several previous roles rather than relying entirely on information supplied during recruitment.

Education and qualification checks

Education checks confirm whether a candidate attended the institution stated on their application and obtained the qualification they claim.

Professional qualification checks can serve a similar purpose where a role requires a particular certification, licence or professional membership.

These checks can be particularly relevant when qualifications are central to the candidate's suitability. Veremark's screening data found discrepancies in 21.1% of education checks analysed.

Credit and financial checks

Credit or financial checks may be appropriate for certain roles involving financial responsibility, regulated activity or access to significant funds.

They should have a clear connection to the position. Screening every employee's financial history without a defined reason can create unnecessary privacy and data protection concerns.

The ICO advises employers to ensure pre-employment vetting is justified and relevant to the role.

Sanctions checks

Sanctions screening checks whether an individual appears on relevant sanctions lists.

These checks are particularly relevant to businesses operating in regulated sectors, international organisations and employers whose staff may handle financial transactions or work with customers and suppliers across several countries.

Veremark includes sanctions screening among its commonly used UK pre-hire checks.

Reference checks

Reference checks give employers an opportunity to obtain information from previous employers, managers or other appropriate referees.

The detail available varies considerably. Some organisations will provide only employment dates and job titles, while others may be prepared to answer questions about responsibilities or performance.

Employers should decide in advance what information they actually need from a reference and apply the process consistently.

Choosing the right checks

A good screening programme starts with the requirements and risks of the role.

An entry-level office position may require identity, Right to Work and employment verification. A regulated financial role could justify additional financial, sanctions and criminal record screening. A position involving regulated activity with children or vulnerable adults may qualify for an Enhanced DBS check and, where appropriate, a barred list check.

Employers also need to consider data protection. The ICO advises organisations to ensure vetting is necessary and proportionate and to handle candidate information in line with UK GDPR and data protection law.

The aim of UK background checks is to verify information that matters to the hiring decision. Define what needs checking for each role, establish a consistent process and collect only the information you can justify using.

background check quickly and efficiently.

Conclusion: Outsourcing to a Third Party Provider

Employment background checks are an important part of the recruitment process, usually done before signing the contract or during onboarding. They can help employers assess the suitability of a candidate for a position. Background checks can also help in reducing the risk of employing someone who has been convicted of a crime and is likely to pose a risk to its employees, customers or people in its care.

Background checks can be done by employers themselves, but it is often better if they are outsourced to third party providers who have the necessary experience and expertise in this area. A survey, conducted by the Society for Human Resource Management, found that the vast majority of companies perform background checks before hiring a new employee. However, many employers struggle with researching and using the database systems necessary to perform these checks. A third party provider can save time by doing all of the necessary research and providing employers with a list of acceptable candidates.