Our Safer Recruitment Policy
Eudaiton Education
Safer Recruitment Policy
Organisation: Eudaiton Education (Trading Name of Eudaiton Ltd)
Policy Owner: Taleisha Hutton
Email: admin@eudaitoneducation.co.uk
Telephone: 07831553354
Version: 1.0
Effective Date: June 2026
Review Date: June 2027
1. Policy Statement
Eudaiton Education is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults.
We recognise that safer recruitment is a critical component of safeguarding and helps to prevent unsuitable individuals from working with children or vulnerable adults.
All recruitment, selection, vetting and onboarding processes will be conducted with safeguarding as a central consideration.
This policy should be read alongside:
Safeguarding Policy
Tutor Handbook
DBS & Background Checks Policy
Equality, Diversity & Inclusion Policy
Tutor Code of Conduct
2. Purpose
The purpose of this policy is to:
Promote safe recruitment practices.
Protect children and vulnerable adults.
Ensure compliance with safeguarding requirements.
Verify the suitability of individuals working with learners.
Reduce safeguarding risks.
Ensure consistent recruitment procedures.
3. Scope
This policy applies to:
Employees
Tutors
Volunteers
Contractors
Agency workers
Consultants
Individuals undertaking work experience where relevant
The policy applies to both online and in-person educational activities arranged through Eudaiton Education.
4. Commitment to Equality
Eudaiton Education is committed to equality, diversity and inclusion throughout recruitment processes.
No applicant will be treated less favourably because of:
Age
Disability
Gender reassignment
Marriage or civil partnership
Pregnancy or maternity
Race
Religion or belief
Sex
Sexual orientation
Recruitment decisions will be based on suitability, qualifications, experience, competence and safeguarding considerations.
Reasonable adjustments will be provided where appropriate.
5. Recruitment Advertising
All recruitment advertisements involving work with children or vulnerable adults will clearly state:
"Eudaiton Education is committed to safeguarding and promoting the welfare of children and vulnerable adults. Successful applicants will be required to undergo appropriate safer recruitment checks, including an Enhanced DBS check where applicable."
Advertisements will also explain that references, identity checks and safeguarding screening form part of the recruitment process.
6. Application Process
Applicants may be required to provide:
Full employment history
Relevant qualifications
Details of professional experience
Contact details for referees
Information relating to safeguarding suitability
Applicants must provide accurate and truthful information throughout the recruitment process.
Providing false, misleading or incomplete information may result in withdrawal of an offer or termination of engagement.
7. Employment History and References
Eudaiton Education is committed to undertaking robust reference and employment history checks as part of its safer recruitment procedures.
All offers of employment, engagement, appointment or introduction made by Eudaiton Education are subject to the receipt of a minimum of two satisfactory professional references.
Where possible, references should collectively cover at least the previous two years of employment, work, volunteering or educational activity.
Two satisfactory professional references
Where the role involves direct work with children, at least one referee should be from a role involving work or volunteering with children.
References should, where possible, confirm:
Suitability for the role
Professional conduct
Attendance and Reliability
Relevant experience
Disciplinary history relevant to safeguarding.
Whether the referee is aware of any safeguarding concerns.
References may be verified directly with referees before an appointment is confirmed.
Eudaiton Education reserves the right to request additional references where safeguarding considerations require further clarification.
Eudaiton Education will:
Not accept open references (for example, references addressed "To Whom It May Concern").
Not rely upon applicants to obtain their own references.
Verify references directly with referees.
Ensure references are obtained before an appointment is confirmed wherever possible.
Verify that electronic references originate from a legitimate source.
Compare references against information provided during the application and recruitment process.
Investigate and resolve any discrepancies identified.
Contact referees to clarify vague, incomplete or inconsistent information.
Establish the reasons for leaving current or previous roles where appropriate.
Ensure any safeguarding concerns identified through references are satisfactorily resolved before appointment.
Where an applicant is currently employed, Eudaiton Education will seek a reference from their current employer wherever possible.
References from educational settings should be completed by a suitably senior individual with authority to comment on the applicant's suitability to work with children.
Where an applicant is not currently employed, Eudaiton Education will obtain verification of their most recent relevant employment or voluntary role.
Where an applicant is not currently working with children, Eudaiton Education will seek a reference from the most recent role involving work with children.
Where an applicant has never worked with children, additional references may be requested to strengthen the assessment of suitability.
Any gaps in employment, education or volunteering history will be explored and recorded during the recruitment process.
No appointment will be confirmed until all identified concerns have been satisfactorily addressed.
8. Self-Disclosure Requirements
Applicants will be provided with an opportunity to disclose:
Criminal convictions
Cautions
Ongoing investigations
Previous safeguarding concerns
Child protection investigations
Regulatory investigations
Disclosures will be treated confidentially and reviewed on a case-by-case basis.
Disclosure does not automatically prevent appointment.
Any information provided will be assessed in relation to:
Relevance to the role
Nature of the concern
Risk to learners
Safeguarding obligations
Failure to disclose relevant information may be treated as a serious breach of trust.
9. Identity Verification
Applicants must provide original identity documentation.
Acceptable documents may include:
Passport
Driving licence
Birth certificate
Government-issued identification
Original utility bills
Original bank statements
Photocopies, screenshots or printed online documents will not normally be accepted for verification purposes.
