How Background Checks vary across different Sectors

Contents:

1. Non-Profit Sector: Building Trust and Safety in Charitable Work
2. Education: Safeguarding children and young people
3. Nursery & Childcare: Upholding the Highest Safeguarding Standards
4. Healthcare: Protecting Patients and Ensuring Compliance
5. Technology & IT: Securing Data and Intellectual Property
6. Navigating Industry-Specific Screening Requirements
7. Resources to Strengthen Your Hiring Process

Why Industry-Specific Background Checks Matter

Employment screening isn’t a one-size-fits-all process. Different sectors have distinct risks and regulatory requirements, meaning background checks must be tailored accordingly. In sectors like education, healthcare and childcare, failing to identify unsuitable hires can have severe consequences, including harm to vulnerable individuals and legal repercussions.

Thorough vetting ensures that employees have the necessary qualifications and don’t pose a risk. In industries handling sensitive data, such as technology and finance, background checks help prevent fraud, data breaches and insider threats, protecting both the organisation and its clients. Non-profits, often relying on high-trust environments, must also screen employees and volunteers to prevent financial misconduct and safeguard their reputation.

Beyond immediate risks, structured screening processes help organisations comply with employment laws, mitigate financial and reputational damage, and build a reliable workforce. From verifying right-to-work status to confirming professional credentials, each layer of screening strengthens hiring decisions. Below, we look at specific checks in detail and explore how different industries adapt their background check processes to maintain compliance, security and public trust.

Non-Profit Sector: Building Trust and Safety in Charitable Work

According to the Disclosure and Barring Service (DBS), 65% of UK non-profits require volunteers to undergo DBS checks before starting work (DBS Annual Report, 2023). Non-profits rely on volunteers and staff who, in many instances, interact with vulnerable individuals. Ensuring the safety of those they serve and the integrity of the organisation are essential to maintaining public trust and compliance with safeguarding regulations.

Roles working directly with Vulnerable Groups will always require an Enhanced DBS Check. Where regulated activity is concerned an Enhanced with Barred List is typically required.

This applies to roles involving:

• Direct work with children
• Working with adults with disabilities
• Providing care or support services

Roles involving significant unsupervised (indirect) contact with vulnerable individuals such as administrative staff in youth charities, support organisations or community services, an Enhanced DBS Check (without Barred List) would be recommended.

This applies to roles involving:

• Possible, but not direct, contact with vulnerable groups

For Administrative and Fundraising Roles with minimal vulnerable group interaction, a Basic DBS Check is often recommended, as a minimum. This provides a basic criminal record check and demonstrates organisational commitment to safeguarding.

Factors influencing check requirements:

• Frequency and nature of contact with vulnerable groups
• Level of supervision in the role
• Specific organisational safeguarding policies
• Funding body or partnership requirements
• Trustee and governance roles may also require checks

Additional considerations:

• Continuous monitoring and periodic rechecking
• Best practice recommends renewal every 3-5 years
• Paid and Voluntary roles often have similar screening requirements
• International background checks might be needed for roles with global involvement

Recommendation:

• Consult specific role descriptions
• Follow organisational safeguarding policies
• Seek guidance from HR or safeguarding leads
• Consider the specific context and risk assessment of each role

Education: Safeguarding children and young people

Teachers and school staff have a responsibility to provide a safe environment for students. Employers must verify that candidates are not barred from teaching and have no history of misconduct. A report by the UK Department for Education found that 98% of education employers consider background screening essential for student safety (DfE Safeguarding Report, 2023).

Types of DBS Checks in the Education Sector:

Basic DBS check

• Rarely used in education
• Shows only unspent criminal convictions
• Minimal use due to safeguarding requirements

Standard DBS check

• Limited application in education
• Shows spent and unspent convictions, cautions, reprimands, and warnings
• Insufficient for most educational roles

Enhanced DBS check

• Primary check for most educational roles
• Comprehensive criminal record information showing spent & unspent convictions, cautions, reprimands and warnings
• Includes additional information from local police records

Enhanced check with barred list

• Most comprehensive check for education sector
• Includes all Enhanced check details and checks if individual is barred from working with children
• Mandatory for roles with direct contact with children and young people

Additional considerations:

In the education sector, safeguarding students is a top priority, meaning comprehensive background checks are essential for a wide range of roles. Teachers, teaching assistants and support staff working directly with children must undergo a DBS check to confirm their suitability for the role. However, screening requirements extend beyond classroom staff. School administrative personnel, governors, trustees and volunteers with regular contact with students must also be vetted to ensure a safe learning environment. Additionally, external professionals, such as sports coaches, educational psychologists, peripatetic teachers, and other specialists working in educational settings, are subject to the same safeguarding protocols to uphold student safety and welfare.

