Pre-employment and safer recruitment screening consists of proportionate checks that help local churches, circuits, districts, and other Methodist Church employing bodies ensure that individuals are suitable to undertake employment, volunteer positions, or other responsibilities on their behalf.
These checks help ensure compliance with relevant legislation (including safeguarding law, charity governance requirements, data protection, and the Right to Work in the UK) and are essential to safeguarding children, young people, adults at risk, congregations, and the wider community.
All individuals entering employment or volunteer roles within the Church will undergo an appropriate level of screening. The level of checking will reflect the nature of the role, the degree of responsibility involved, and the type of contact with vulnerable groups.
The level of checks carried out will be determined by a risk‑based assessment, including:
- The nature of the role
- Contact with children, young people, or adults at risk
- Access to personal, financial, or sensitive information
- The degree of trust, responsibility, and supervision involved
Standard Pre-Employment and Recruitment Checks
These apply to all paid roles and most volunteer roles:
- Verification of identity
- Confirmation of Right to Work in the UK
- Employment history and references
- Qualification and professional registration checks where relevant
- Declaration of criminal convictions (as appropriate to role)
Safeguarding Checks (Disclosure and Barring Service – DBS)
For roles involving activity with children or adults at risk, the Church will require a DBS check at the appropriate level.
- Standard DBS Check: may be used for certain roles involving trust or responsibility
- Enhanced DBS Check: required where there is regular contact with children or adults at risk
- Enhanced DBS with Barred List(s): required where the role involves regulated activity.
*Important note:
If you are uncertain whether an activity falls within a particular category, please seek advice from your DLES or Regional Safeguarding Officer.
A criminal record does not automatically prevent appointment. Each case is considered individually, with safeguarding, proportionality, and fairness in mind.
The Confidential Self-Declaration should be completed by the applicant before any criminal record check application is sent off.
The purpose is to offer the applicant the opportunity to share any information before the disclosure certificate is received.
The confidential declaration can also be used for other roles but can only request information about unspent / unfiltered convictions / cautions.
For detailed information please refer to: Safer Recruitment Policy Statement and Practice guidance for DBS checks (as part of Safer Recruitment) and other information from the Safeguarding section.
Additional Checks (Where Relevant)
Depending on the role, additional checks may include:
- Financial checks (for relevant roles)
- Occupational health information (for employed roles, where appropriate)
- Professional conduct or fitness‑to‑practice checks