Where possible, identity documents should be checked in person.
Where an in-person meeting is not possible, identity verification may be conducted via live video call in accordance with current UK guidance.
The person conducting the verification must inspect the original documents and be satisfied as to their authenticity.
Records of identity checks will be maintained securely.
10. Right to Work Checks
All individuals engaged by Eudaiton Education must have the legal right to work in the United Kingdom where applicable.
Right to work checks are separate from DBS checks.
A DBS certificate does not confirm immigration status or work eligibility.
Appropriate right to work checks will be completed before employment or engagement begins.
11. DBS Checks
Before any appointment, employment, engagement or introduction is confirmed, Eudaiton Education will undertake appropriate safer recruitment checks proportionate to the role.
Enhanced DBS checks are required for:
Employees working directly with children
Volunteers working directly with children
Individuals who may have direct contact with children through their role
Tutors introduced to families through Eudaiton Education will be expected to obtain and maintain an appropriate Enhanced DBS certificate.
All individuals are strongly encouraged to subscribe to the DBS Update Service.
Where a DBS certificate is registered with the Update Service, Eudaiton Education may conduct periodic status checks.
Where an individual is not registered with the Update Service, a new Enhanced DBS certificate may be requested annually.
A DBS certificate alone does not guarantee suitability and will be considered alongside all other safer recruitment checks.
Checks may include:
Identity Verification
Verification of identity through original documentation, including consideration of any name changes.
Where available, birth certificates may be requested as supporting evidence.
Address Verification
Confirmation of current address through acceptable original documentation.
Right to Work Verification
Verification of an individual's legal right to work in the United Kingdom where applicable.
Enhanced DBS Check
An Enhanced DBS certificate will be required for individuals undertaking regulated activity or roles involving direct work with children.
Where appropriate, children's barred list information will also be obtained.
Individuals are strongly encouraged to maintain DBS Update Service registration.
Overseas Criminal Record Checks
Applicants who have lived or worked overseas within the previous five years may be required to provide:
Overseas police certificates.
Certificates of good conduct.
Additional criminal record checks.
Qualification Verification
Relevant qualifications will be verified before appointment.
Teaching qualifications may be checked through the Teaching Regulation Agency (TRA) Employer Access Service where applicable.
Where qualifications were obtained overseas, Eudaiton Education may seek verification through the appropriate awarding or regulatory authority.
Professional Registration Checks
Where relevant, professional status, teaching restrictions or regulatory sanctions may be checked through appropriate regulatory bodies.
Medical Fitness
Where appropriate and lawful, Eudaiton Education may seek confirmation that an individual is medically fit to undertake the duties associated with the role.
Risk Assessment
Where concerns arise from any recruitment check, a documented risk assessment will be completed before any decision is made.
The welfare of children and young people will remain the paramount consideration throughout the recruitment process.
12. Overseas Criminal Record Checks
Additional checks may be required for applicants who have lived or worked outside the United Kingdom.
Individuals who have lived abroad during the previous five years may be required to provide:
Overseas police certificates
Certificates of good conduct
Additional verification documents
The requirement will depend upon:
Country of residence
Duration of stay
Nature of the role
Where overseas checks cannot reasonably be obtained, Eudaiton Education may undertake additional risk assessments and safeguarding measures.
13. Interview and Selection
Selection processes may include:
Interviews
Safeguarding discussions
Skills assessments
Qualification verification
Scenario-based questions
Applicants may be asked questions relating to:
Safeguarding responsibilities
Professional boundaries
Conduct expectations
Working with children and vulnerable adults
Safeguarding awareness will form part of the assessment process.
14. Risk Assessment
Where concerns arise during recruitment, a risk assessment may be completed.
This may include consideration of:
Nature of concerns identified
Severity of risk
Evidence available
Safeguarding implications
Potential mitigations
The welfare of learners will remain the primary consideration.
15. Record Keeping
Recruitment records will be maintained securely and confidentially.
Records may include:
Applications
Interview notes
References
DBS information
Identity checks
Qualification checks
Risk assessments
Information will be retained in accordance with data protection legislation and company retention procedures.
16. Responsibilities
Director
The Director is responsible for:
Overseeing recruitment processes.
Ensuring safeguarding compliance.
Reviewing disclosures.
Making final recruitment decisions.
Monitoring recruitment practices.
Tutors, Staff and Volunteers
Individuals must:
Provide accurate information.
Cooperate with vetting requirements.
Report changes that may affect suitability.
Maintain required clearances and certifications.
17. Related Policies
This policy should be read alongside:
Safeguarding Policy
Safeguarding Statement for Families and Children
Tutor Handbook
DBS & Background Checks Policy
Tutor Code of Conduct
Professional Boundaries Policy
Equality, Diversity & Inclusion Policy
Whistleblowing Policy
18. Monitoring and Review
This policy will be reviewed annually or sooner where:
Legislation changes.
DBS guidance changes.
Safeguarding requirements change.
Operational needs require amendment.
For questions or concerns about this policy, please contact the Company at:
Eudaiton Education
Office 1, Izabella House
24-26 Regent Place, City Centre
Birmingham B1 3NJ
07831553354
Approval
Approved By: Taleisha Hutton
Position: Director
Organisation: Eudaiton Education (Trading Name of Eudaiton Ltd)
Date: June 2026
Signature: T.Hutton