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There are key points to consider when submitting AccessNI checks for potential employees.

You should:

• Consider if the applicant has the right to work in the UK.
• Let the applicant know why an AccessNI check is required, what type of check is being sought, and how it will be carried out.
• If the work is in regulated activity with either children or adults at risk, you should advise the applicant that you will seek an AccessNI enhanced disclosure check.
• The applicant is required to use their or create one, which will include a digital identity check, and then use it to complete the AccessNI e-application. If they are not content to proceed with the application, they cannot be considered for the role.
• Give the applicant a chance to explain if a check reveals a criminal record or other information about them - read more about employing someone with a criminal record.
• Tell the applicant that if an AccessNI check is no longer required and the completed application form will not be progressed.
• Think carefully about the best point in the recruitment process to carry out an AccessNI check.
• Only check the successful job applicant.

Transgender applicants

For transgender application enquiries, you can contact the AccessNI Operations Manager on Tel 0300 200 7888.