Criminal record checks Volunteers and workers from Overseas
All candidates for posts that are eligible for a DBS check, AccessNI Check or PVG Check, must make an application and receive a satisfactory criminal records check BEFORE confirmation of appointment. Be aware, however, there may be risks (and difficulties) in obtaining a DBS check, AccessNI Check or PVG Check for workers with no UK residence history. If a church or other organisation is considering an applicant with substantial or sole overseas residency, a Disclosure application may have little value because the Police National Computer contains only a limited number of overseas convictions. Equally, the applicant would also then be in possession of a ‘clear’ certificate which may not present a true picture of their background – the risks of this are self-evident.
When considering such candidates our advice is to obtain a criminal record check or ‘Certificate of Good Conduct’ from all countries where they have resided and to ensure full safer recruitment procedures are applied i.e. job role/description, application and self-declaration forms, interview and appropriate references. This is the most robust way of ensuring you are recruiting safely rather than relying solely on a certificate which, under these circumstances, involves inherent risks. We also recommend that all this documentation is kept on their staff/volunteer file indefinitely. For further information on recommended safer recruitment practices see: Recruiting Safely.
How to obtain overseas criminal record checks?
Country-specific instructions and information that can be passed onto the applicant to support them with applying is available at GOV.UK
https://www.gov.uk/government/publications/criminal-records-checks-for-overseas-applicants
What should we do if it is not possible to obtain an overseas criminal record check?
Our advice is to obtain an overseas check wherever it is possible to do so. However, there will be occasions when this is not feasible, for example:
- There is an ongoing humanitarian disaster or armed conflict in the candidate’s country of origin, making criminal record checks inaccessible.
- The country does not operate a criminal record checking system.
- The applicant does not meet the requirements to apply for an overseas check.
- The applicant can demonstrate that they have made reasonable attempts to obtain the certificate but have been unable to do so.
In these cases, organisations should document the steps they have taken and retain any supporting evidence. They should also consider whether additional safeguarding or risk mitigation measures are appropriate—such as obtaining enhanced references or implementing closer supervision during an initial probation period.
We recommend that members of Thirtyone:eight discuss such cases with our Safeguarding Helpline team. If you are part of a larger organisation or group, you may also wish to consult your own safeguarding team.
Right to Work in the UK
The DBS check, AccessNI Check or PVG Check does not check whether an applicant is permitted to work (either paid or volunteer work) within the UK. Employers always need to make sure new employees (paid or voluntary) are allowed to work in the UK and they must be sure of this before they hire them. An employer can be fined up to £20,000 if they can’t show evidence that they checked an employee’s right to work in the UK.
Full details on what documentation you need to see and how you can check that a job applicant is allowed to work for your organisation in the UK see: Right to work and checklist.
Remember: Individuals who have lived or worked outside the UK must undergo the same rigorous recruitment procedures and checks as all other staff/volunteers in your organisation before they start work. You must also make all further appropriate checks so that any relevant events that occurred outside the UK can be considered. Refer to the UK Government's Right to work checklist.
Page last updated: 12 June 2026