Becoming a Citizen of Change

When you have been offered a job with us, we will send you a conditional contract of employment. Before you can start working with us, we need to complete some checks including your right to work in the UK and obtain satisfactory references from your previous employers. Depending on the role you have been offered, other checks could include your relevant qualifications and professional registrations, occupational health clearance, criminal records (DBS) and security screening. 

We are required by law to carry out right to work checks on all our staff before you start working regardless of your immigration status or nationality. The immigration rules place potential workers in two categories: those who require a work permit or visa to work in the UK; and those who do not.

If you do not have the automatic right to work in the UK, then you must provide evidence that you have been granted a suitable visa before you can start employment. There is more information about visas on the UK Government webpages. The University of Leicester is a licensed sponsor under the Home Office points-based immigration system.

If you have been offered a role that involves specific hazards, or if you have made a disclosure in your health and capability declaration, we will ask you to complete an occupational health questionnaire. We will then assess whether the duties of the post would place you, or others around you, at risk in the workplace, and identify appropriate workplace adjustments or assistance. 

Due to the nature of some of our roles, a criminal record check through the Disclosure and Barring Service may be required. If this is a requirement, it will be clearly stated on both the job advert and in the Job Summary. 

We recognise the important role that continuity of employment can play in the rehabilitation process of ex-offenders and a criminal record should not be an automatic bar to employment. It is crucially important to ensure that people that have been convicted of an offence are treated fairly and are given the opportunity to establish their suitability for a position. The specific details of an offense will be considered against the requirements of a role and our decisions will depend on the nature of the work and the circumstances of the conviction. In certain circumstances, the nature of a criminal conviction may make certain roles unsuitable