Security

Background checks for every site, contract and security responsibility

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We carry out over 1 million background checks per year

We offer over 20 different types of background checks, giving you complete flexibility

Our UK-based team is available whenever you need us

The only FCA regulated business in the screening sector, giving you additional assurance for regulated and high-risk hiring

Confident, compliant screening for roles built on trust

 

Security organisations need to know that every hire is suitable, verified and ready to work in a role of responsibility. Whether you are hiring door supervisors, CCTV operators, security guards, close protection officers or corporate security staff, background checks help you make safer hiring decisions and demonstrate a consistent approach to compliance.

We help UK security businesses complete fast, reliable and auditable background checks, supported by trusted data, digital workflows and a UK-based team.

Our background checking solutions help you:

  • Verify candidates’ identities and their legal right to work in the UK
  • Check employment and activity history, including unexplained gaps
  • Confirm that operatives hold the correct SIA licence for their duties
  • Support screening in line with BS7858 where appropriate
  • Apply proportionate checks to permanent, temporary and subcontracted personnel
  • Maintain screening records for clients, audits and internal reviews
  • Give candidates a clear and professional onboarding experience

 

 

Background checks designed for the recruitment of security personnel

Experian offers a range of checks that can be combined into role-based screening packages. Available services include identity, Right to Work, criminal record, employment reference, qualification, DVLA, financial, media and specialist compliance checks.

Identity checks

Confirm that a candidate is who they say they are before they progress through onboarding or gain access to a client location. Reliable identity verification also provides a stronger foundation for the other checks in the screening process.

Right to Work checks

Confirm a candidate’s legal right to work in the UK and retain appropriate evidence of the check. Right to Work status should be assessed separately from whether someone holds an SIA licence.

Criminal record checks

Criminal record checks can help you assess relevant information as part of a fair, consistent and role-specific recruitment process.

A Basic DBS check can be requested for any role. Standard and Enhanced DBS checks are only available where the position or activity is legally eligible. 

Employment reference checks

Verify previous employers, positions and dates of employment. Occupational history checks can help identify inconsistencies or periods that require further evidence.

BS7858 screening

BS7858 provides a structured approach to screening people who work in secure environments.

Experian’s BS7858 screening package can bring together identity, Right to Work, occupational history, gap analysis, criminal record, adverse financial, sanctions and directorship checks, with a clear screening result and supporting report.

SIA licence status checks

Check that security operatives hold the correct SIA licence for the work they will perform and that the licence remains valid. Licence status should be checked before deployment and monitored in line with your organisation’s policies. 

International criminal record checks

International checks may be appropriate where a candidate has lived or worked outside the UK and their overseas history cannot be sufficiently verified through UK checks.

Additional checks

Depending on your policy and role requirements, you may also choose from other checks such as adverse financial checks, directorship checks, social media checks, global sanctions checks, or DVLA checks.

Different security roles carry different levels of risk

Here, we illustrate checks that may be relevant. The final screening package should reflect the candidate’s duties, DBS eligibility, SIA licensing position, working environment, client contract and your organisation’s screening policy.


Security guards and mobile patrol officers

 

Security officers may protect offices, warehouses, retail locations, residential developments and other client premises. They can be trusted with keys, access credentials, incident information and unsupervised access outside normal operating hours.

 

Relevant checks may include:

  • Identity verification
  • Right to Work check
  • SIA security guarding or door supervision licence check, where required
  • BS7858 screening
  • Criminal record check at the legally eligible level
  • Five-year occupational history and gap analysis
  • Employment references
  • Adverse financial or global sanctions check
  • DVLA check for mobile patrol duties
  • International checks where appropriate


Door supervisors and event security personnel



Door supervisors and event-security teams work directly with the public and may need to manage access, disorder, conflict and emergency situations. Employers need confidence that operatives are correctly licensed, appropriately trained and suitable for the environment in which they will work.


Relevant checks may include:

  • Identity verification
  • Right to Work check
  • SIA door supervisor licence check
  • BS7858 screening
  • Criminal record check at the legally eligible level
  • Occupational history and gap analysis
  • Employment references
  • Global sanctions check
  • International checks where appropriate

 

CCTV and public space surveillance operators



CCTV operators may monitor people, premises and incidents, often while accessing sensitive images, personal information and security systems.

Screening should reflect both the operator’s licensing requirements and their access to confidential information.


Relevant checks may include:

  • Identity verification
  • Right to Work check
  • SIA public space surveillance licence check
  • BS7858 screening
  • Criminal record check at the legally eligible level
  • Occupational history and gap analysis
  • Employment references
  • Global sanctions check
  • International checks where appropriate
  • Policy-led media checks for higher-risk positions

 

Close protection operatives



Close protection personnel work in positions of significant trust and may have close access to individuals, families, travel plans, private locations and confidential information.

Screening may need to extend beyond the minimum licensing requirements to reflect the assignment and client risk.


Relevant checks may include:

  • Identity verification
  • Right to Work check
  • SIA close protection licence check
  • BS7858 screening
  • Criminal record check at the legally eligible level
  • Detailed occupational and assignment history
  • Employment and professional references
  • Qualification verification
  • Adverse financial check
  • Global sanctions check
  • Adverse media check
  • DVLA check
  • International criminal record checks


Cash and valuables in transit personnel

 

Employees transporting cash or high-value items may have direct access to client assets, vehicles, routes and security procedures.

Financial integrity, identity and a complete occupational history can be particularly important.


Relevant checks may include:

  • Identity verification
  • Right to Work check
  • SIA cash and valuables in transit licence check
  • BS7858 screening
  • Criminal record check at the legally eligible level
  • Occupational history and gap analysis
  • Employment references
  • Adverse financial check
  • Global sanctions check
  • DVLA check
  • International checks where appropriate


Temporary, agency and subcontracted security staff




Short-term or outsourced arrangements should not create gaps in screening. Checks should reflect the activity performed and the access granted, irrespective of whether the person is permanent, temporary, self-employed or supplied by another organisation.


Look for:

  • The same identity, Right to Work and licensing checks applied to permanent staff
  • BS7858 screening where appropriate
  • Criminal record checks at the legally eligible level
  • Occupational history and gap analysis
  • Employment or agency references
  • Client- or site-specific checks
  • Verification that third-party screening evidence is complete and current

 

 

Why choose us?

BS7858 screening expertise

Bring the component checks of BS7858 screening into a structured process, with clear results and documentation to support your internal review.

Experian offers an accredited BS7858 package and is NSI Silver accredited for its screening service.

Trusted identity and data expertise

Identity is the starting point for reliable background checking. Experian’s experience in identity, data and risk can help organisations build screening processes around accurate candidate information.

UK-based support

Access support from a UK-based team that understands UK screening processes and the practical challenges faced by security-sector employers.

Flexible for different hiring volumes

Whether you need ongoing checks, subscription background checks or a more integrated solution for larger hiring volumes, Experian can help you choose the right approach.

 

 

FAQs

 

 

Further reading

Guide

Right to Work Checks in the UK

An employer’s guide to getting RTW checks correct and ensuring you have a statutory excuse for employees.
Blog

Vital income and employment verification documents

Learn about different verification documents to meet employees’ needs and provide the support they need.

Speak to an expert about background checks and safer hiring.

Personal DBS check: Unfortunately we're unable to help with your individual DBS check, and you will need to organise with your employer. 

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