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Registration Number: {{org_field_registration_no}}

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Safe Recruitment and Vetting in Domiciliary Care (Children and Adults)

Recruiting staff to work in domiciliary care (providing personal care in clients’ homes or community settings) requires robust vetting and safeguarding measures. In England, extra legal and regulatory steps apply when staff will work with children and young people (0–18), compared to those working only with adults. This report outlines the key requirements and highlights additional measures for child-facing roles, drawing on relevant legislation and guidance – including the Children Act 1989/2004, Working Together to Safeguard Children, Keeping Children Safe in Education, and advice from the CQC, Ofsted, and the DBS. The goal is to inform a recruitment policy that remains compliant and covers both adult and child service users.

Legal and Regulatory Framework

Children (0–18): Key Safeguarding Legislation & Guidance

Children Act 1989 and Children Act 2004

The Children Act 1989 provides the principal statutory framework for safeguarding and promoting the welfare of children and establishes important responsibilities relating to children in need, child protection and parental responsibility.

The Children Act 2004 strengthened arrangements for organisations and agencies to work together to safeguard children.

Section 11 of the Children Act 2004 places specific statutory duties on designated organisations and agencies to ensure that their functions, and services commissioned by them, are discharged having regard to the need to safeguard and promote the welfare of children.

Although an independent domiciliary care provider is not automatically a section 11 body solely because it provides care to children, {{org_field_name}} will maintain safeguarding arrangements consistent with applicable legislation, Care Quality Commission requirements, commissioning arrangements and current statutory safeguarding guidance.

Working Together to Safeguard Children 2026

{{org_field_name}} will have regard to Working Together to Safeguard Children 2026 when providing services to children and young people.

Our safeguarding arrangements will include:

• Safe and effective recruitment and vetting procedures.
• Clear safeguarding roles and responsibilities.
• Appropriate DBS and barred-list checks according to the activities undertaken by each role.
• Safeguarding induction and ongoing training.
• Appropriate supervision and management oversight.
• Clear procedures for reporting and escalating concerns about a child’s welfare.
• Procedures for managing allegations or concerns relating to people working with children.
• Appropriate information sharing and multi-agency working.
• A culture in which staff can raise safeguarding concerns without fear of reprisal.
• Appropriate action where concerns arise about a person’s suitability to continue working with children.

Crime and Policing Act 2026 and Regulated Activity with Children

Section 139 of the Crime and Policing Act 2026 amended the Safeguarding Vulnerable Groups Act 2006 by removing the supervision exemption from regulated activity with children with effect from 1 September 2026.

Accordingly, supervision must no longer be relied upon as a reason for treating a role involving relevant activities with children as outside regulated activity where the statutory conditions are otherwise met.

Roles must be assessed according to the actual activities undertaken and, where relevant, their frequency.

Where a person provides healthcare or personal care to a child, this may constitute regulated activity without a frequency requirement. Personal care includes relevant assistance with activities such as eating, drinking, toileting, washing, bathing or dressing.

Where a person teaches, trains, instructs, cares for or supervises children in other circumstances, the applicable statutory criteria concerning the nature and frequency of the activity must be considered.

Where a role is regulated activity with children, {{org_field_name}} will ensure that the role is assessed for the appropriate Enhanced DBS check and Children’s Barred List information and that no person who is barred from regulated activity with children is permitted to undertake such activity.

Keeping Children Safe in Education 2026

Keeping Children Safe in Education 2026 is statutory guidance specifically for schools and colleges and does not directly govern {{org_field_name}} as a domiciliary care provider.

However, relevant safer-recruitment principles contained within the guidance may be considered as additional good practice where appropriate, including:

• Obtaining reliable employment references.
• Investigating unexplained employment gaps.
• Checking identity and qualifications.
• Exploring safeguarding suitability during interviews.
• Ensuring recruitment decisions are properly documented.
• Ensuring people appointed to child-facing roles understand safeguarding responsibilities.

Where any requirement in education-sector guidance differs from the legislation or regulatory requirements applying to domiciliary care, {{org_field_name}} will follow the requirements applicable to its own regulated service.

