SMCR is aimed at those who hold positions that require regulatory authorisation. It sets rules that govern critical personnel behaviour and accountability.Read More
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Complygate’s award winning Background Check (employee checking service) uses cutting edge technologies like Artificial Intelligence (AI) and Machine Learning (ML). Our mission is to enable HR and compliance professionals in fighting fraud by providing them with state-of-the-art pre-employment screening (pre-employment check) platform. Reduce fraud and make sure your employees are who they say they are with our robust Employment Background check.
Pre-employment screening (Employment Vetting) seeks to verify the credentials of a job applicant and checks that he/she meets preconditions of employment (e.g. they have right to work in the UK and that they are legally permitted to take up an offer of employment). When conducting pre-employment checks, it should be established whether the applicant has concealed important information or otherwise misrepresented themselves in any way. To this extent, pre-employment screening may be considered a test of character. Most organisations use the information to identify individuals who may present security concerns to the business and also reduces the likelihood of an insider harming your business.
Pre-employment screening (Employment vetting) practices and procedures must be compliant with all relevant rules and regulations. The following legislation must be considered to ensure that pre-employment screening procedures do not interfere with the individual’s right to privacy, disclose any information which organisations may find in an inappropriate way or without due cause, or use information in a discriminatory way.
The Law on discrimination applies equally to all online and offline checks. The regulations of most relevance to are:
Immigration, Asylum and Nationality Act (2006), Employment Rights Act (1996), Data Protection Act (1998), Equality Act (2010), Human Rights Act (1998)
and The Data Protection Directive (2012), although there are a number of other regulations, such as the Computer Misuse Act (1990) which also have relevance.
Employers should seek legal advise before introducing any new measures
Minimum or basic level check
At the basic level of checks employers should verify the following:
Medium or advanced level check
At the advanced level of checks employers should verify the following:
High level check
At the highest level, the following should be undertaken/verified:
Complygate is future of compliance. We help you analyse and dissect gaps and adverse information on pre-employment screening report.
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