FAQs

What is your Mutual Respect Policy?

We believe everyone deserves to be treated with kindness, dignity and respect. That’s why we are dedicated to creating a positive and healthy workplace culture for everyone in our team. This belief and dedication is reflected in our Mutual Respect Policy, which states:
  • Our employees’ health and wellbeing is of the utmost importance to us. That is the foundation of our business culture. Without it we cannot support each other, perform well, deliver the highest level of service to our customers or sustain a profitable business.
  • We understand the vetting process can be challenging sometimes, but under no circumstance is this is an excuse or licence to use abusive, passive aggressive, hostile, denigrating or rude language or behaviour towards the people in our team. Any such language or behaviour will be shared and discussed with our clients and the relevant authorities if we consider it necessary.
  • We work hard for our clients, applicants and suppliers. We are here to help clients create and process applications and we’re here to help applicants complete their applications.
  • We treat all our clients, applicants, colleagues and suppliers with respect and we expect the same from everyone we work with in return.
  • We are also absolutely and categorically opposed to any form of discrimination based on colour, nationality, sex, gender, race or creed.
  • We are totally committed to creating and maintaining a working environment based on dignity and mutual respect. We will never condone nor tolerate behaviour that undermines the dignity or self esteem of any individual or creates an intimidating, hostile, abusive or offensive environment.
  • We have a legal and moral responsibility to protect our employees from any form of inappropriate and unacceptable behaviour.
  • We encourage all our employees to report any language or behaviour they feel to be contrary to this policy and take all such reports very seriously. We are fully prepared to support the people in our team and will take legal action if required.
  • We always reserve the right not to work with anyone who expresses such language or behaviour and to cancel any applications for such people without subsequent liability, recompense or refund to the client or applicant.

What are pre-employment checks?

We carry out pre-employment checks if a Client requests them alongside a BS7858 screening check. They are a series of quick checks to establish an Applicant’s identity, address and that they have provided enough documents to verify the most recent three years of their career history. We don’t request any references from previous employers at this point though, that comes later in the full screening.

We aim to do these checks within 72 hours, but this is not a requirement by law or the BS7858 standard, it’s our own internal target. Having them done this quickly keeps the screening process moving and, if successful, enables clients to get their staff on site in a shorter timeframe while the rest of the screening takes place.

Here’s what we do:

  • Initial Checks + DBS – we carry out an ID check, Credit check, apply for the DBS certificate and verify that the applicant has provided us with 2 documents for each period of employment for the most recent three years of their Career History: 1 covering the beginning and 1 covering the end. References are not sought from previous employers at this point. We contact the Applicant directly if we need them to clarify anything, or if they need to provide extra or alternative documents.
  • Acceptable documents include: payslips, PAYE records*, a contract of employment, formal correspondence with an employer, P45 or P60, bank statements, accountant’s statements, invoices, self-assessment tax returns, educational qualifications or certificates, passport stamps, travel or accommodation receipts. These document must show the Applicant’s name, address and date.
  • You can see our list of Acceptable Documents here. Please note: this list is UK-centric so if you are a non-UK Applicant, especially if you are living and working overseas, we may invite you to provide alternative documents if you aren’t able to provide documents issued by the UK authorities.
  • *PAYE records are an excellent form of evidence and we encourage all applicants to apply for them here for free before they start the screening process: www.gov.uk/personal-tax-account/
    1. Log in and click on the Pay as You Earn (PAYE) box. If you don’t have an account, you can create one.
    2. Then click “Check previous tax years
    3. Then click “Check income details sent to us
    4. Then click “Print this page” – which will add your name to the document.
    5. Save them as PDFs and upload them to your application.
    6. Download a record relating to each period listed in your Career History in your application because this displays each month and year you received salary and paid tax and helps us verify your employment.

Why are you asking me to provide more documents?

The short answer

Lots of applicants are naturally very curious when we contact them asking them to supply alternative or additional documents after they have submitted their application. It’s understandable because it might seem to the applicant that they have already provided everything we need to carry out the screening.

But this is not always the case.

We are legally obliged to ask for documents to support the information in the application and the British Standard will only accept documents if they’re on its official list. This is why we can’t ask for character references any more or use references on someone’s LinkedIn profile.

If the documents the applicant provided aren’t legible or are out of date or are missing their name, address and date of birth for instance, then they’ll need to provide them again with that information, or provide an alternative document, as long as it’s on the official list.

