Legal and HR advice to applicants

Data Protection Act

The information you provide will be processed in accordance with the Data Protection Act 1998 and any subsequent legislation. Under this act you have a right of access to information we hold about you.

The application form you submit is used for selection and monitoring purposes. If you are not appointed, the form will be kept for a period of 12 months. The successful applicant’s application form will form part of a personal file, which will be kept securely by Slough Borough Council.

Pre-employment screening

It is our policy to carry out checks to confirm the details on your application form. False information which results in an appointment will render you liable to dismissal without notice.

Proof of qualifications

You will be asked to produce certificates confirming your qualifications or membership of professional bodies that are stated in your application form.


References offered will be taken up. We reserve the right to contact any other previous employer for a reference.

We will also take into consideration relevant information received from any source. This may include information held by the authority, for example in social care of education, and information received from other external authorities or bodies.

Work permit

Under the Asylum and Immigration Act 1996, it is a criminal offence to employ anyone who is not entitled to live or work in the UK.

You will be asked to submit original proof of identification, such as a birth certificate, national insurance number, passport or driving licence. Photocopies will not be acceptable.

You will be asked to submit all marriage / relevant certificates in cases where you have changed your name and previous address details.

Disclosure and Barring Service (DBS)

(The Rehabilitation of Offenders Act 1974)

The Disclosure and Barring Service has been set up by the government to ensure safer recruitment practice to protect the vulnerable.

Two types of checks are available; standard and enhanced. A conviction will not necessarily bar you from obtaining employment. You will be advised in the job application pack whether the post requires a check and the level. Posts which involve working with children or vulnerable groups are covered by the Rehabilitation of Offenders Act 1974 (Exceptions) (Amendments) Order 1986 and the Criminal Justice and Court Services Act 2000. If this post involves working with children it is also covered by the protection of Children Act 1999.

A caution or conviction will not necessarily debar you from applying for the post. We will consider any previous offences in accordance with our equal opportunities policy. There are, however, certain offences which will debar you from working with children under the regulations made under the Protection of Children's Act 1999, including Schedule 1 offences such as sexual and violent offences.

At interview, or in a separate discussion, we will make sure an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

Prior to any offer of employment being made, you will be required to complete a disclosure application form. On this form you will need to declare all cautions, bind-over orders and convictions. This includes offences which are considered spent for other purposes or that you may believe have been removed from your record. All information given will be treated as strictly confidential and will be stored securely.

Once completed this disclosure form will be sent to the Disclosure and Barring Service (DBS). The DBS will search for relevant information from the: 

  • police
  • Department of Health
  • Department for Education and Skills.  

The DBS will inform you of their search and they will also send a copy of the result to us. This information will help us make a decision on possible employment.

We will discuss any matter revealed in a disclosure with the person before we withdraw a conditional offer of employment.

If you do take up employment it is necessary for you to inform your line manager of any cautions, bind-overs or convictions you sustain during the subsequent course of your employment. Failure to do so will lead to dismissal.

Important: we will report all persons to the relevant authorities who attempt to obtain employment whilst they are disqualified from working with children or vulnerable adults.

For more details on DBS go to the DirectGov website

Interview expenses

Reasonable out of pocket expenses will be reimbursed when attending an interview. Travelling expenses are limited to 2nd class rail or bus fare. Mileage is reimbursed at a rate of 19.8p per mile.

Candidates will be sent their expenses, by BACS, after the interview.

If a candidate is invited from overseas, travel expenses will be calculated from the nearest airport / seaport in the UK.