Ofsted and Childcare Regulations: Domiciliary care agencies providing personal care to children may fall under Care Quality Commission regulation (see below), but if a service is registered with Ofsted (for example, a children’s home or certain daycare services), additional rules apply. Ofsted’s regulations mirror many safe recruitment requirements. For instance, the Children’s Homes (England) Regulations 2015 mandate that providers obtain: proof of identity (with photo), an enhanced DBS certificate, two written references (one from the most recent employer), a full work history with gaps explained, and verified reasons why any previous roles with children or vulnerable adults ended. If any required information (like a reference) cannot be obtained before a new hire starts, the children’s home must document efforts made and ensure the individual is strictly supervised when working with children until all checks are completed. Ofsted inspectors will check that recruitment records demonstrate all these safeguards are in place.

Adults (18+): Key Safeguarding Legislation & Guidance

Care Act 2014: For adult social care, the Care Act 2014 and its statutory guidance require providers to take steps to prevent abuse and ensure the safety of adults with care and support needs. This includes safe recruitment practices. Providers of care to adults should ensure staff are fit to work with vulnerable people, in line with the Act’s focus on protecting adults at risk. While the Care Act doesn’t prescribe recruitment steps as explicitly as children’s legislation, it establishes responsibilities for safe care. In practice, this means similar checks – DBS vetting, references, etc. – are needed to protect vulnerable adults.

CQC Regulation 19: Fit and Proper Persons Employed

Domiciliary care providers carrying on the regulated activity of Personal Care must comply with Regulation 19 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, as amended.

Regulation 19 requires people employed for the purposes of carrying on a regulated activity to:

• Be of good character.
• Have the qualifications, competence, skills and experience necessary for the work they will perform.
• Be able, after reasonable adjustments where required, to properly perform the tasks intrinsic to their role.

{{org_field_name}} must operate effective recruitment procedures to establish that applicants are suitable before they are deployed into roles involving regulated care.

Schedule 3 Information

Subject to the requirements applicable to the particular role, recruitment records must include appropriate Schedule 3 information, including:

• Proof of identity, including a recent photograph.
• Appropriate criminal record and barred-list information where the role is eligible for such checks.
• Satisfactory evidence of conduct in previous employment concerned with health or social care or work involving children or vulnerable adults.
• Where the applicant previously worked in a position involving children or vulnerable adults, satisfactory verification, so far as reasonably practicable, of why that employment ended.
• Documentary evidence of relevant qualifications, so far as reasonably practicable.
• A full employment history together with a satisfactory written explanation of gaps, where this requirement applies.
• Relevant information regarding health and capability to perform the intrinsic requirements of the role, after reasonable adjustments are considered.
• Evidence of professional registration where registration is legally required for the person’s role.
• Any other information required by applicable legislation.

Volunteer Exception

Regulation 19 was amended so that the requirement in paragraph 7 of Schedule 3 to obtain a full employment history and satisfactory explanation of gaps does not normally apply to an ordinary volunteer.

This exception does not remove the provider’s responsibility to establish that the volunteer is suitable for their role.

Appropriate checks may still include:

• Identity verification.
• DBS and barred-list checks where the role is eligible.
• References or other evidence of previous conduct where applicable.
• Relevant qualifications or competency checks.
• Safeguarding assessment.
• Interview and suitability assessment.
• Appropriate induction, training and supervision.

{{org_field_name}} may choose to obtain employment-history information from a volunteer where this is proportionate and relevant to the role.

The statutory volunteer exception does not apply in the same way where the individual falls within specified provider, director or registered manager requirements under the Regulations.

Employment History and References for Paid Staff

For paid staff to whom the full Schedule 3 requirements apply, {{org_field_name}} will obtain a complete employment history and require satisfactory explanations for any gaps.

Where a candidate has previously worked in health or social care or in a role involving children or vulnerable adults, the organisation will seek appropriate evidence of previous conduct.

Where a previous role involved children or vulnerable adults, {{org_field_name}} will also take reasonable steps to establish why that employment ended.

Any unexplained inconsistency, safeguarding concern, unexplained employment gap or adverse reference information must be investigated before a final recruitment decision is made.

DBS Checks and Barred List Requirements

The Disclosure and Barring Service (DBS) provides criminal record information to assist employers in making appropriate recruitment decisions and maintains the Children’s and Adults’ Barred Lists.

{{org_field_name}} will determine the appropriate level of DBS check according to the actual duties undertaken by each role.

A higher level of DBS check must not be requested unless the role is legally eligible for it.

Regulated Activity with Children

Regulated activity with children is defined principally by the Safeguarding Vulnerable Groups Act 2006, as amended.