Similarly, if the information in the applicant’s documents conflicts with the information in their application, we are legally obliged to contact the applicant to ask them to clarify and provide more documents if necessary.

The number of times we need to contact an applicant can vary depending on how complex and long their work history is. The more jobs they’ve had, the more references and documents we’ll need to request.

We understand this can be frustrating sometimes for applicants, especially if they thought they’d provided everything at the start, but we are ultimately trying to make sure we abide by the Standard and the law and complete the screening for their benefit – so they can be employed.

The longer answer

Sometimes Applicants have not provided the right type of document or a “valid” document even if they thought they had in their original application e.g. their passport might indeed be genuine, but it might be a year out of date. The same situation can arise with driving licences too.

Also, sometimes an applicant may have used the same document as proof of their identity and proof of their address, but this is not acceptable according to the standards we are vetting them to. An applicant must supply two different documents: one to prove their identity and a different one to prove their address.

British Standards

The British Standards we must adhere to have strict guidelines about which documents we’re allowed to accept as proof of identity, address and career history. So even if an applicant has been diligent and supplied us with genuine documents, we still might not be able to accept them if they are not on the British Standard’s approved list. We have no say in this matter. We can only ask and accept what the Standard permits.

Providing Additional Documents

At multiple points throughout the background screening process, we might also need to ask an applicant for additional or alternative documents e.g. to cover a career gap. Perhaps they were unemployed, went travelling or were on a sabbatical for instance. The gap itself is not grounds for suspicion or an indicator of a lack of suitability for a role. But we are still obliged to ask for documents that evidence what the applicant was doing and where they were during a gap period.

  • We have to request these documents to comply with the British Standard.

When we ask applicants for these extra documents, we do appreciate that it can sometimes seem that there is some cause for concern, or question mark about their integrity, but this is not the case. We are always and only ever trying to meet the requirements of the Standard as best we can so that we can complete the screening for them as quickly as possible.

  • We are obliged by the Standard to ask for a certain quantity and certain types of documents.

Bank Statements

Applicants are understandably cautious about sharing their personal documents with us. They are personal after all. We understand this and appreciate how intrusive this can be. If an Applicant decides to provide a bank statement covering a period of career history where they weren’t employed, they can always redact their account/sort number, balance and amounts paid or received.

We only need to see that it is an official statement or letter from their bank with their name and address on it, written on the bank’s headed paper. If they have statements showing payments from a previous employer, we’d need to see the name of the employer on the statement for it to be acceptable otherwise we can’t tally the payment to the employment period on their career history.

  • Screenshots of an online bank statement are not acceptable.

The Applicant’s Choice

It is always the applicant’s choice whether or not to supply us with alternative or additional documents. Similarly, previous employers or other referees are not legally obliged to provide a reference or any other type of confirmation of identity or address.

All we can do is ask them to supply or confirm the information in question. If it isn’t supplied or confirmed, we make a note and continue with the rest of the screening as best we can. We then inform the applicant’s sponsor how far we’ve got and they then make a decision about what to do next.

  • If there is a lack of evidence, the applicant is unlikely to meet the full requirements to pass the screening.

Judgments about Suitability

We never make any judgements about an applicant’s suitability for a role based on the information we receive, that responsibility always rests with the applicant’s sponsor. Our role is strictly to ask for information and documents and verify the information on them e.g. checking that they are valid and acceptable and cross-referencing the information with external data sets.

Our Team’s Screening

It might reassure applicants to know that everyone in our team is screened to BS7858. We have all undergone this security screening and provided the necessary documents and personal information to meet this standard. We therefore empathise with applicants and can appreciate how they might feel in response to being asked to provide personal information and documents.

Acceptable Documents for Proof of ID and Address

We’ve put together a list of all the different types of documents applicants can use to prove their identity and address. These are the only ones we can accept. They cannot use the same document as proof of identity and address. They have to use two different documents.

They can take a photo of them on their phone and upload them to their application and these will be accepted as long as they are valid and clear – if we can’t see the detail, we can’t accept them.

If an applicant is not sure about the validity of their documents, or which ones to use as part of their application, please ask them to email info@staffvetting.com and we will help.

  • Applicants should NEVER email copies of documents to us – that puts their data at serious risk – only upload them to an application.

