If you receive a CRB Disclosure and it reveals that an applicant has a criminal record, you must remember that the CRB Code of Practice and Rehabilitation of Offenders Act requires you to treat the individual fairly.
Where a certificate contains conviction information you should consider:
- the nature of the position; and
- the circumstances and background of the offences.
Research shows that many offenders who are in employment are reliable and committed employees, and securing a job is an important factor in reducing the rates of re-offending.
The Chartered Institute of Personnel and Development (CIPD) working with the CRB, has produced a practical guide that deals with concerns and issues employers may have about employing ex-offenders.
The guide is available by registering on the CIPD website. It sets out legislation covering the employment of ex-offenders and provides guidance on implementing fair and responsible policies and practices.
Policy on the recruitment of ex-offenders
Personnel Checks, as a Registered Body have the sample policies available on request or on our website here. These policies are available for you to request from the beginning of the recruitment process and can be included within your company’s Equal Opportunities policy.
Follow Us