BS7858 ‘Security screening of individuals employed in a security environment 

BS7858 Security Vetting

BS7858 is the UK standard for vetting of people employed in the security sector.

It’s set by the British Standards Institution. It was recently updated in 2019.
In the UK over the past 10 years there has been important movement in the area of background checks. BS7858 screening is being introduced to ensure that norms are kept. This helps insure those employees working in sensitive areas or with vulnerable people are duly vetted.

BS7858 Vetting

In 2019, the old standard for vetting of security staff was withdrawn. It has been replaced with BS78582019 ‘ Security screening of individuals employed in a security environment – Code of Practice ’. The new standard replaced the former code with an updated view of how security employees should be vetted.

BS78582019 What has Changed?

Read this article to find out what has changed in BS78582019 standard.
The updating of the standard was seen as a generally good thing in the industry. still, employers still face a fairly tough series of conditions that assiduity specialist Checkback Vetting results Centre is ideally placed to help you with.

BS7858 Vetting Requirements
5 years of employment verification
6 year credit search
Proof of ID & UK right to work
Proof of address
A valid SIA licence or carrying out basic disclosure/ ACPO
Coverage of any 31 day employment gaps

Employers are also required to open up a screening file for each individual. They must keep it for 7 times after the person has stopped working for them.
Having a single standard across the UK is veritably helpful. It means that the public can be sure that the security staff they come through are checked as far as possible. Employers can have peace of mind knowing that the people working for them are as secure as they can be.

Reducing the risk in this way is vital for employers. furnishing unstable staff to an event or dishonest people for a shop could beget serious damage to the companies image.

BS7858 Vetting Procedure

The standard also includes other pieces of UK legislation similar as the right to work. This is a requirement for all UK employers. This means that one check can be carried out for basic employment and security duties.
The standard also requires that breaks in employment of more than 31 days are fully explained. For utmost people, it could simply be ages of severance. Conceivably an redundant long vacation. perhaps indeed a respite or a period of studying down from the plant. For others, still, any long period out of work may mean something more sinister. Maybe a prison sentence or being held on remand.

Previously only 2 personal referees were required for this. Now documentary proof is required. Utility bills, bank statements, and correspondence including 1 character reference covering a gap in employment.
There are a large number of particulars to check. Hand vetting is actually a fairly complex executive issue. It isn’t easy to find and gather all of the information demanded. also this information must be analysed rightly. The problems for the lower employer is added to when they also are needed to pierce external services infrequently similar as credit check firms. The lower company will face advanced costs as they tend to have a low volume of service use.

The break in employment requirement also causes problems. The most common must surely be the housewife or husband that returns to work after a period looking after young children. This will show up in during BS7858 screening. They will need to give an explanation for their absence from the workforce and a personal referee. The amount of documentary evidence around the break is, after all, probably to be scarce if they’ve not claimed benefits.

There’s conceivably a further more abecedarian issue with the new BS7858 standard. That’s the reliance on factual evidence. If we imagine a UK public who spends 3 months in a Spanish prison. easily, they would have the council tax bill for their property as this is issued annually. Utility bills would also be available for the same period. It isn’t easy to imagine that they ’d be able to get someone to write a false personal reference. It’s also possible that someone may be acting as a carer living in with a relative. He or she doesn’t pay any of the bills. They may have no outside acquaintances available to write a reference. In this case the person could be unduly discriminated against due to the lack of paperwork.