<p>Outline of a pre-employment checklist</p><p>Some employers carry out pre-employment checks, or some of them, before offering a job.</p><p>Others carry out checks once they have sent out a job offer letter and the candidate has accepted the post. In such a letter, the employer should say it will carry out pre-employment checks, and the job offer is made on the condition results of the checks are satisfactory. The employer might also offer the job starting on a probationary period.</p><p>What checks an employer makes, and whether they are done before or after offering the post, can depend on the type of job. Also, some checks, such as references, are optional. Others such as the right to work in the UK are a legal requirement to be completed before the new employee actually starts work.</p><p>This checklist gives a brief overview of basic pre-employment checks. It is split into checks framed by law, and checks which are optional. However, it does not cover specialist roles – for example, working with children, in security, healthcare or being a company director.</p><p>It is a template an employer can adapt or develop to meet its needs. It is best used in conjunction with the Acas guide Recruiting staff.</p><p>Name of prospective employee:</p><p>Their planned start date/ actual start date (delete as appropriate): Checks framed by law Check done by Date Notes Identity. For example, ask to see:  original copies of their passport, birth certificate or driving licence  a bank statement or utility bill to confirm their name and where they live  a Certificate of Registration, or a Biometric Residence Permit, and/or immigration documents where relevant</p><p>Right to work in UK</p><p>See Acas guide Recruiting staff for more information</p><p>Criminal record checks - the main ones are now called a Disclosure and Barring Service (DBS) check A DBS check is only necessary for certain types of job – for example, working with children, in healthcare, prisons and courts</p><p>See Acas guide Recruiting staff for more information</p><p>Health – very limited checks/ questions</p><p>When a job has been offered, only to:  abide by law – for example, an eye-sight test for a lorry driver, or  meet a requirement of the job - for example, the employer’s cycle couriers need a health check because its insurer insists on it</p><p>Before offering a job, only to:  determine whether an applicant can carry out a function essential to the role  take ‘positive action’ to assist disabled people  monitor, without revealing the candidate’s identity, whether they are disabled  check that a candidate has a disability where this is a genuine requirement of the</p>