If you work in social care management, you know that the ‘Gold Standard’ of hiring has changed. Gone are the days when a clean DBS check was the finish line of a recruitment drive. Today, in 2026, a criminal record check is merely the start.
As the sector faces more scrutiny than ever from the CQC and Social Care Wales, we are seeing the rise of Advanced Vetting. But what does that actually mean for your service?
Simply put, it is a multi-layered way of looking at a candidate to ensure they are safe, capable, and a good fit for your culture.
The ‘DBS Myth’ and CQC Regulation 19
For a long time, managers felt safe if a candidate’s DBS came back clear. We call this the ‘DBS Myth.’ While an Enhanced DBS check is a legal requirement, it is essentially a look in the rearview mirror.
It tells you if someone was caught doing something wrong in the past. It does not tell you:
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If they have a pattern of poor behaviour that never reached a police station.
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If they have the emotional resilience to handle a high-pressure environment.
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If they actually care about the dignity of the people they support.
Key Compliance Rules You Need to Know
Under CQC Regulation 19, providers are now expected to prove that staff are of ‘good character.’ If a safeguarding incident happens in your home and your only evidence of vetting is a clean DBS, inspectors will likely view the service as ‘poorly led.’
Advanced vetting fills the gaps that a standard background check misses.
The 28-Day Day Employment Gap Rule
In the past, a gap on a CV might have been ignored if the candidate performed well in an interview. In 2026, that is a major risk. A gap in employment - even a short one - can be a hiding place for issues.
The Rule: Any gap in employment exceeding 28 days must have a verified, written explanation.
At Vetro, we don’t just accept ‘I was travelling’ or ‘I took some time off’ at face value. We look for corroborating evidence. Why? Because a 30-day gap could easily hide a failed probationary period at another care home, or, more seriously, a ‘silent’ safeguarding investigation where a person resigned before they could be fired.
By closing these gaps, you protect your residents from individuals who move on the moment their conduct is put into question.
Overseas Police Checks and the 12-Month Rule
The UK social care sector relies heavily on talented professionals from around the world. However, this creates a loophole for standard vetting. An Enhanced DBS check only covers a person’s time within the UK.
If a candidate has lived or worked outside the UK for 12 months or more in the last 10 years, a DBS is legally insufficient on its own. To remain compliant in 2026, you must obtain an Overseas Police Check from the relevant embassy.
Failing to have this document on file is no longer a ‘minor oversight’ - it is a critical breach that can halt your registration or result in a failing grade during an audit.
Values-Based Referencing
We’ve all seen a typical ‘Standard Reference’ - a short email confirming that ‘Person A worked here from Date X to Date Y.’ While this confirms they were employed, it tells you nothing about their performance.
Advanced vetting uses values-based referencing. This means going a step further by:
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Direct Contact: Making sure you reference the last 2 years of employment.
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Authentication: Verifying that the person providing the reference actually has the authority to do so by making sure they provide a professional email address.
Mental and Physical Fitness
Regulation 19(1)(c) requires that staff are physically and mentally able to do the job. In the past, this was often just a box for the candidate to tick. Today, it must be evidenced.
In environments like mental health units or children’s residential homes, the job is physically demanding. We ask:
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Can this person safely perform PMVA (Prevention and Management of Violence and Aggression)?
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Are they physically capable of manual handling?
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Do they have the mental stamina to manage the ‘emotional labour’ of the role?
Advanced vetting ensures these aren’t just guesses. We make sure our agency staff are supported and that any ‘reasonable adjustments’ are made before they ever start their first shift.
Standard vs. Advanced Vetting (2026 Comparison)
|
Feature |
Standard Vetting | Advanced Vetting (2026) |
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Criminal Record |
One-time DBS check | Yearly monitoring via Update Service |
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Work History |
Past 5 years | Full history from age 16 (CQC Standard) |
| Gap Analysis | Noted but rarely proven | Every 28-day gap must be evidence where possible, but the CV must reflect any gaps in employment |
|
Reference |
Two generic emails | Recent two employers |
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Overseas Check |
Often ignored | Mandatory Certificate of Good Character |
Building an Inspector-Ready Workforce
Staffing is likely your biggest expense, but it shouldn’t be your biggest risk. By choosing an agency that uses advanced vetting, you are essentially building a ‘compliance shield’ around your service.
When an inspector asks to see your agency staff files, you shouldn’t feel nervous. The goal of advanced vetting is to provide a file that is even more thorough than your own internal hiring process.
That is how you secure an ‘Outstanding’ rating in 2026 and, more importantly, how you keep your service users safe.
Frequently Asked Questions About Social Care Vetting
Q: Is an overseas police check required if they have a UK DBS?
Yes. If the candidate has lived abroad for 12 months or more in the last decade, a UK DBS is blind to that period. An Overseas Police Check is required for full compliance.
Q: How far back should employment history go?
CQC and Social Care Wales expect a full employment history from the age of 16, with all gaps explained.
Q: Can I accept a DBS from another agency?
Only if the candidate is on the DBS Update Service or in receipt of original DBS certificate.
Did You Know…
Vetro Recruitment is an REC-accredited recruitment agency and has been since 2015.