The Disclosure and Barring Service (DBS) have updated their rules around manual identity verification. From , the DBS has given employers, registered bodies and responsible organisations a transition window to .
We understand that keeping up with these kinds of changes can feel daunting. You’ve just started to get into a process that feels manageable and fully compliant and then it gets updated — and you feel like you’re starting all over again.
The guide below simplifies the changes that are being made to manual ID verification and gives a breakdown of what you need to do moving forwards when verifying your candidate’s DBS ID documents.
The following changes have been made — anyone verifying a person’s ID as part of their DBS will now notice:
DBS checks should not be confused with Right to Work checks — these must be done separately and follow Home Office regulations.
Employers, HR teams and Responsible Bodies processing Basic, Standard and Enhanced checks. These rules apply in England & Wales, Jersey, Guernsey, Isle of Man.
The DBS have given ID checkers more flexibility when it comes to checking candidate documents. You should always attempt Option 1 first — options 2 and 3 are only for when option 1 is not possible.
The person verifying the documents (passport, UK driving licence, eVisa, or Digital PASS card) should view them in person with the individual present.
This option provides flexibility where an in-person check is not possible. The candidate posts their original ID documents to you. Once received, review them while on a live video call so you can be confident they match the person on the call.
Option 3 must only be used when options 1 and 2 aren’t practicable. The candidate can either:
The ID checker must record and store the documents at the time of the video. The documents should then be presented to the ID checker in person before employment starts — in exceptional circumstances this could be on the first day of employment.
Once the candidate can present the documents in person, they must provide a fully compliant combination of documents. The ID checker must then record which ID documents were shown in person and cross-reference them with what was recorded during the video call. Candidates should not start employment until a full and compliant set of documents has been presented.
At Secure Screening Services we use Digital Identity to support you with getting your candidates through their DBS checks, giving you more time to concentrate on the rest of your to-do list rather than worrying about conducting the process manually.
Call our team today to learn how you can get your candidates through employment screening quickly and easily.