From 1 September 2026, section 139 of the Crime and Policing Act 2026 removed the previous supervision exemption applying to relevant activities with children.

This means that a person who undertakes qualifying activities with children may be in regulated activity even where another member of staff supervises them.

For relevant activities such as teaching, training, instructing, caring for or supervising children, the organisation must consider the applicable statutory frequency conditions.

Where a person provides healthcare or specified personal care to a child, the activity may constitute regulated activity even if carried out only once.

Supervision must therefore not be relied upon as a reason for excluding an otherwise qualifying role from regulated activity.

Regulated Activity with Adults

The definition of regulated activity with adults has not been changed by the September 2026 supervision amendment.

Certain activities constitute regulated activity with adults regardless of frequency.

This includes relevant personal care provided because an adult requires assistance as a result of age, illness or disability.

A domiciliary care worker who provides qualifying personal care to an adult will ordinarily be carrying out regulated activity with adults.

DBS and Barred List Eligibility

Where a role is regulated activity with children, it will normally be eligible for an Enhanced DBS check with Children’s Barred List information.

Where a role is regulated activity with adults, it will normally be eligible for an Enhanced DBS check with Adults’ Barred List information.

Where a role involves regulated activity with both groups, eligibility for both barred lists must be considered.

{{org_field_name}} will use current DBS eligibility guidance to determine:

• The appropriate workforce category.
• Whether the role is regulated activity.
• The level of DBS check legally available.
• Whether Children’s Barred List information is applicable.
• Whether Adults’ Barred List information is applicable.

It is unlawful for a barred individual to engage in regulated activity with the group from which they are barred and unlawful for an organisation knowingly to permit a barred individual to undertake that activity.

Recruitment decisions must not be based solely on the existence of information on a DBS certificate. Where legally permissible information is disclosed, {{org_field_name}} will carry out an appropriate and proportionate risk assessment, considering matters such as:

• The nature and seriousness of the information disclosed.
• Its relevance to the proposed role.
• The length of time since the matter occurred.
• The person’s explanation and subsequent history.
• The nature of the people the employee will support.
• Any safeguarding risks associated with the appointment.
• Decisions and the reasons for them must be documented.

DBS Update Service

Where appropriate, {{org_field_name}} may use the DBS Update Service to check whether relevant information on an existing DBS certificate has changed, provided:

The applicant has subscribed to the Update Service.

• The organisation has the individual’s consent.
• The existing certificate is of the correct type and level for the role.
• The workforce and barred-list status are appropriate for the proposed duties.
• A role must be reassessed if its responsibilities change, because changes to duties may alter DBS eligibility or barred-list requirements.

Duty to Refer

As a regulated activity provider, {{org_field_name}} has a legal duty to make a referral to the DBS where the statutory referral conditions are met.

This may include circumstances where an individual has been:

• Dismissed.
• Removed from regulated activity.
• Redeployed away from regulated activity.
• Permitted to resign, retire or otherwise leave in circumstances where they would otherwise have been removed,
• and the applicable harm or relevant-conduct conditions are satisfied.

Managers must not assume that an individual’s resignation removes the organisation’s responsibility to consider a DBS referral.

All potential DBS referral cases must be escalated promptly to the Registered Manager or Safeguarding Lead and documented appropriately.

Safer Recruitment Practices and Vetting Steps

Whether recruiting for adult care or child care roles, the recruitment process must be rigorous and focused on safeguarding. The following practices are required or strongly recommended, with additional safeguards for child-facing roles noted:

