The Bottom Line
- Pre-employment checks are not optional—they’re structured around <strong>NHS Employment Check Standards</strong> (ID, right to work, etc.).
- Most delays are self-inflicted: <strong>inconsistent employment history</strong>, missing referees, or failing to respond promptly to occupational health queries.
- Treat the checks like a sprint: gather docs, allocate one hour/day, and keep a minimal tracker of what’s outstanding and who owns it.
NHS onboarding is operationally predictable. Once you have a conditional offer, the organisation will run a set of pre-employment checks. The exact bundle varies by role and local process, but the logic is consistent: identity, eligibility to work, health clearance, and verification of your history. Your goal is to keep the process moving by being fast, precise, and consistent.
The single most common delay
Employment history gaps and referee confusion. If your application says one set of dates and your CV/referees suggest another, HR will pause until it’s resolved. Fix the timeline first.
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Step 1 — Understand the standards behind the process
NHS Employers publishes standards for checks such as identity and right to work. This is why HR can feel rigid: they’re complying with a standard, not making it up per trust.
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Step 2 — Prepare an “evidence pack” before HR asks
Passport, immigration status proof (if applicable), proof of address (if required), certificates (role prerequisite only), and a clean employment timeline. Keep everything in one folder with clear filenames.
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Step 3 — Pre-empt occupational health (OH)
All NHS staff receive a pre-appointment health check. Respond quickly, be honest, and provide vaccine/immunity evidence and TB history if requested. Delays often happen when forms are half-completed.
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Step 4 — DBS: don’t overthink it, do it promptly
DBS requirements vary by role. When the prompt arrives, complete it immediately. Where identity checks overlap with DBS, document quality matters (clear scans, consistent names).
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Step 5 — References: select referees who respond fast
Choose referees who are reliable and expect the request. Warn them in advance and confirm the email address you provide is monitored. A perfect referee who never replies is useless.
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Step 6 — Track ownership and escalation routes
Different checks may be owned by different teams (trust HR, lead employer, shared service). Keep a simple tracker: check type → owner → date requested → last contact → next action.
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Step 7 — If you’re on TRAC/NHS Jobs, use the portal as your command centre
Many systems now show the status of checks and tasks. Check it daily; don’t rely on email alone.
What to say when chasing (copy, paste, send)
<strong>Subject:</strong> Pre-employment checks – status + next action
Hello [Name],
I’m due to start on [date] as [role]. Could you confirm which checks remain outstanding and whether any action is required from me today?
For convenience, my details: Full name [ ], DOB [ ], vacancy ref [ ], assignment number (if known) [ ].
Thanks,
[Your name]
Practice
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SourceNHS Jobs: Pre-employment checks (candidate advice)
Open Link SourceNHS Employers: Employment standards and regulation (overview)
Open Link SourceNHS Employers: Identity checks standard
Open Link SourceNHS Employers: Right to work checks standard
Open Link