Standard compulsory checks

Appointments to all University posts will be subject to the following checks:

  • proof of right to work in the UK. It is a criminal offence to employ someone who does not have the right to work in the UK and it is a legal requirement to check that all prospective employees and workers are eligible to work in the UK. Click here for further guidance;
  • confirmation of employment history and satisfactory references (including checks for live disciplinary proceedings and eligibility to return to University employment);
  • where applicable, the confirmation that appropriate professional qualifications/memberships are genuine;
  • proof of address, in the form of a recent utility bill or bank statement (in cases of a recent move, a tenancy agreement, or an equivalent document should be presented) this is requested as part of the identify check;
  • a new starter health declaration/questionnaire (as applicable), which must be sent to the candidate following an offer of appointment. The declaration/questionnare must be completed and returned before an individual starts work. In some cases, it will be essential to receive Occupational Health sign-off before an individual may commence employment (to ensure the safety of the candidate within that particular post, and where applicable, consider if reasonable adjustments can be arranged to enable the employee to carry out the duties of the role offered).

Where a candidate is asked to provide documents these must always be original. Photocopies should be taken for the prospective employee’s personnel file. For guidance on photocopying passports/right-to-work documentation please click here.

Where the department suspects that documents may have been counterfeited, advice from the OUSS Vetting Team and the appropriate HRBP should be sought without delay.

Please refer to the PDF summary tables (found on the right-hand side menu) for further details of the checks described above.

The University operates an Employer Justified Retirement Age (EJRA) policy which applies to employees in posts at grade 8 and above. Advice from the relevant HR Business Partner should be sought if the successful candidate may be approaching or above the University's EJRA, and this had not been identified during the recruitment stage. The University’s standard job description template outlines the policy, and candidates are also asked to confirm their acknowledgement of the policy and that they are below the EJRA in the online recruitment application.
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