What to do if…
you are told your background check has failed after you have already started your job

What to do now

1. Get the exact reason in writing. Ask:

   • Which check failed: DBS, right to work, references, credit or financial, qualification verification, identity, address history, or something else.
   • What exactly is flagged: identity mismatch, missing document, could not verify, adverse record, date mismatch, or wrong person.
   • What action they are considering: temporary pause, suspension, redeployment, dismissal, or treating a conditional offer as not met.

2. Ask to see the information they are relying on, or the key details if they say they cannot share the full report.

   • If it is a DBS check, ask what level it was and carefully review your DBS certificate for name, date of birth, addresses, certificate date, and any listed information.
   • If it is a right-to-work issue, ask whether they used a Home Office online check, a manual document check, or a Digital Verification Service, and what did not match.
   • If a screening company produced a report, ask HR for the company name and how to contact its privacy or candidate support route.

3. If it is a DBS issue and something is wrong, start the DBS dispute route quickly.

   • DBS certificate mistakes should generally be reported within 3 months of the date on the certificate.
   • If personal details or disclosed record information are wrong, use the DBS dispute process and keep a record of what you submitted.
   • Save the certificate number, certificate date, and a copy or screenshot of the part you are disputing.

4. If it is a right-to-work or identity mismatch, ask HR to re-check using the correct official route.

   • If you have digital immigration status, provide a current share code through the normal Home Office route.
   • If you are using physical documents, present the correct originals only through the employer’s normal document-checking process.
   • Ask HR to confirm, in writing, which check route they are using and exactly what they still need from you.

5. Use data-rights wording if wrong personal data may be involved.

   • Tell HR: “I believe the information used may be inaccurate. Please correct any inaccurate personal data you hold about me related to this screening decision.”
   • Ask for copies of the personal data used for the screening decision.
   • If a third-party screening company produced the report, send the same correction and access request to that company.

6. Ask for a temporary hold on any final decision while you correct errors.

   • Use simple wording: “Please hold any final decision until I have reviewed the information and submitted any corrections or disputes.”
   • If the role is regulated, ask whether you can be temporarily reassigned to duties that do not need the disputed check while the issue is reviewed.

7. If they move toward disciplinary action or dismissal, ask for the process in writing.

   • Ask what procedure they are using and what evidence they will rely on.
   • If you are invited to a disciplinary meeting that could lead to formal action, ask to be accompanied by a colleague or trade union representative.
   • If it is only an informal chat or investigation meeting, you may not have the same legal right to be accompanied, but you can still ask.
   • If they dismiss you, ask how to appeal and what the appeal deadline is.

8. Make a small evidence pack today.

   • Save your offer letter, contract, any conditional-check wording, onboarding emails, the message saying the check failed, and any certificate or report you have.
   • Write a short timeline with dates: offer, start date, check submitted, result received, and any HR meetings.
   • Keep your replies calm and factual so you can reuse them if HR, a union, Acas, or an adviser asks what happened.