Can I make an offer of employment conditional upon a satisfactory medical examination?
Yes – but you can only ask for a medical examination to be carried out after you have made the offer of employment and it has been accepted and where you have made it a condition of the offer.
What’s the difference between a standard CRB check and an enhanced one?
A standard CRB is one that checks whether the individual is known to the police and provides the reasons why, if applicable. An enhanced CRB is specifically for those who work with vulnerable adults and children.
How do I decide whether or not I need to do a CRB check?
If your new recruit will be handling large sums of cash or high value goods as part of their duties you may want the reassurance of a standard CRB check that they do not have any convictions for theft or fraud. However, beware the rights of those with spent convictions as you will have to justify any decision to dismiss or withdraw an offer of employment on the back of an unsatisfactory CRB.
When would I need to do an enhanced CRB check?
An enhanced CRB check is required for any individual who will be working with vulnerable adults or children on a regular basis, either at specific premises such as a care home or nursery or by visiting them at home such as community and/or charity support workers and volunteers. You will need to obtain the results of the check before allowing the new recruit to start working with those types of people but that does not prevent them starting work with you, for example if they can be kept busy by training or other duties that are not centred around vulnerable adults or children.
What type of conditions can I specify that need to be met?
You will require proof of entitlement to work in the UK and references from at least the previous employer. Your offer could also be conditional upon the employee being free to take up work with you from a legal perspective (eg they are not prevented from working in your sector or by a restrictive covenant from a previous employer), a standard or enhanced CRB check, proof of driving licence (both parts) where driving is part of the role, business insurance where a private car is used for travelling between locations, qualifications certificates that are required for the role either by legislation eg forklift licence under Health and Safety, or NVQ to hold a particular level of job or as evidence of training.
Do all the conditions of employment need to be satisfied before the new employee starts work?
No - not all of them but you must ensure that you check the new recruit’s entitlement to work in the UK before they start work. The easiest way to ensure you do this is to ask each applicant to bring such evidence to their interview. For some occupations a CRB check may be required to be completed prior to the individual starting work.