We hope that helps clarify our role and why we ask for documents at various points throughout the screening process, but please do reply if you have any questions – we’re here to help!

Kind regards,

The Help Desk Team

Staffvetting.com

Which documents can I use as proof of ID and proof of address?

We’ve put together a list of all the different types of documents you can use to prove your identity and address. These are the only ones we can accept. You can take a photo of them on your phone and upload them to your application and these will be accepted as long as they are valid and clear – if we can’t see the detail, we can’t accept them.

If you’re not sure about the validity of your documents, or which ones to use as part of your application, please email info@staffvetting.com and we will help you.

  • Never email copies of your documents to us – only upload them to your application.

*PAYE records are an excellent form of evidence and we encourage all applicants to apply for them here for free before they start the screening process: www.gov.uk/personal-tax-account/

    1. Log in and click on the Pay as You Earn (PAYE) box. If you don’t have an account, you can create one.
    2. Then click “Check previous tax years
    3. Then click “Check income details sent to us
    4. Then click “Print this page” – which will add your name to the document.
    5. Save them as PDFs and upload them to your application.
    6. Download a record relating to each period listed in your Career History in your application because this displays each month and year you received salary and paid tax and helps us verify your employment.

Which documents can I use as proof of career history?

At various points during your screening, we will invite you to provide a number of different documents that evidence your career history.

Usually, this means providing two documents per period of work: one covering the beginning and end of each period. So, for example, if you’ve had one job in the last three years, you could provide your first payslip and your last payslip.

  • A copy of your PAYE tax record over that period would also be acceptable.
  • If we don’t receive sufficient evidence and references for any period during your five-year career history check, we’ll let you know and ask you for extra or alternative documents.

These include:

  • PAYE records
  • Payslips
  • P45 / P60
  • Offer of employment letter
  • Invoices to clients (if self-employed)

We strongly advise you to download your PAYE records before filling your application form. They are one of the best types of evidence we’re allowed to accept and will save you having to upload copies of lots of different documents for each period of work.

PAYE records are an excellent form of evidence and we encourage all applicants to apply for them here for free before they start the screening process.

  1. Log in and click on the Pay as You Earn (PAYE) box. If you don’t have an account, you can create one.
  2. Then click “Check previous tax years
  3. Then click “Check income details sent to us
  4. Then click “Print this page” – which will add your name to the document.
  5. Save them as PDFs and upload them to your application.
  6. Download a record relating to each period listed in your Career History in your application because this displays each month and year you received salary and paid tax and helps us verify your employment.

Help and Support

If you’re not sure about the validity of your documents, or which ones to use as part of your application, please email info@staffvetting.com and we will help you.

  • Never email copies of documents to us – only upload them to your application.

Who does the BS7858 Screening Standard apply to?

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 Standard applies equally to all levels of employees whether part-time or full-time, temporary or permanent, Sole Traders and to all levels of Senior Management.

Will you actually contact my previous employers and referees?

Yes, if the screening service includes career history (i.e. BS7858, BPSS or the application requires you to enter previous employment history), we will contact all career contacts including previous employers and education departments (unless you have requested us not to) both orally and by written communication to verify the information you have provided us. As an example this may be to confirm a period of employment/unemployment or confirming a gap in the career history. This information may be shared with the referee’s you include in your vetting application form for confirmation.

Who will see my information and final report?

Our Screening Officers and your Sponsor (the company paying for your screening) will see your application data. They will also see the final report, which includes all documents and communications associated with your screening such as your application form, criminal record check results, credit report, employer and character references, and emails back and forth to us and to third parties etc.

When a Sponsor asks an applicant to go through screening, we appreciate it can be a challenging and intrusive process, and we share your concerns about how your personal data is being used. It might therefore reassure you to know we carry out the screening checks to the highest standards and everyone in our team has had a DBS check carried out. They have also been vetted to British Standard BS7858. So they have gone through a very extensive screening process, much more extensive than most people go through.

Hopefully this should reassure you that everyone in our team is trustworthy and reliable and treats your data with the greatest confidentiality. We also provide everyone in our team with extensive training about how to handle personal data and we fully comply with GDPR and the Data Protection Act, both of which govern how data should be handled.

Why am I uploading my consent for the application?

As part of our process we only apply for your checks on your behalf and on behalf of your sponsor with your explicit consent. This consent is used to verify that we have permission to request data from our partners on your behalf.

