In the world of security, trust is not given; it’s verified. For any business operating in the UK’s private security sector, ensuring that your personnel are thoroughly screened is both a professional imperative and a stringent legal requirement. The benchmark for this crucial process is a specific British Standard that defines exactly what BS7858 staff vetting should look like. 

Understanding and implementing this framework is essential for mitigating risk, protecting your reputation, and complying with industry regulations. 

This guide breaks down everything you need to know about this critical security screening standard, translating the formal requirements into a clear, actionable roadmap. 

Core Purpose of BS7858 

The primary goal of this extensive screening process is to verify the integrity, identity, and suitability of an individual for a security role. It provides a structured methodology to establish a person’s honesty, reliability, and trustworthiness before they are employed in a position of responsibility. 

Thus, it’s about building a verified history of an individual’s character and background, ensuring they do not pose a risk to clients, the public, or your organisation. 

The Key Stages of the Screening Process 

The standard outlines a meticulous, multi-stage process that must be followed to ensure compliance and thoroughness. 

1. Identity Verification

The process begins with confirming the candidate’s identity. This involves checking original documents like a passport or biometric residence permit to prevent impersonation and establish an identity from the outset. 

2. Right to Work Check

A mandatory legal step separate from the standard, this verifies that the individual is legally permitted to work in the United Kingdom. This is usually completed simultaneously with identity checks. 

3. Employment History Verification (The 5-Year Check)

This is a cornerstone of the process. You must obtain a full, verifiable history of the candidate’s employment, self-employment, or periods of education/training for at least the previous five years. Any gaps of four weeks or more must be accounted for and explained. 

4. Criminal Record Check

A criminal record check through the Disclosure and Barring Service (DBS) is required. The level of check (Basic, Standard, or Enhanced) will depend on the specific role, but it is a non-negotiable component to assess any past criminal behaviour. 

5. Credit and Financial History Assessment

This step checks for any County Court Judgments (CCJs), insolvency, or significant financial distress. The rationale is that individuals under severe financial pressure may be more vulnerable to bribes or coercion, potentially compromising security. 

6. Gap Analysis

Any unexplained periods in the candidate’s history must be rigorously investigated. Furthermore, character references are sought to corroborate the individual’s integrity and suitability for a security-focused role. 

Why This Comprehensive Process is Non-Negotiable 

Implementing this rigorous framework is not just about ticking a box for compliance. It delivers tangible, critical benefits that protect your business on multiple fronts: 

• Enhanced Security Posture: This process acts as a powerful deterrent and filter. By rigorously verifying backgrounds and identifying potential red flags like unexplained wealth or financial distress, it significantly reduces the risk of internal threats, including theft, fraud, espionage, or sabotage, thereby safeguarding your clients’ assets and your own operational integrity. 

• Reputation Protection: In the security industry, your reputation is your greatest asset. Employing a vetted workforce provides demonstrable proof of your commitment to professionalism and due diligence. This builds unwavering trust with your clients and acts as a crucial shield for your company’s brand, insulating it from the catastrophic reputational damage that can follow a security incident involving an unscreened employee. 

• Regulatory and Contractual Compliance: For many security roles, particularly those involving government contracts, critical infrastructure, or high-profile clients, adherence to this specific standard is not a suggestion; it is a mandatory requirement. Full compliance is often a prerequisite for bidding on and winning major contracts, directly impacting your business’s growth and viability. 

• Informed and Defensible Hiring Decisions: The framework moves the hiring process far beyond a simple CV review and interview. It provides a structured, evidence-based foundation for your decisions, replacing gut feelings with verified data. This not only leads to better-quality hires but also creates a clear audit trail that defends your choices should they ever be challenged. 

• Improved Employee Morale and Trust: A thoroughly vetted team fosters a safer and more transparent working environment. Employees gain confidence knowing they are working alongside colleagues who have undergone the same rigorous checks, which promotes a stronger team culture and reduces internal suspicions, leading to higher overall morale and cohesion. 

Common Challenges and How to Overcome Them 

• Challenge: Incomplete Employment Histories. Candidates may have gaps from travel, unemployment, or informal work. 

• Solution: Require signed statements accounting for all periods. For unexplained gaps, seek additional verification or references. 

• Challenge: Slow Reference Responses. Previous employers can be slow to respond, delaying the process. 

• Solution: Utilise digital platforms that automate chase-ups and maintain a clear audit trail of all communication attempts. 

• Challenge: Data Management. Handling the volume of sensitive personal data securely is a major responsibility under GDPR. 

• Solution: Use secure, dedicated vetting software that encrypts data and manages consent, rather than relying on insecure emails and spreadsheets. 

Final Thoughts 

In the security industry, your team is your greatest asset and your biggest potential liability. A thorough, standardised vetting process is the bedrock upon which a secure and reliable operation is built. It transforms trust from an abstract concept into a verified, documented reality. 

By diligently following this framework, you don’t just comply with a standard—you actively build a culture of integrity and professionalism that clients can depend on. 

Streamline your security staff vetting with Smart Workforce. Our solution helps you manage the entire screening process, track progress, and maintain full compliance effortlessly. 

Get in touch for a free demo. 

FAQs 

How far back does the employment history check go? 

The standard requires a minimum verifiable history of five years. However, for certain high-risk roles or where gaps are identified, the screening can and should extend further back, up to a full ten-year history. 

Can a candidate with a criminal record be approved? 

The standard does not mandate an automatic failure for any criminal record. Instead, it requires a risk assessment considering the nature of the offense, its relevance to the role, and how long ago it occurred. A minor spent conviction may not be a barrier, while a recent dishonesty offense likely would be. 

Who is responsible for covering the cost of the vetting checks? 

There is no legal rule on this. It is typically the employer who covers the cost of the required checks, including the DBS application fee. This should be clarified with the candidate during the recruitment process. 

• Meta Title: BS7858 Vetting: Demystifying the UK Security Standard
• Meta Description: BS7858 vetting is the security screening standard for UK security roles. Our guide explains the process, requirements, and compliance for thorough staff vetting.
• Meta Tags: BS7858 vetting, UK security roles, Security Standard ,