Recommendations

• Ensure all relevant staff and volunteers undergo DBS checks
• Use the correct level of DBS check
• Carry out Section 128 checks for individuals in school management roles
• Verify identity through Digital ID checks
• Conduct thorough reference checks
• Regularly update and revalidate DBS checks
• Implement continuous safeguarding monitoring
• Ensure compliance with Prohibited from Teaching regulations
• Carry out overseas checks where necessary
• Educate staff on safeguarding best practices

Nursery & Childcare: Upholding the Highest Safeguarding Standards

A 2023 Ofsted inspection found that 10% of nurseries had gaps in staff background checks. Given the vulnerability of young children, nurseries must follow strict hiring processes to ensure staff meet all safeguarding standards. Given the high level of safeguarding required in nurseries and childcare settings, the following checks are either mandatory or strongly recommended to ensure child safety and compliance.

Mandatory checks (legal requirements)

• Enhanced DBS check (including children’s barred list)
• Right to work check

Strongly recommended checks

• Digital ID Verification
• Employment History & Reference Checks
• Overseas Criminal Record Check (essential for candidates who have lived or worked abroad)

Additional considerations

• Regularly updating DBS checks and monitoring staff for any safeguarding concerns ensures continued compliance.
• While DBS checks don’t have an expiry date, best practice is to conduct rechecks every three years or sooner if concerns arise.
• Encourage staff to register with the DBS Update Service to streamline rechecking and reduce processing delays.
• Provide regular safeguarding and compliance training to ensure all staff understand their responsibilities.
• Implement structured hiring processes, including thorough interviews and multiple reference checks, to identify potential red flags early.
• Establish clear protocols for assessing and managing disclosures that may appear on a candidate’s background check.

Recommendations for best practice

• Maintain a central record of staff checks
• Revalidate checks periodically
• Apply the same rigour to volunteers
• Ensure compliance with Ofsted guidelines
• Consider character & suitability beyond checks

Healthcare: Protecting Patients and Ensuring Compliance

The healthcare industry must meet strict regulatory requirements to protect patient well-being. Hiring unqualified or unsafe staff can result in malpractice, reputational damage and legal repercussions. In 2023, a major NHS Trust audit revealed that 5% of applicants had falsified qualifications (NHS Workforce Report, 2023).

Mandatory checks (legal requirements)

• Enhanced DBS check (incl. adults’ and/or children’s barred lists, where applicable)
• Right to work check

Strongly recommended checks

• Professional License & Qualification verification – Confirms registration with relevant regulatory bodies such as:
  • General Medical Council (GMC) for doctors
  • Nursing & Midwifery Council (NMC) for nurses
  • Health and Care Professions Council (HCPC) for allied health professionals
• Adult First check (when working with vulnerable adults ONLY)
• Employment History & Reference checks
• Digital ID verification
• Overseas Criminal Record check
• Sanctions & Disqualification List check
• Occupational Health Screening

Additional considerations

• Encourage healthcare staff to subscribe to the DBS Update Service, allowing employers to check for changes to their criminal record status in real-time.
• Ensure medical professionals undergo routine revalidation as required by their regulatory body (e.g., GMC revalidation for doctors every five years).
• Implement structured interview processes, multiple reference checks, and probationary periods to assess suitability beyond background checks.
• Establish clear protocols for reviewing and assessing disclosures that appear on a candidate’s DBS or employment record.
• Ensure all background checks comply with GDPR and healthcare confidentiality standards.

Recommendations for best practice

• Maintain a secure & centralised staff compliance
• Revalidate DBS checks at regular intervals
• Apply rigorous screening to agency & locum staff
• Ensure compliance with NHS & CQC guidelines
• Consider cultural & ethical fit

Technology & IT: Securing Data and Intellectual Property

A 2024 report by Cybersecurity UK found that 60% of UK tech firms have strengthened screening processes due to rising cybersecurity threats (Cybersecurity UK, 2024). With rising cyber threats, tech companies must ensure employees handling sensitive data have no history of fraud, data breaches, or unethical behaviour.

Essential checks – Crucial for compliance and safeguarding

• Identity Verification
• Right to Work check
• Employment History & Reference check
• Basic Disclosure

Recommended checks

• Education & Qualification verification
• Professional Memberships & Accreditations
• Credit check
• Social Media & Online Presence check

Additional checks for security-sensitive or senior roles

• BPSS (Baseline Personnel Security Standard)
• Sanctions & watchlist checks

Navigating Industry Specific Screening Requirements

Background checks are more than just a formality, they’re crucial for ensuring workplace safety, legal compliance and to ensure you are making the right hiring decision. Different industries face unique risks, from safeguarding vulnerable individuals to protecting sensitive data, making a tailored screening approach essential.

Employers must stay updated on regulations and implement tailored screening processes to mitigate risk. With evolving employment laws and increasing scrutiny on workforce integrity, investing in robust background checks is a proactive step toward building a trustworthy and dependable workforce.

Resources to Strengthen Your Hiring Process

• DBS Regulated Activity – Understanding Regulated Activities
• DBS Checks for Tutors – Do Private Tutors Need DBS Checks?
• An Expert Guide to Employee DBS Checks