1. The Baseline Personnel Security Standard (BPSS) ensures organisations are
employing individuals who have the right to work, with the honesty and integrity
required for working within and/or for the government.
2. This guidance is for government organisations or third parties (suppliers) conducting
BPSS checks.
3. BPSS is a series of checks conducted once a provisional offer of employment is
accepted by individuals. A formal offer shall only be made once BPSS is passed.
BPSS is not a national security vetting (NSV) clearance. It applies to all individuals
working within and for the government, such as civil servants, contractors, members of
the armed forces, temporary staff and suppliers. The purpose is to:
a. Ensure that all individuals are entitled to take up employment;
b. Protect the security of the government estate and its assets; and
c. Provide a basis for NSV, if a security clearance is required.
4. BPSS comprises four main checks for an individual. Guidance is provided within the
relevant sections in this document:
a. Identity (ID);
b. Right to work (RTW) in the UK;
c. Employment history; and
d. Criminal record (unspent convictions).
5. Organisations can apply security controls and checks in addition to paragraph 4 in line
with the organisation’s risk appetite. See Additional Checks for further information.
6. BPSS addresses potential risks such as identity fraud, illegal working and falsifying
employment history. Failure to address these issues could lead to financial or
reputational damage, and loss of sensitive information for the UK government.
7. BPSS shall not discriminate against individuals who might face barriers to
employment. This might include for example, individuals with neurodiversity or from a
lower socio-economic background. Further information can be found via Going
Forward into Employment (GFiE). Organisations shall assess each individual on a
case-by-case basis.
8. If the BPSS cannot be completed, or the checks identify an adverse concern, the
organisation shall either:
a. Risk-manage and onboard the individual, for example this may occur when the
individual has limited UK residency. Guidance is provided within the relevant
sections of this document.
b. Not employ the individual, for example if they do not pass RTW checks