When you’ve been offered a job at King’s we’ll 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. Depending on the role you have been offered, other checks could include references, your 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 at King’s, regardless of your immigration status or nationality. The right-to-work check is also mandatory when an employee re-joins King’s, their visa or Positive Verification Notice expires.

King’s has three methods for conducting a Right to Work (RTW) verification, which vary based on the immigration status and nationality of the potential employee or worker:

• a manual right to work check
• a right to work check using Identity Document Validation Technology (IDVT) via the services of an Identity Service Provider (IDSP) (British and Irish citizens only)
• a Home Office online right to work check (non-British and non-Irish citizens)

Right to work checks for British and Irish nationals

British or Irish nationals right to work checks can be performed using the following methods:

• Digitally via TrustID. King’s has partnered with Trust ID and where a right to work check has been conducted using the services of an IDSP on British and Irish citizens, a continuous statutory excuse will have been established and there is no requirement to see further documents or to carry out a follow-up check.
• King's has established a strategic partnership with TrustID to carry out digital right-to-work checks on British and Irish citizens. Once a check has been completed through the IDSP services of TrustID, a continuous statutory excuse is established. Under these circumstances, there won't be a requirement to provide additional documentation or perform subsequent follow-up checks.
• Manually if the individual prefers this or their passport is expired or they have other documentation such as a birth certificate. When carrying out a manual right to work check, the potential worker must provide original documents from either List A or B of acceptable documents published by the Home Office.

Right to work checks for UK visa holders

Applicants in possession of a UK immigration status, including visas (which could be digital e-visas or a Biometric Residence Permit (BRP) card), status obtained via the EU Settlement Scheme, or have been granted Indefinite Leave to Remain (ILR), must provide evidence that you have been granted a suitable visa before you can start employment. King’s must do one of the following checks before commencement of employment:

• a manual right to work check
• a Home Office online right to work check

Where a right to work check has been conducted using the Home Office online service, the information is provided in real-time directly from Home Office systems and there is no requirement to see the documents either List A or B of acceptable documents published by the Home Office.

Biometric Residence card holders are required to evidence their right to work using the Home Office online service only. Kings College London will not accept physical Biometric Residence cards for a right to work check even if it shows a later expiry date.

For manual checks, King's adapts the list of accepted documents published by the Home Office.

For us to successfully carry out the right to work check, you must provide the original documents from either List A or B. There is more information about visas on the UK Government webpages.

 If you do not have a UK visa 

If you don't currently hold any immigration permission to work in the UK, you’ll need to apply for a UK visa or work permit. Detailed information, as well as an array of visa options, can be explored on the 'Securing your Visa' webpage. King’s is a licensed sponsor under the Home Office points-based immigration system.

It’s important to us that everyone at King’s can perform to the best of their ability. We’ll ask you to complete a health and capability declaration to let us know if you have any health conditions or disabilities that may affect your capability to perform the proposed role, so we can seek and provide appropriate advice and support. If you do disclose some conditions specific to you, we’ll also ask you to complete an occupational health assessment to help us identify necessary adjustments.

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’ll ask you to complete an occupational health questionnaire. We’ll 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.

We do not discriminate against people who might have a criminal history. We will only consider a criminal record where the conviction is relevant to the position applied for and we will not necessarily bar candidates from employment. Our decisions will depend on the nature of the work and the circumstances around the offence. ​​​​​​​All offers for clinical roles or roles working with children and/or other vulnerable groups are conditional on clearance through a Disclosure and Barring Service (DBS) check. The job advert will indicate if the role requires DBS clearance. If you already have an appropriate DBS certificate that is less than three years old, you don’t need to do a new check before you start the role. Once you have started at King’s, we’ll renew your DBS clearance every three years. In order to protect certain vulnerable groups within society, there are some posts that are exempt from the provisions of the Rehabilitation of Offenders Act 1974 by virtue of the Rehabilitation of Offenders Act (Exceptions) Order 1975.