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Reputable SEN agencies vet all workers through enhanced DBS checking, reference verification, training confirmation and right to work checks before placing them in London schools. This guide explains the full vetting process and what schools should check.
The vetting of SEN staff before placement in London schools is one of the most important functions of a reputable SEN agency. All SEN workers placed in schools must have an enhanced DBS check with the children’s barred list check because they are working in regulated activity with children. They must also have the right to work in the UK, suitable references from previous educational employers and current mandatory training. Understanding how agencies carry out this vetting process, and what schools should verify independently, helps ensure that only safe, compliant workers are placed in London schools.
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All SEN workers placed in schools are working in regulated activity with children and must have an enhanced DBS check with a children’s barred list check before placement. The agency applies for the DBS check or verifies an existing check through the DBS update service. It is a criminal offence to knowingly allow a barred person to engage in regulated activity with children. Agencies must not place a worker in a school before their DBS check is confirmed as satisfactory, though some agencies risk-assess individual cases where a new check is in progress.
Agencies must verify the right to work in the UK for every worker before placement. For UK and Irish citizens, this involves checking an original passport or birth certificate with a National Insurance number. For workers from other countries, more complex documentation may be required depending on their immigration status. Errors in right to work verification can expose both the agency and the school to civil penalties. The agency bears primary responsibility for this check for workers they supply.
Reputable SEN agencies require a minimum of two employment references from previous educational employers before placing a worker in a school. References should be obtained by direct contact with the referee rather than simply accepting written references. Gaps in employment history should be explored. References specific to SEN experience and the ability to work with children with additional needs are particularly important for SEN placements. Schools should ask agencies to confirm that references have been obtained and verified before a worker is placed.
Before placement, agencies should verify that workers have completed relevant mandatory training including safeguarding, health and safety and first aid. For workers being placed in specialist SEN roles, agencies should also verify relevant specialist training. Schools should ask agencies to confirm what training has been verified for each worker before they arrive. Some agencies provide a compliance summary for each worker showing their DBS status, references and training records.
For workers placed as qualified teachers or in any role that requires QTS, the agency must verify Qualified Teacher Status through the Teaching Regulation Agency (TRA) database. Schools can independently verify teacher status and any restrictions or prohibitions on the TRA website. Any teacher with a section 128 prohibition order must not be placed in a school in any capacity. Agencies must check for section 128 orders as part of their vetting process.
Schools are not required to repeat all vetting checks for agency workers, as the agency bears primary responsibility for compliance. However, schools should independently verify: DBS update service status for workers being placed for the first time; QTS status for workers placed in teaching roles; and any professional registrations for specialist practitioners. Schools should not deploy an agency worker in regulated activity without first satisfying themselves that the required checks are in place.
For related information see our articles on SEN Staff Qualifications in London and Verify SEN Staff Qualifications and DBS.
Reputable SEN agencies vet workers through enhanced DBS checking with children’s barred list check, right to work verification, reference checking from previous educational employers (minimum two), training verification and, for teachers, QTS status verification. These checks must be completed before the worker is placed in a school.
Yes. Schools can verify the status of a worker’s DBS certificate if the worker is registered with the DBS update service. This check requires the worker’s consent and their DBS certificate number. The DBS update service is available online and the check takes a few seconds. Schools should carry out this check for any worker they have not previously used.
If an enhanced DBS check discloses information, the agency must carry out a risk assessment to determine whether the disclosure affects the individual’s suitability for the role. Some disclosures will make placement in a school inappropriate. The agency should not place a worker where the DBS disclosure presents a risk to pupils. Schools should inform the agency immediately if they have any concerns about an agency worker’s suitability and should ask to see the agency’s risk assessment for any worker whose DBS is not entirely clear.
Visit our SEN London Resource Hub for more guides on EHCP rights, SEN legislation, staffing costs, agency use, Ofsted expectations and borough-by-borough funding variations across the capital.
The information in this article is provided for general guidance only and does not constitute legal or professional advice. Legislation, funding and local authority policies change: always verify current requirements with the relevant authority. SENDhelp Education Limited accepts no responsibility or liability for any loss or damage arising from reliance on this content. Any links to third-party websites are provided for convenience only and do not constitute endorsement of their content.
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