When you’ve been offered a job at King’s we’ll send you a conditional contract of employment. Before you can start working with us, we need to complete some checks including your right to work in the UK. Depending on the role you have been offered, other checks could include references, your qualifications and professional registrations, occupational health clearance, criminal records (DBS) and security screening.

We are required by law to carry out right to work checks on all our staff before you start working at King’s, regardless of your immigration status or nationality. The right-to-work check is also mandatory when an employee re-joins King’s, their visa or Positive Verification Notice expires.

The immigration rules place potential workers in two categories: those requiring a work permit or visa to work in the UK; and those not.

If you do not have the automatic right to work in the UK, you must provide evidence that you have been granted a suitable visa before you can start employment.

Kings College London adapts the list of accepted documents published by the Home Office.

For us to successfully carry out the right to work check, it is imperative that you provide the original documents from either List A or B. There is more information about visas on the UK Government webpages.

If you don't currently hold any immigration permission to work in the UK, you’ll need to apply for a UK visa or work permit. Detailed information, as well as an array of visa options, can be explored on the 'Securing your Visa' webpage. King’s is a licensed sponsor under the Home Office points-based immigration system.

It’s important to us that everyone at King’s can perform to the best of their ability. We’ll ask you to complete a health and capability declaration to let us know if you have any health conditions or disabilities that may affect your capability to perform the proposed role, so we can seek and provide appropriate advice and support. If you do disclose some conditions specific to you, we’ll also ask you to complete an occupational health assessment to help us identify necessary adjustments.

If you have been offered a role that involves specific hazards, or if you have made a disclosure in your health and capability declaration, we’ll ask you to complete an occupational health questionnaire. We’ll then assess whether the duties of the post would place you, or others around you, at risk in the workplace, and identify appropriate workplace adjustments or assistance.

We do not discriminate against people who might have a criminal history. We will only consider a criminal record where the conviction is relevant to the position applied for and we will not necessarily bar candidates from employment. Our decisions will depend on the nature of the work and the circumstances around the offence. ​​​​​​​All offers for clinical roles or roles working with children and/or other vulnerable groups are conditional on clearance through a Disclosure and Barring Service (DBS) check. The job advert will indicate if the role requires DBS clearance. If you already have an appropriate DBS certificate that is less than three years old, you don’t need to do a new check before you start the role. Once you have started at King’s, we’ll renew your DBS clearance every three years. In order to protect certain vulnerable groups within society, there are some posts that are exempt from the provisions of the Rehabilitation of Offenders Act 1974 by virtue of the Rehabilitation of Offenders Act (Exceptions) Order 1975.