The Care Quality Commission (CQC) is the independent regulator for health and social care services in England. In the UK, CQC requirements for background checking and screening candidates are designed to ensure that all health and social care providers meet essential quality and safety standards.
These regulations include a range of background checks, such as criminal record checks, identity checks, proof of qualifications, UK right-to-work checks, and enhanced Disclosure and Barring Service (DBS) checks. For employers, this means taking proactive steps to protect vulnerable people from harm or exploitation by only hiring suitable candidates with the necessary qualifications and experience.
Why are background checks in the health sector important?
Screening candidates is essential to ensuring that patients and service users receive safe, high-quality care. Employers need to undertake vetting procedures set out by CQC to successfully onboard new staff members who can be trusted to provide high levels of care for their patients.
Background screening is required by law and is an important part of the CQC's regulatory framework. Failure to vet candidates properly can lead to various potential risks, including abuse, neglect, and patient harm.
By following the strict guidelines laid out by CQC, healthcare organisations can protect their staff members and those receiving care from potential harm or exploitation. While also ensuring their brand doesn’t face any reputational risk.
CQC requirements for checking candidates
The CQC has established several requirements for checking candidates to ensure that health and social care services provide safe and effective care. These include conducting Disclosure and Barring Service (DBS) checks for all staff, verifying professional qualifications and registration, checking references, checking employment history, and conducting identity checks.
These requirements apply to all staff, including volunteers and agency workers. They are designed to help mitigate potential risks and ensure that only suitable candidates are employed in health and social care services. By complying with these requirements, employers can help protect patients, service users, and existing staff, while maintaining the integrity of their health and social care services. The main requirements are broken down as follows:
Conducting Disclosure and Barring Service (DBS) checks for all staff
Conducting DBS checks for all staff is an essential part of CQC requirements for health and social care services. When conducting DBS checks, employers must make sure that the information provided is accurate and up-to-date, and always in line with any new regulations. The applicant's identification documents must also be verified before any offer of employment is made, and be repeated as necessary after employment.
To protect vulnerable groups from any potential harm, candidate background checks will identify individuals who may have a criminal history or be unsuitable for the position.
Verifying professional qualifications and registration
Verifying professional qualifications and registration before hiring a candidate is critical to the security of health and social care services. With this system in place, employers can rest assured that only qualified individuals are given positions related to care.
Employers should verify each candidate's credentials, including confirming their registration with the relevant professional body or regulator. This can be done by checking the candidate's registration number, which should be included on their CV or application form.
Conducting reference checks
Employers are required to check references for all candidates before hiring them. This helps to confirm the candidate's employment history, character, and suitability for the role.
Employers must ensure that all references are current and that they cover any period of employment up to three years ago. References should also include information about the candidate's behaviour, reliability, and ability to meet expectations. By obtaining detailed references from reliable sources, employers can be confident they are hiring a suitable candidate for the role.
Checking employment history
When checking job applicants, employers need to verify the candidate's employment history to ensure there are no unresolved issues from prior work. This can include safeguarding concerns or any other issues that might not make the applicant suitable for a health and social care setting.
Careful consideration must be given to verifying past experiences, as this could mean the difference between having a successful, qualified employee, or having someone who falls short of expectations.
Conducting identity checks
Identity checks are a vital security measure for employers in the UK by helping to deter individuals from entering into illegal work. This helps to protect the integrity of health and social care services by making sure that everyone working in the sector is doing so legitimately.
As well as protecting the employer, identity checks help to ensure that all necessary job requirements are correctly established from the start. Right to work checks are also a legal requirement for any UK employer.
It's important to emphasise that these requirements apply to all staff in health and social care services, including volunteers and agency workers. By complying with these requirements, employers can help to ensure that only suitable and competent individuals are employed in these services and that patients and service users are protected from potential harm.
The role of employers in checking penalties for non-compliance
Employers have a crucial responsibility to ensure that all candidates are properly vetted before being hired. This includes complying with CQC requirements for checking candidates and implementing best practices to safeguard patients and service users.
Best practices for employers include having clear policies and procedures for checking candidates, ensuring that all staff are trained on these requirements, and regularly reviewing and updating screening processes to ensure they are effective and compliant. Zinc supports HR and hiring teams in implementing these best practices, alongside our standard background check processes.
Non-compliance with CQC requirements for screening candidates can result in serious consequences for employers. Penalties may include fines, legal action, or even the cancellation of registration for the healthcare service.
Employers need to take these requirements seriously and ensure that all staff are aware of their responsibilities. Failure to do so puts patients and service users at risk and jeopardises the healthcare service and its reputation.
Conclusion
Employers must take responsibility for implementing best practices and ensure background screening for all roles in their healthcare organisation. It's essential to take these requirements seriously and comply with CQC standards to protect patients, service users, and the integrity of health and social care services.
At Zinc, we understand the specific background check requirements of healthcare providers, having worked with many in the industry. Our expertise can assist employers in implementing effective screening processes and ensuring their staff are fully trained on the necessary standards. Get in touch if you’d like more information.
.svg){kind=icon}
%201.png)
