How to Handle Employment Gaps During BS7858 Vetting

Gaps in employment history during BS7858 security screening can be an obstacle and might raise questions on the candidate’s background and reliability. That said, not all gaps are red flags; some may have a valid explanation. Therefore, it is essential to understand how to properly assess or validate such gaps, ensuring the screening is in line with BS 7858 security standards, while also keeping the hiring process fair. Well then, let us see a complete rundown of this process- from A to Z, step-by-step.

The Importance of Verifying Gaps in Employment History in BS7858 Vetting

If there’s any gap in a candidate’s employment history, it could be a sign of potential risk. BS 7858 is a security standard in the UK, which is aimed to identify such risks, therefore verifying the gaps in employment history becomes an integral part of it. Unverified employment gaps can indicate issues including:

• Integrity Issues: Unexplained gaps in employment may signal that the candidate might be trying to hide something.
• Undisclosed Legal Problems: Possibly the individuals could be hiding some form of criminal activities that they may have been involved in.
• Non-Compliance Risk: BS7858 states that any person to be vetted must show a full employment history for a period of five or ten years for roles involving higher risk.

It is paramount that the employer thoroughly investigates and documents all the employment gaps lasting 31 days or more, thus avoiding delays and ensuring compliance.

Step-by-Step Guide to Addressing Employment Gaps

Addressing employment gaps in BS7858 vetting need not be a complicated task. Just follow this structured method that ensures clarity and compliance:

1. Gaps must be identified: During the initial verification process, review the employment history of the individual for any periods of inactivity. As a matter of course, any period exceeding 31 days has to be highlighted for further verification.

2. Candidate’s explanation is required: The next step involves asking the individual to explain about the gaps found in the initial process. This should be communicated clearly. The explanation should be requested in writing, along with a request for supporting evidence. The commonest reasons for employment gaps include the following: career break, further education or training, parental leave, extended travel and medical conditions.

3. Supporting evidence should be verified: To verify the authenticity of a gap, request appropriate documents such as:

• Career Breaks: References from freelancing clients, professional networks, or qualifications obtained through online courses.
• Parental Leave: Official parental leave documents or declarations from daycare providers.
• Extended travel: This may include visa stamps, airline tickets, passport entries, or international rental agreements.
• Medical Leave: Healthcare documents (provided willingly by the candidate).

4. Use statutory declarations where required: If an individual does not really come up with anything satisfactory, he might need to provide a statutory declaration. This declaration is a legally recognised document whereby the candidate declares, under oath in the presence of a solicitor, notary public, or commissioner for oaths, the reason for his employment gap.

5. Cross-checking the claims is necessary: This step is necessary to minimise risks and ensure accuracy. This includes:

• Verifying past references
• Verifying credit report and financial activities during the gap
• Reviewing their social media or public records to support their claims

6. Risk assessment needs to be conducted: If unverified gaps still exist, conduct a risk assessment.

• Consider the type and duration of the gap.
• Consider the risk of employing a candidate without comprehensive verification.
• Consult with senior management before making a final decision.

Best Practices for BS7858 Compliance

To make the process smoother and avoid issues, consider these best practices:

• Set Clear Expectations: Let the candidates know from the start that any employment gap will need to be verified.
• Maintain Thorough Records: Keep detailed documentation of all communications, evidence, and verification efforts for compliance.
• Leverage Technology: Utilise digital tools to monitor and highlight employment gaps, streamlining the vetting process.

Employment gaps don’t have to be a barrier in BS7858 vetting. By taking a systematic approach, spotting gaps early, asking for explanations, verifying evidence, and evaluating risk, employers can achieve compliance while providing candidates with a fair opportunity.

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