Government regulations only allow carers over the age of 18 to deliver personal intimate care;
The Care Industry is regulated and as such the UK government requires all workers to undergo a DBS Check (Disclosure and Barring Service Check).
Disclosure: In the event of an offer under the police Act 1977 you will be required to complete a Disclosure Application. As a result of this any previous convictions, spent or unspent, will be disclosed to out representative.
Do you have any convictions, cautions, reprimands or final warnings that are not "protected" as
defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013)
by SI 2013 1198? (A copy of the Company’s Equal Opportunities Policy and Disclosure Information
Policy is available on request. These reflect the DBS Code of Practice)
It is a criminal offence for barred individuals to apply to work in a regulated activity with children, young people or vulnerable adults.
Please provide the names of two people who can contacted for references on your behalf. One reference should be current or most recent employer. Where previous employers do not provide references, or where you have not worked for a period of five years or more, you must provide details of previous employers and two-character references. The character reference can be from anyone who knows you but not a relative or family member.
• I Declare that the information provided is accurate to the best of my knowledge. I understand that any false information or deliberate omission will disqualify me from employment or may render me liable for summary dismissal.
• Under the rehabilitation of offenders Act 1974 you are required to provide details of any spent or unspent criminal convictions you may have. Failure to disclose such convictions could result in dismissal or other disciplinary action by the company. Any information provided will be treated in accordance with the Police Act 1977.
• I understand that these details will be held in confidence by the company for the purposes of personnel and payroll administration, in compliance with Data Protection Act 1998, Equality Act 2010 and GDPR regulations 2018.
Willowbrook Care Home is committed to being an equal opportunities employer and we welcome applications from all sections of the community. We will ensure that all candidates for employment are treated fairly, and in order to monitor our responsibilities and to measure our progress towards widening diversity among our workforce, we would be grateful if you would answer the simple questions in the boxes below. The information you provide will remain anonymous and is for statistical monitoring purposes only. This 1-page form will be separated from your application upon receipt and is not used as part of the applicant selection process.
Ethnic origin is not about nationality, place of birth or citizenship. It is about the group to which you perceive you belong. Please tick the appropriate box.
The information in this form is for monitoring purposes only. If you believe you need any reasonable adjustments to be made in order to fulfil the role, please discuss this with your manager, or the manager running the recruitment process.
i. I declare that the information given is complete and accurate to the best of my knowledge. I
understand that any false information or deliberate omissions will disqualify me from
employment or may render me liable for summary dismissal.
ii. I understand that these details will be held in confidence by the company, for the purposes
of personnel and payroll administration; in compliance with the Data Protection Act 1998. I
undertake to notify the Company immediately of any changes to the above details.
iii. Given the nature of the job for which I have applied, I understand that any offer of
employment will be subject to information on my criminal record being disclosed to the
Company by the Disclosure and Barring Service. Please note that the amendments to the
Exceptions Order 1975 (updated 2013) provide that certain spent convictions and cautions
are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into
account. Guidance and criteria on the filtering of these cautions and convictions can be
found on the Disclosure and Barring Service website.
iv. I understand that copies of the Company’s Equal Opportunities Policy (which includes
information relating to the recruitment of ex-offenders) is available to me upon request.