Pre-employment Checks

Admiral Group has set out a series of pre-employment checks that enable us to minimise the risk of unsuitable individuals being engaged by the Group. These checks are also an important component of the Group's overall approach to minimising the risk of criminal or terrorist activity. The purpose of vetting is to verify, as much as is possible, the identity of the worker; that they have the requisite skills and experience to carry out their roles; and that there are no legal issues or other matters which indicate that the Admiral Group may be unduly exposed to risk.  During your application process, you will be asked to provide various primary documents and other information to enable us to complete these checks.

All applicants are required to satisfactorily pass a series of additional checks as part the application process and, if successfully recruited, on an ongoing basis.  Certain roles are designated 'High Risk' or specialist so will be subject to an enhanced level of background checking.  If a professional qualification or Membership is required for your role this will also be checked. 

The Group reserves its position with regard to any steps, which it may take in relation to any material adverse findings which arise either when the checks are first carried out and/or on an on-going basis.

 

Policy on the recruitment of ex-offenders

For some vacancies at Admiral Group, and its employing subsidiaries, it will be necessary to verify an individual’s criminal background. This will be done via either a Basic or Standard disclosure through the Disclosure and Barring Service (DBS). This will depend on the nature of the role being advertised.  We will treat all applicants who have a criminal record fairly.

This policy on the recruitment of ex-offenders, is made available to all applicants at the outset of the recruitment process.

  1. As an organisation using the Disclosure and Barring Service to assess applicants' suitability for positions of trust, Admiral Group, and its employing subsidiaries, aim to comply fully with the Code of Practice and undertake to treat all applicants for positions fairly. We undertake not to discriminate unfairly against anyone who is the subject of a Disclosure on the basis of conviction or other information revealed.
  1. We will only ask an individual to provide details of convictions and cautions that we are legally entitled to know about and that are not protected.
  1. We are committed to the fair treatment of our staff, potential staff or users of our services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical / mental disability, or offending background.
  1. We actively promote equality of opportunity for all to achieve the right mix of talent, skills and potential and welcome applicants from a wide range of candidates, including those with criminal records. We select all candidates for interview on the basis of their aptitude, skills, qualifications and experience in relation to the requirements of the post.
  1. A DBS check is requested for all positions.  The recruitment information will contain a statement that a DBS check will be requested in the event of the individual being offered the position.
  1. We encourage all applicants to provide details of any criminal record at an early stage in the application process. We also encourage all applicants to ensure they understand what it is they are required to disclose subject to the Rehabilitation of Offenders Act 1974 (as amended). We guarantee that this information is only seen by those who need to see it as part of the recruitment process.
  1. We ensure that all those who are involved in the recruitment process will have suitable guidance to enable them to identify and assess the relevance of the offence in relation to the position applied for. We also ensure that they receive appropriate guidance on the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
  1. At interview or in a later separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position applied for could lead to withdrawal of an offer of employment or termination of employment should it come to light at a later date.
  1. We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment.
  1. We make every subject of a DBS check aware of the existence of the DBS Code of Practice and make a copy available on request.

Having a criminal record will not necessarily prevent you from working with us. This will depend on the offence and the relevance of the offence in relation to the position applied for. The factors taken into account will include the responsibilities of the position, the nature of the offence(s), the number, and pattern of the offences (if there is more than one), how long ago the offence(s) occurred and the age of the offender when the offence(s) occurred. There may be some other factors which impact on the ability to hire candidates, such as regulatory requirements. This list is intended as an example and not meant to be exhaustive.

Further information is available by contacting the Admiral Recruitment Team on 0800 118 1619.