bs7858

25
Apr

Why do I need to provide evidence for gap periods?

The British Standard requires that we ask for evidence for any employment gap period of more than 31 days. This could be when you were unemployed, studying, on sabbatical, travelling or on holiday for example. Paragraph 3 of section 7 of the standard says this: For screening purposes, the organization should establish by direct reference to current and former employers,

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21
Apr

Which documents can I use for BS7858 screening?

The BS7858 screening standard requires that applicants supply documents in support of their application from the list below. This means we are unable to accept any document that isn’t on this list. Please see our list of documents we can accept for BS7858 screening.

20
Apr

What is the BS7858 screening process?

The BS7858 screening process is: Get all your documents together – see the list of Acceptable Documents Complete the application form – we’ll email you a link to it Your sponsor checks it and submits it to us We carry out a consent, ID and address check, Credit check and apply for the Basic DBS check. Pre-Employment Checks (not applicable to

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20
Apr

Can I use an Acceptance of Risk for unverified periods of employment?

No, the BS7858 standard explains that an Acceptance of Risk can only be used for the following 4 scenarios: The applicant is an active Director of another Company The applicant has County Court Judgement(s) to the value of over £10,000.00 The applicant has a Bankruptcy Order Extending the allowed screening period by a maximum of a further 4 weeks to

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20
Apr

What happens if an applicant leaves our employment and then rejoins?

BS7858 screening would need to be completed in full for the period in between leaving and returning.  It might be possible to use the information in the previous screening file, but if the previous screening was to a previous version of BS7858 then it may not be fully compliant with latest version of the BS7858 screening standard. We would review

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20
Apr

Can an applicant pass their probation without completing their full BS7858 screening?

If the applicant’s probationary period was 12 weeks and their full BS7858 screening, had not been completed within this time, they would not be able to continue working.  The decision around their probationary period would be an internal HR issue, but if the screening cannot be completed they would not be fully screened to BS7858 and therefore would not be

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20
Apr

Why carry out BS7858 screening?

BS7858 screening allows sufficient information to be obtained to enable organisations to make an informed decision about employing an individual in a secure environment.  It does not cover other processes such as Right to Work status or competency for the role. BS7858 screening is the best practice procedure published by the British Standards Institution. It is the background screening (vetting)

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20
Apr

Who is BS7858 suitable for?

The BS7858 Screening Standard applies to organisations who employ individuals in a secure environment to assist with risk assessment and to give a high level of confidence in the recruitment of these individuals.  Some insurers also require BS7858 as part of policy conditions, but they may have different requirements around the length of the employment screening period required.  The Screening

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