T each in the UK is committed to child protection and safer recruitment in education and has 13 vetting standard procedures and checks. At least one qualified teacher is involved in our vetting process. Evidence of all checks are filed and recorded on our database.


We also conduct face to face interviews through SKYPE.
against a passport, national ID card or photo driving licence, and where necessary sight of marriage, divorce or deed poll certificates for evidence of a change of name.
Against a passport, national ID card or photo driving licence.
Recent utility bill.
Sight of originals or verification with the issuing institution.
All candidates must be able to supply a reference from their most recent employer and also a school based reference (for a minimum of 2 years previous employment history). Where a teacher is newly qualified references will be requested from the university and their teaching practice schools. The purpose of the reference is to obtain objective and factual information to support appointment decisions. All reference requests are accompanied by a safeguarding questionnaire that must be completed and returned.
We ensure that all clients have the right to work in the UK prior to taking any job offers.
CVs must be complete and any gaps must be accounted for.
(UK and overseas if applicable) – all candidates must complete an Enhanced DBS and all candidates from overseas, or teachers who have taught overseas, must have a current police clearance from the relevant country.
All relevant staff in relevant settings must be asked to complete a childcare disqualification declaration affirming that they are not disqualified.
As part of the recruitment process and then annually.
For qualified teachers. Although GTCE registration is no longer applicable for teachers, We require documentary evidence of QTS or QTLS where applicable. We use the new employer access service provided by the NCTL and the IfL in order to carry out full teacher status checks including a prohibition order check.
For those teaching in Scotland
Completed for all teachers and support staff.

Teach in the UK believes in Equal Opportunities in employment for all.

Teach in the UK is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment.

This post is exempt from the Rehabilitation of Offenders Act (1974) and is subject to a successful Enhanced Disclosure and Barring Service (DBS) check and two satisfactory professional references.

The vetting process might seem in-depth, however we will not consider any teacher or member of support staff for a position unless they have met all of the criteria.

If you have any questions about this or anything else, please do not hesitate in contacting your local Teach in the UK Office.