• Advertising and Applicant Screening: Recruitment materials should state that the organization is committed to safeguarding vulnerable people and that thorough background checks will be conducted. This can deter unsuitable candidates from applying. Application forms (rather than CVs alone) are preferred, to capture a full history and a declaration of any criminal record. For roles with children, candidates should be asked to explain any gaps in employment and declare that they are not disqualified from working with children (e.g. by a court order). If the role falls under KCSIE or similar guidance, an online search of publicly available information may be done as an additional check (as some schools do).
• Interview Process: Plan structured interviews to probe the candidate’s experience, attitudes, and motivations for working with vulnerable people. At least one member of the panel should have training in safer recruitment techniques (required in schools, and good practice elsewhere). Use values-based interview questions to gauge the candidate’s ethics and empathy. For child-facing roles, include scenario questions about child protection (e.g. “What would you do if you witnessed signs of abuse in a child’s home?”) to test their knowledge and judgment. Observe professional boundaries – any concerning attitudes (e.g. not taking safeguarding seriously) should rule the person out.
• Identity and Right to Work Checks: Always verify the candidate’s identity with original documents (passport, driving licence, etc.) and check their right to work in the UK. Also confirm name changes or aliases to ensure the DBS check will catch all records. Identity confirmation is a basic first step before any other vetting can be relied upon.
• References and Employment History: Obtain at least two references for each candidate, including one from their most recent employer in a care or child-related role (if applicable). For an adult care role, it’s typical to get references covering the past 3–5 years of employment. For a child care role, it is critical to get references from any employer where the candidate worked with children. Under no circumstances should you accept an open-ended “to whom it may concern” reference – references should be directly obtained from the source (the HR department or manager) to ensure authenticity.. Verify the referee’s contact details independently (e.g. call the main company line) if the reference is provided via email, to avoid forged references..
  • Conduct and Safeguarding in References: Ask referees to comment on the candidate’s suitability to work with vulnerable adults or children (as relevant). For child-facing roles, specifically inquire if the referee knows of any reason why the person should not work with children. Schools must ask this; care providers should do the same. Statutory guidance advises that references for those working with children should include any facts about substantiated safeguarding concerns or allegations that relate to the person (for example, “While employed here, X was subject to one safeguarding investigation which was substantiated, involving inappropriate behavior; appropriate disciplinary action was taken”).. Unsubstantiated or false allegations are usually not included, but any serious verified issue must be disclosed to new employers in the interests of child safety.. This level of disclosure is not usually done in adult care references unless specifically requested, but any known issues of abuse or misconduct toward adults should of course be passed on.
  • Full Work History: Require a complete employment history (typically on the application form) and scrutinise it for gaps or frequent job changes. Any unexplained gap should be clarified with the candidate and, if significant, verified. This is important for all staff; however, for someone who will work with children, multiple or unexplained gaps might raise red flags that need resolving. Keep a written record of the candidate’s explanations for gaps or past job departures.
  • Reason for Leaving Previous Roles: As noted earlier, regulations mandate that if a candidate has worked in a position involving children or vulnerable adults in the past, the recruiter must take reasonable steps to verify why that employment ended. This goes beyond a standard reference. It may involve contacting the previous employer’s HR to directly ask, for example, “Did John Doe leave your employment for any reason that might concern his suitability to work with children/vulnerable adults?” Children’s services commonly do this via a LADO (Local Authority Designated Officer) check for any past allegations. Adult services should similarly check for any involvement in serious incidents at previous jobs. Document the outcome of these conversations. If a previous employer won’t respond, note that you attempted to obtain the info. Verification of leaving reasons is an extra safeguard especially relevant to child-facing recruitment, as it can reveal if someone was quietly dismissed for misconduct.
• Disclosure & Barring Checks: As detailed in the prior section, ensure the appropriate level of DBS check is completed before the person starts providing care unsupervised. The DBS certificate should be examined carefully by the hiring manager. If the DBS reveals any criminal record or other information (soft intelligence), a risk assessment must be conducted. Consider the nature of any offense, how long ago it was, and its relevance to the role. For example, a minor offense with no relevance to children might be assessed as low risk, whereas any history of abuse, violence, or exploitation should result in an immediate rejection for care roles. Involve a senior manager or safeguarding lead in these decisions for child-related roles. The rationale for any decision to appoint someone despite blemished DBS findings should be clearly documented. Note: Under the Rehabilitation of Offenders Act 1974 (and its exclusions), care roles are exempt so spent convictions will still appear on enhanced DBS if relevant; all such information must be weighed in the safeguarding context.
• Additional Checks for Specific Cases: If the role requires professional registration (e.g. nurses, social workers), verify the person’s registration and any fitness-to-practice or disciplinary history with their regulator. If the person has lived or worked abroad, obtain overseas criminal record checks or certificates of good conduct from those countries, as well as an extra reference from an overseas employer if possible. These steps are particularly crucial if hiring someone from abroad for a child care role, since the UK DBS will not cover offenses overseas. Also verify the candidate’s physical and mental fitness for the role (usually via a health questionnaire or occupational health check), as required by CQC standards – this applies to all staff but is especially important if caring for small children (who may require lifting, long periods of active engagement, etc.) or vulnerable adults with high needs.
• Safeguarding Agreements: Before beginning work, new hires should read and sign the organization’s Code of Conduct and Safeguarding Policy, indicating they understand their responsibilities (for example, the code may forbid staff from being alone with a child in a closed room or from forming inappropriate relationships with clients). This sets clear expectations from day one.

