Staff Vetting.
Made Simple.

Without the correct pre-employment Staff Vetting you just don’t know who or what you are hiring to bring into your company offices. StaffVetting.co.uk professional Screening and Vetting team provides bespoke solutions for clients of all sizes.

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Staff Screening.
Made Simple.

Without the correct pre-employment Staff Vetting you just don’t know who or what you are hiring to bring into your company offices. StaffVetting.co.uk professional Screening and Vetting team provides bespoke solutions for clients of all sizes.

Low Cost

We offer a competitive fixed rate for 3, 5 or 10 year vetting files. Submit your request now.

Fast Turnaround

We aim to turnaround all vetting files within 7 days depending on number previous jobs.

Compliance

We check employment history, personal references, credit history, right to work and much more.

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Vetting Process

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Employment Legislation

The law on preventing illegal working is set out in sections 15 to 25 of the Immigration, Asylum and Nationality Act 2006 (the 2006 Act), section 24B of the Immigration Act 1971, and Schedule 6 of the Immigration Act 2016.

The 2006 Act replaced section 8 of the Asylum and Immigration Act 1996 (the 1996 Act) in respect of employment commencing on or after 29 February 2008. The civil penalty provisions in the 2006 Act do not apply to continuous employment with the same employer that commenced before 29 February 2008, for which a statutory excuse is therefore not required. Under section 15 of the 2006 Act, an employer may be liable for a civil penalty if they employ someone who does not have the right to undertake the work in question if that person commenced employment on or after 29 February 2008.

All employers in the UK have a responsibility to prevent illegal working. You do this by conducting simple right to work checks before you employ someone, to make sure the individual is not disqualified from carrying out the work in question by reason of their immigration status. This guidance provides information on how and when to conduct a right to work check. You should also refer to the code of practice.

If you conduct the checks as set out in this guide and the code of practice, you will have a statutory excuse against liability for a civil penalty in the event you are found to have employed someone who is prevented from carrying out the work in question by reason of their immigration status. This means that if we find that you have employed someone who does not have the right to do the work in question, but you have correctly conducted right to work checks as required, you will not receive a civil penalty for that illegal worker.

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Frequently Asked Questions

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