What if I am unsure about signing my consent form?

Going through vetting can be sometimes stressful however we are not an investigation organisation, we simply verify information you provide to us. If you have any concerns, we recommend you speak to your sponsor organisation, you can also contact us for further information of the process we carry out.  You do not have to sign the consent form, however we will not process your vetting application which may have implications relating to your sponsor. You can always email our support team info@staffvetting.com directly and they will be happy to help.

What is a Subject Access Request (SAR)?

Individuals (e.g. employees) have a right to be informed by an organisation (e.g. their employer) whether or not it is processing personal data that relates to them and, if so, to be told:

  • What personal data it is being processed.
  • The purposes for which the personal data is being processed.
  • Who, if anyone, the personal data is disclosed to.
  • The extent to which it is using the personal data for the purpose of making automated decisions relating to the data subject and, if so, what logic is being used for that purpose.

Employers are required to respond to an SAR by providing, in an intelligible and secure form, copies of the personal data and any information about the sources of the data.

  • You can raise an SAR at any time with your employer (past or present) e.g. by emailing them.
  • You do not have to pay for an SAR to be processed or for the results.
  • You can also raise a Subject Access Request with us by emailing data.controller@staffvetting.com with SAR in the Subject line.
  • Have a look at the ICO’s website for more information about Subject Access Requests.
  • There is currently a 30 calendar day time limit to respond to an SAR, which starts from the day of receiving the request.

How long will you keep my data?

In most cases we usually keep data for six months (subject to our audit and compliance requirements) after the service provision has been completed for that piece of work. At that point, the data will either be deleted or anonymised which removes all but the core data including the client name, applicant name, consent and submission dates.

What is the GDPR?

The General Data Protection Regulation is a European-wide law that replaces the Data Protection Act 1998 in the UK. It places greater obligations on how organisations handle personal data. It came into effect on 25 May 2018. Even though the UK is no longer part of the EU, we are still required to handle data with respect to this legislation.

What is Staffvetting doing regarding GDPR?

Staffvetting has always taken data privacy and security practices very seriously. With the introduction of GDPR we have reviewed our systems, processes and procedures to ensure we were fully compliant by May 25, 2018. For example :

  • we have updated all of our electronic systems increasing data integrity, confidentiality and availability.
  • a new Data Processing Agreement which we and you agree to undertake from May 25, 2018 onwards.
  • updating our Privacy Policy to ensure our compliance in respect of the data we hold about you.
  • reviewing Staffvetting’s functionality to make Staffvetting more efficient for users who are subject to the GDPR.
  • making all our consents clearer and understandible.

What information does the GDPR apply to?

The GDPR applies to ‘personal data’, which means any information relating to an identifiable person who can be directly or indirectly identified in particular by reference to an identifier.

What data will you keep relating to me?

We are required to retain certain information for audit, legal and compliance purposes. The data retained will be your name, the customer name and consent data.

Why carry out BS7858 Screening?

This is to allow sufficient information to be obtained to enable organisations to make an informed decision on employing an individual in a secure environment.  It does not cover other processes such as Right to Work status or competency for the role.

Is there a requirement for periodic re-screening?

This would be up to the discretion of each individual Organisation. Someorganisations re-screen annually others re-screen every three years.

Can a Candidate pass their probation period pending the full screening being completed?

If the Candidate’s probationary period was 12 weeks and their full 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 allowed to continue in employment.

What happens if our Candidate leaves our employment and then returns to us again?

BS7858 Screening would need to be completed in full for the period in between leaving and returning.  The information in the previous screening file could be used, but if the previous screening was to the BS7858:2012 this may not be fully compliant with the changes within the new BS7858:2019 Screening Standard, therefore this would need to be reviewed.

Can our Organisation use a signed Acceptance of Risk as a way of accepting unverified periods in a Candidate’s history where they are unable to provide documentary evidence?

No, 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 allow further information to be gathered

The standard of screening we carry out (BS7858:2019) identifies the above as potential ‘risks’ to Employers, and encourages further investigation prior to the offer of conditional employment, with an expectation that the applicant must make representation about the concern.  If an Organisation is satisfied that the applicant’s financial history does not constitute a risk, then an executive of the employing Organisation, having reviewed the documentation, signs to accept the risk.

