Background checks in 2026: what care providers need to know

In a sector built on trust, background checks remain an important part of keeping people safe. It’s essential for anyone working in regulated activity to complete an Enhanced DBS check – but those aren’t the only background checks available to care employees.

To help your recruitment process for 2026, we’ve invited our partners over at uCheck to shed some light on the evolving landscape of background checks, and what you can do to stay up to date and compliant.

Background checks in care today

Before someone can work in the care industry, there are several steps and checks they need to get through. These include:

• Right to Work checks: A legal requirement for anyone looking to work in the UK to make sure they’re eligible to do so. Without a valid Right to Work check, employers can be fined up to £60,000.
• DBS checks: Anyone working directly with vulnerable adults (in what is known as regulated activity) is required to undergo an Enhanced DBS check with a Barred Lists check. But even if you’re not working in regulated activity, your position may require a Basic or even Standard check, depending on your role and level of responsibility.
• Broader background checks: Many care providers choose to extend their checks beyond the compliance driven checks. For example, one recent study reports that 21% of their interviewed recruiters admitted to “rejecting a candidate after looking them up on Facebook”.

In care positions, it’s vital that businesses know who they’re hiring to ensure the
maximum safety of their staff and dependants. Any additional information that can be
gained though legal means (such as social media checks) can give a good idea of the
character of an applicant, which can be hard to determine through a few short interviews and a CV.

How the checking landscape is evolving

Last year, the DBS updated its manual identity checking guidance, creating a more streamlined route for UK and non-UK applicants with a single checking process.

Additionally, more focus is being given to digital checks, supported by robust technology services and Artificial Intelligence helping to:

• Speed up verification and minimise manual errors to ensure compliance
• Improve fraud prevention through biometric checks
• Ensure fairness by removing human bias from the hiring process
• Create a better candidate experience, no matter when are where you’re hiring

Whilst AI does present risks such as data leaks and potential machine-learned biases, it can also be a major benefit if implemented properly and securely.

What’s more, we’re seeing an increase in the number of fraud cases from candidates. People can fake documents or images more easily, meaning hiring managers need to be on their guard and use proper screening protocols. As the fraud landscape evolves, harnessing AI tools and technology can help identify fraudulent applications more easily, keeping your business – and your data – secure.

The costs of getting it wrong

It’s no secret that the care sector is an exceptionally busy industry, challenged by frequent understaffing and long work hours. This often means it’s tempting to cut corners to save time, money, or efficiency – but this can sacrifice security.

Ignoring or not properly completing background checks can lead to serious consequences, including:

• Risks to vulnerable people: The single most important part of running a care service is protecting and supporting care dependants. Hiring people without a proper background check can put vulnerable people at risk – especially if you’re hiring carers, who will work directly with them and be in positions of trust and responsibility.
• Legal and compliance issues: Failure to complete Enhanced DBS checks for necessary roles can lead to legal action – and hiring someone on the Barred Lists into a role around regulated activity can lead to fines or a prison sentence of up to five years for both the employer and employee. What’s more, Right to Work fines have doubled, leading to even greater penalties for non-compliance.
• Reputational damage: Even after penalties have been paid or people have been dismissed, the reputational damage of non-compliance can stick around for a long time, making it difficult to rebuild trust.

 

Best practises for background checks

Throughout the next year, make sure to lock down your hiring processes by practicing consistent habits that make background checks easier to manage. This includes:

• Establishing clear screening policies
• Completing role-appropriate checks
• Setting timelines for re-screening employees
• Using trusted screening partners

 

Screen with confidence with uCheck

When it comes to managing background checks, you need a fast, reliable, and easy-to-use screening service. Our partners over at uCheck already help thousands of care providers screen and hire with confidence, supported by rapid turnaround times and ISO 27001 certification security.

 

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