Training, Supervision and Safeguarding Oversight

Even after the initial vetting, safeguarding continues through probation and beyond. Some requirements differ for staff working with children vs. adults:

• Induction Training: All new staff must undergo an induction that covers core topics like health & safety, confidentiality, and role responsibilities. Crucially, for those working with children, the induction must include child protection procedures and how to recognie and report signs of abuse or neglect.. They should be introduced to the organization’s Designated Safeguarding Officer/Lead (DSL) for child protection and informed about the process for reporting any child welfare concerns. For staff working with adults, induction should similarly cover safeguarding adults at risk (e.g. types of abuse like financial or physical abuse of elders, and reporting protocols under the local Safeguarding Adults Board). The intensity of this training may be greater for child-facing roles due to the complexity of child protection law (e.g. mandatory reporting duties in some instances).
• Supervision of New Staff: In domiciliary care, staff often work alone in clients’ homes, so it’s vital to be confident in their trustworthiness and competence before they are on their own. For child care workers, it is common to have a period of shadowing or working under supervision. For example, a new hire might accompany an experienced staff member to visits for a week or more, or if working solo, there may be frequent check-ins and observation. They should not be left as the sole carer for a child until all checks are back and they have demonstrated basic competence. (If any checks are still pending, interim measures like additional supervision or pairing with another staff are required.) In adult care, shadow shifts and supervisory visits are also good practice, though specific rules may not mandate it as clearly as in children’s services. CQC expects that providers will assess each employee’s competence and only allow unsupervised work when the person is deemed competent and safe. From 1 September 2026, supervision does not remove a qualifying child-facing role from the statutory definition of regulated activity. Where the duties constitute regulated activity, the role must be assessed accordingly regardless of whether the worker is supervised.
• Ongoing Training and Safeguarding Updates: Staff should receive regular refresher training in safeguarding – typically annually for child protection (as guided by Working Together) and periodically for adult safeguarding (per the Care Act guidance). If Keeping Children Safe in Education standards are a guide, staff should have annual updates and be aware of issues like child sexual exploitation, online safety, etc., if those are relevant to the care context (for instance, if working with teenagers). Adult care staff should be updated on issues like dementia care, mental capacity and deprivation of liberty (liberty protection safeguards), which tie into safeguarding.
• Management Oversight and Policies: The organization should have clear policies for safeguarding both children and adults. This includes procedures for reporting concerns internally and to external authorities. For child protection, any allegation or concern that a staff member has harmed a child must be reported to the local LADO within one working dayleedsscp.org.uk, and the staff member may need to be suspended or reassigned during investigation. The recruitment policy should reflect that the organization will cooperate with such investigations and has a process to handle allegations against staff (consistent with Working Together guidance)leedsscp.org.uk. For allegations involving adults (e.g. a staff accused of abusing an elderly client), the equivalent is to report to the local authority’s Safeguarding Adults team and possibly notify CQC. While these processes occur post-hire, they underscore the importance of the upfront recruitment rigor to avoid hiring anyone with red flags.
• Differentiated Supervision Requirements: There may be specific rules for staffing ratios or ages in certain child settings (e.g. in early years settings, staff under 17 cannot count toward ratios and must be supervised). In a domiciliary context, if the organization employs any staff under 18, they should never work alone with children – they should be paired with an older mentor until they reach an appropriate age and experience. This isn’t explicitly stated in law for home care, but follows general safeguarding common sense and some regulatory expectations in childcare. By contrast, in adult care, a 17-year-old care assistant may legally work (with appropriate training and support), but providers should still ensure they have sufficient maturity and backup.
• Continuous Monitoring and Appraisal: Ensuring safe care isn’t just about hiring the right people – it also involves monitoring staff behavior and performance. Supervision meetings and annual appraisals should address any issues of conduct. If a staff member begins to exhibit concerning behavior, it should be addressed immediately. Both CQC and Ofsted expect providers to create an environment where staff can voice concerns (whistleblowing) and where any risks to clients are promptly dealt with.. A recruitment policy can note that employment is subject to a satisfactory probation period during which the person’s suitability is further evaluated.