The reasoning behind the Acceptance of Risk in cases of an active Directorship is to ensure there will be no conflict of interests prior to offer of employment.

With regards to the County Court Judgement found following the Consumer Information Search Staffvetting are made not aware of the circumstances for the CCJ being issued, only the amount of the CCJ and the date of issue.

Are you a Data Controller or Data Processor?

It depends. Sometimes we are a Controller e.g. if we work directly with an individual to carry out a screening check for them then we are probably a Controller. Whereas, if we work with a business and carry out screening checks for a number of their employees or prospective employees then we will probably be a Processor.

This is just a general indication though, not a hard and fast rule. The nature of our role changes depending on the purpose and context in which we are handling data, as well as the type of contract we have with a business or individual. You can read more about the roles of Controllers and Processors on the ICO’s website.

What are the steps of the BS7858 screening check?

These are the steps of a typical BS7858 screening check:

  1. The “Sponsor” (our Client) creates an application and the applicant receives an email inviting them to complete the application form.
  2. The Applicant completes the application and submits it, with their consent, to the Client for review.
  3. The Client checks and submits it to Staff Vetting – the Client must check the Applicant’s consent, documents and information are valid before submitting it to us.
  4. Input & Verification – we check the applicant has provided valid consent and enough accurate data and documents for us to be able to carry out the next step.
  5. Pre-Employment Checks (if applicable):
    • Initial Checks + DBS – we carry out an ID check, Credit check, apply for the DBS certificate and verify that the applicant has provided us with 2 documents for each period of employment for the most recent three years of their Career History: 1 covering the beginning and 1 covering the end. References are not usually sought from previous employers at this point.
    • Acceptable documents include: NI records*, payslips, a contract of employment, formal correspondence with an employer, P45 or P60, bank statements, accountant’s statements, invoices, self-assessment tax returns, educational qualifications or certificates, passport stamps, travel or accommodation receipts.
  6. 5-year Career History – this is where we contact the previous employers the Applicant has listed in their Career History and ask them to provide a reference. If we don’t receive a reference, we ask the Applicant for supporting documents as evidence for the period in question. After receiving a reference, we check the dates match and look for any gaps and follow up with applicant if necessary. To verify any periods of employment or career history for the last three years, we can no longer ask for personal references for any kind of BS7858.
  7. QA – this is where we review the entire application and check it meets the Standard’s requirements.
  8. Reporting (to the Sponsor/Client) – this is where we report the outcome to the client.

Important to know about BS7858 checks:

  • We will contact the Applicant directly if we need them to clarify anything at any point during the process, or if they need to provide more documents or alternative evidence.
  • We make no judgments about an applicant’s suitability for the role for which they are applying. That is the Client’s responsibility.
  • We are obliged to follow the British Standard with respect to how we carry out the checks and what evidence is acceptable to meet the Standard.
  • The screening process is always carried out with the Applicant’s full consent and no one contacted during the screening is legally obliged to respond to our requests to provide information in support of an application.
  • We have also created a dedicated page to help Applicants understand the BS7858 screening process.

*NI records are an excellent form of evidence and Applicants can apply for them here for free: https://www.gov.uk/check-national-insurance-record

What are the steps of the BPSS security clearance check?

Here’s the basic process and what checks we carry out during the screening:

