Safer Recruitment Compliance Pack

This pack helps you answer the questions that come up most often when recruiting safely and keeping the single central record audit-ready.

"How many people need safer recruitment training on an interview panel?" KCSIE requires that at least one member of any interview panel recruiting to work with children has completed dedicated safer recruitment training, and it's good practice for the whole panel to have done so. This pack doesn't deliver that training, but the Safer Recruitment Checklist builds in the step of confirming it's in place before the interview goes ahead, so the requirement doesn't get missed.

"Do volunteers need a DBS check under KCSIE 2026?" Since the Crime and Policing Act 2026 removed the "supervision exemption," a volunteer is classed as being in regulated activity, and needs an enhanced DBS check with barred list information, if their role involves teaching, training, instructing or supervising children on more than three days in any rolling 30-day period, or gives them the chance for contact with children between 2am and 6am, regardless of whether they're supervised. This applies to existing volunteers who now meet the threshold, not only new ones. The guidance walks through exactly how this applies, including for volunteers working across more than one setting.

"What should be included on our single central record?" KCSIE sets out specific fields the SCR must include: identity checks, DBS certificate details, a barred list check, the prohibition from teaching check, right to work evidence, overseas checks where relevant and section 128 checks for applicable roles, plus several it's best practice to record. The SCR Record-Keeping Checklist takes you through every population and field so nothing is missed.

"How do we carry out pre-employment checks correctly?" Once a candidate accepts a conditional offer, you need to verify their identity from original documents, complete the required checks and record all of it on the SCR before they start. The Pre-Employment Checklist sets out each check in order, from references through to the online search and final sign-off.

"What should we do if a DBS check reveals a criminal record?" Not every conviction makes someone unsuitable, but the school shouldn't simply proceed with the appointment either. The guidance sets out how to weigh the nature and timing of an offence, when to involve your LADO and why HR advice matters before any conditional offer is withdrawn.

"How long do we need to keep recruitment and DBS records?" Retention periods vary by document: unsuccessful applications and shortlisting notes for six months, successful candidates' offer and check records for the duration of employment plus six years, DBS certificate copies for a maximum of six months. The guidance includes a full retention table so you're not guessing.