Pre-employment screening aligned to your role and regulatory requirements
We provide compliant, accurate, and efficient background screening services to organisations throughout the United Kingdom. Our checks support informed hiring decisions while ensuring full adherence to UK regulations, including DBS disclosure requirements, Right to Work verification, and data protection standards.
Criminal Record Checks
Basic, Standard, and Enhanced DBS disclosures, plus international checks where required.
Right to Work and Identity Verification
Compliant document checks and digital solutions for UK and non-UK nationals.
Employment and Education Verification
Direct confirmation of previous roles, dates, and qualifications.
Additional Checks
All screening is carried out in line with UK GDPR and data protection legislation.
Screening checks available on a standalone or combined basis
Why Choose Axiom Screening
Axiom supports organisations operating in regulated environments where vetting decisions are required to deliver assurance in regulated environments. Our approach is shaped by hands-on experience supporting regulated roles and complex screening requirements, alongside a detailed understanding of how those decisions are reviewed and relied upon in practice.
We focus on accuracy, consistency and transparency at every stage, ensuring our clients can place confidence in the outcomes we deliver:
- A secure online portal that provides clear visibility at every stage, from submission through to completion, with real-time status updates and audited outcomes.
- Practical experience supporting regulated roles and complex vetting requirements, where accuracy, consistency and compliance are critical.
- Efficient turnaround times, delivered without compromising standards or attention to detail.
- A knowledgeable UK-based team with a strong understanding of regulated environments and operational realities.
- Transparent pricing agreed upfront, with no unexpected charges.
What Is BPSS Screening?
The Baseline Personnel Security Standard (BPSS) is not a formal security clearance, but a mandatory pre-employment screening standard used across the UK. It forms the foundation for all higher levels of government security vetting, helping organisations confirm that individuals are honest, reliable, and trustworthy before being granted access to sensitive roles or secure environments.
BPSS provides a baseline level of assurance that a person is suitable to work in positions involving access to government assets, secure facilities, or sensitive information. It is commonly required for employment in the public sector, defence industry, and government contracting, as well as for contractors supporting critical national infrastructure or other regulated environments.
Although originally designed for government roles, BPSS is now widely adopted across the private sector.
In many positions, BPSS alone is sufficient, particularly where access is limited to UK Official assets or occasional exposure to UK Secret information.
BPSS is also required for individuals who need access to the Public Services Network (PSN) or work in areas where sensitive or classified material may be seen or overheard.
DBS Questions Answered
This section explains the importance of Criminal Record Checks and overseas CRCs, highlighting their role and how understanding convictions impacts eligibility and application decisions.
What is a Criminal Record Check (CRC)?
A Criminal Record Check (CRC), often simply referred to as a DBS check in the UK, is an official process that reveals details of an individual's criminal history, including convictions, cautions, reprimands, and warnings held on police records. It is formally managed by the Disclosure and Barring Service (DBS), a non-departmental public body under the Home Office. The DBS was established in December 2012 through the merger of the former Criminal Records Bureau (CRB) and the Independent Safeguarding Authority (ISA), as part of reforms under the Protection of Freedoms Act 2012. This merger streamlined the system, combining criminal record disclosures with barring checks (to prevent unsuitable individuals from working with children or vulnerable adults) into a single service. The primary purpose of a CRC/DBS check is to help employers, organisations, and licensing bodies make safer recruitment decisions, particularly for roles involving contact with vulnerable groups, such as children, vulnerable adults, or positions of trust (e.g., in education, healthcare, social care, or security).
Who needs to apply for a DBS?
A DBS (Disclosure and Barring Service) check is required for individuals applying for certain roles in the UK where they will have access to sensitive environments or responsibility for safeguarding others.
Specifically, this includes:
- anyone who will be working at an airport in a security-related position (such as roles requiring unescorted access to restricted areas or an airside pass)
-those working directly with vulnerable adults or children (for example, in healthcare, social care, education, or fostering)
-positions in other regulated or high-responsibility sectors, such as certain roles in finance, law, or transport
The level of DBS check (Basic, Standard, or Enhanced, potentially with Barred List checks) depends on the exact nature of the role and its eligibility under UK legislation, with the aim of helping employers make safer recruitment decisions and protect vulnerable groups.
What's the difference between a basic DBS and an enhanced DBS?
Basic DBS Check Shows only unspent convictions and cautions. Anyone can apply for it (individuals or employers). Commonly used for roles like airport security positions requiring an airside pass. Enhanced DBS Check Shows both spent and unspent convictions, cautions, reprimands, warnings, plus any relevant local police information and (if eligible) checks against the Children's and/or Adults' Barred Lists. Can only be requested by authorised employers/organisations for specific roles. Strictly limited to positions involving regular contact with children or vulnerable adults (e.g., in education, healthcare, or social care). In short: Basic is limited and widely available; Enhanced is much more detailed and reserved for high-safeguarding roles.
How do I apply for an overseas CRC?
You must contact the relevant authorities in the country concerned and follow their application process.
An overseas Criminal Record Check (also known as a police certificate, certificate of good conduct, or certificate of no criminal conviction) is typically required when applying for certain UK visas (e.g., Skilled Worker in education, health, or social care roles), for UK employment in regulated sectors if you've lived abroad, or for emigration/work visas to other countries.
Unlike UK DBS checks, there is no centralised global system—the process varies significantly by country. You must contact and apply through the relevant authorities in the country where you resided (or its embassy/consulate in the UK if you're applying from here).
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What's the difference between spent and unspent convictions?
Spent convictions are those considered ‘spent’ under the Rehabilitation of Offenders Act, while unspent convictions must be disclosed. If a conviction is spent it will not affect your ability to clear vetting to work in airside locations – some discretion can be excercised by the individual airports but this is rare.
Can a spent conviction affect my CRC eligibility?
Generally, spent convictions do not affect eligibility, but this does depend on your role and the nature of the conviction.
Understanding CRCs
Explore each stage clearly to understand how to apply for Criminal Record Checks and ensure you meet all requirements.
- Step One: Application
Begin by gathering necessary documents and submitting your CRC application to the appropriate authority to start the verification process. - Step Two: Verification
During this phase, your information is checked against criminal records; ensure all details are accurate to avoid delays. - Step Three: Results
Receive and review your CRC outcome, understanding how spent and unspent convictions may influence your eligibility.