Summary of Additional Measures for Child-Facing Roles

In summary, recruiting and vetting staff for children’s domiciliary care involves everything required for adult care plus additional safeguards mandated by child protection law and guidance. When expanding an adult-focused recruitment policy to cover under-18 clients, ensure the following points are included:

• Enhanced DBS with Child Barred List: Every child-facing role must be individually assessed against the current statutory definition of regulated activity and DBS eligibility criteria. Where the role constitutes regulated activity with children, an Enhanced DBS check with Children’s Barred List information should be obtained in accordance with the applicable regulatory and recruitment requirements. (For adult care staff, an enhanced DBS with the adult barred list is required if working with adults at risk. If staff will work with both groups, both barred lists should be checked.) It is illegal to employ someone in a child role if they are barred. The recruitment policy should state that all roles involving direct contact with children or vulnerable adults are treated as regulated activity and require barred list DBS clearance.
• Thorough Reference Checks with Safeguarding Focus: Beyond standard professional references, extra effort must be made to verify a candidate’s history in working with children. Always obtain a reference from the last employer where the applicant worked with children (or vulnerable groups) and confirm why they left that job. Incorporate specific questions about the person’s suitability around children and any past safeguarding incidents.. Document all reference checks and any difficulties encountered in obtaining information. For adult-only roles, similar reference diligence is needed, but the questions may be less pointed (focusing on caregiving ability and integrity).
• Child Safeguarding Training and Policy Acknowledgement: Ensure that new hires for child-facing roles receive child protection training at induction (and refreshers regularly).. They should be made aware of Working Together guidelines and how to report child welfare concerns. The recruitment policy should mention that Keeping Children Safe guidelines will be adhered to, where relevant – for example, by having trained safer recruitment staff involved in hiring, and by not allowing unsupervised access to children until all checks and training are completed.
• Supervision and Probation for Child Roles: State in the policy that any staff member working with children will be initially closely supervised. If, in exceptional cases, they begin work before all references or checks are back, they will not be alone with children and will be under line-of-sight supervision. New children’s staff should have more frequent check-ins during probation to assess their understanding of safeguarding. (Adult care staff also should be monitored, but the policy needs to reflect the heightened vigilance required in children’s work.)
• Designated Safeguarding Lead (DSL): Identify who in the organization is responsible for overseeing child safeguarding. The recruitment process for child-facing staff might involve the DSL at interview or in final clearance, to ensure all safeguards are considered. The policy can note that the DSL (or a manager trained in child protection) must sign off on any appointment to a role working with minors.
• Compliance with Regulatory Bodies: Acknowledge the roles of CQC and Ofsted. For a domiciliary care service providing personal care in homes, CQC will be the regulator – the policy must meet CQC’s fundamental standards (Regulation 19 and Schedule 3) for all staff. If any service or activity falls under Ofsted (for example, if the organization later offers daycare or residential services for children), then Ofsted’s safer recruitment requirements (e.g. those in the Children’s Homes Regulations or Early Years Foundation Stage) must be integrated as well. In effect, the strictest applicable standard should be adopted. Notably, both CQC and Ofsted expect to see evidence during inspections that recruitment is handled safely and all required checks are in place.

By incorporating the above into the recruitment policy, an organization can ensure it meets the additional legal and best-practice measures for child safeguarding while also protecting adult service users. The overarching principle from Working Together 2023 is that safeguarding is everyone’s responsibility, and this begins with hiring safe, suitable and vetted individuals to care for children and vulnerable adults.. A rigorous, compliant recruitment approach not only fulfills legal obligations but also significantly reduces the risk of harm, helping to ensure the safety and well-being of all service users – whether they are children, young people, or adults.

Sources:

• Children Act 2004, Section 11 – Safeguarding arrangements dutyleedsscp.org.ukleedsscp.org.uk
• Working Together to Safeguard Children 2026 – Safe recruitment, supervision, and training guidance..
• Keeping Children Safe in Education 2026, Dept. for Education – Safer recruitment (Part 3) excerpt..
• Care Quality Commission (CQC) Regulation 19 and Schedule 3 – Fit and Proper Persons requirement for care staff
• Ofsted Children’s Homes (England) Regulations 2015 – Schedule 2: Recruitment checks (DBS, references, etc.)
• Disclosure and Barring Service – Regulated activity definitions and barred list check requirements

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
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