  1. The “Sponsor” (our Client) creates an application and the applicant receives an email inviting them to complete the application form.
  2. The Applicant completes the application and submits it, with their consent, to the Client for review.
  3. The Client checks and submits it to Staff Vetting – the Client must check the Applicant’s consent, documents and information are valid before submitting it to us.
  4. Input & Verification – we check the applicant has provided valid consent and enough accurate data and documents for us to be able to carry out the next step.
  5. 5-year Address History – This requires the Applicant to list the month and year of any addresses they’ve lived at, along with uploading a valid document as proof of their current address
  6. Apply for the DBS/Disclosure Scotland Basic check – This is a criminality check through the Disclosure and Barring Service or Disclosure Scotland which shows any unspent convictions only. The certificate is sent from the DBS or DS to either the Client or the Applicant’s current address, never to Staff Vetting.
  7. ID Verification/Sanctions – We verify the Applicant’s ID using the valid document they’ve uploaded, and this also checks if they’re on any Politically Exposed Persons (PEP), HM Treasury (HMTFS) or Specially Designated Nationals (SDC) sanctions lists.
  8. 3-year Career History – We ask the previous employers listed in the application to provide a reference for each period  of the Applicant’s 3-year career history. This also includes any gaps in their career history over 31 days.
    • If previous employers refuse or aren’t able to provide verification in writing to us, we’ll ask the Applicant for more documents to evidence the start, middle and end of each period we need to verify.
    • These documents could be payslips, P45 or P60, NI records*, educational qualifications or certificates for example.  For career gaps, for example, these could be Benefit statements or copies of tickets, passport stamps or accommodation bookings for periods of travel. We’ll always try to help them with what documents they can provide as evidence if they’re not sure. A full list of acceptable documents is here.
  9. Right to work – We check that a valid proof of Right to Work in the UK has been uploaded, as the BPSS Screening Standard requires us to confirm that they hold this.
    • The full Right to Work checking process always remains the Client’s responsibility as their Employer/Sponsor.
  10. QA – This is where we review the entire application and check it meets the BPSS security clearance check’s criteria.
  11. Reporting (to the Sponsor/Client) – This is where we report the outcome to the client.

Important to know about BPSS security clearance checks:

  • We will contact the Applicant directly if we need them to clarify anything at any point during the process, or if they need to provide more documents or alternative evidence.
  • We make no judgments about an applicant’s suitability for the role for which they are applying. That is the Client’s responsibility.
  • We are obliged to follow the British Standard with respect to how we carry out the checks and what evidence is acceptable to meet the Standard.
  • The screening process is always carried out with the Applicant’s full consent and no one contacted during the screening is legally obliged to respond to our requests to provide information in support of an application.

*NI records are an excellent form of evidence and we encourage Applicants to apply for them here for free before they begin the screening process: https://www.gov.uk/check-national-insurance-record

How do I raise a dispute about my Basic DBS check?

You can raise a dispute directly with the DBS using your online DBS account.

  • You need to do that within 3 months of the date of the certificate.

You can raise a dispute about the content of your basic certificate if any of the following apply:

  • personal information is incorrect, such as a name or place of birth
  • incorrect information regarding conviction details
  • the conviction details do not belong to you

Please also this web page about disputing a mistake on your Basic DBS certificate for more detailed advice.

If you don’t have an online account, please see the letter you received from DBS about your check – it contains the details on how to create your online account.

What is the Disclosure and Barring Fingerprinting Process?

In certain exceptional and rare cases, it may be necessary for an Applicant to provide fingerprints as proof of their ID.

  • This process can take an undefinable period of time to complete so we only advise taking this route if routes 1, 2 or 3 are absolutely impossible.

If fingerprinting is the only possible route, we will send a paper application to the Client to start the process, and the Applicant is always consulted too. There is no electronic or online fingerprinting application form available.

Any letters the Disclosure and Barring Service (DBS) issues to an Applicant requesting fingerprints have the process provided on them. This covers all aspects and what to expect. This information is also provided on the cover letter the DBS issues to Registered Bodies (in this case Staff Vetting Ltd.) to advise when they have requested consent from an Applicant.

Fingerprints are requested due to information found on a Police National Computer record that holds similar identity details to the Applicant’s. If the Applicant knows of any offences they have that this information pertains to then they can contact the DBS and provide this information over the phone, or alternatively they can complete and return the Voluntary Disclosure Form included.

The DBS asks that the consent form is also returned even if an Applicant believes the offence does not relate to them, this is because we may not be able to fully confirm if the record belongs to the Applicant or not. If it does not then the DBS would still require the Applicant to provide fingerprints and by having the completed consent form they can limit any further delay to the Applicant.

Upon receipt of the consent form and photos, the DBS issues this to the Applicant’s Local Police Force (LPF) who will then contact the Applicant to arrange a convenient time and location to attend fingerprinting.

The fingerprints are then analysed and the results returned to the DBS. Once these are received, they will then progress the application. The Applicant’s fingerprints are destroyed after analysis unless required in connection with the investigation of an offence. They are not retained by the DBS or entered onto the Police National Fingerprint Database.

More information about this process is also available on the .GOV website: https://www.gov.uk/government/publications/dbs-certificate-disputes-and-fingerprint-consent-forms-and-guidance-af14-af15/dbs-certificate-disputes-and-fingerprint-consent-guidance

///