What an adverse record check covers, and what it never will
This is the most careful check we offer, and the one people ask the most questions about. Here is exactly what it looks at, what it will never look at, and what the worker can do about it.
What the check looks at
An adverse record check asks one narrow question: has a previous employer filed a serious criminal matter about this person with the police, and does a record of it exist. The matters that qualify are few — theft, financial fraud, physical assault or a threat to life. Every record carries the police case reference it was filed under, so nothing sits on the register on one person’s word alone.
The worker knows this check is part of the request. Like every check on Hirably, it runs only after they have opened their link and agreed, and their agreement is stored with the case.
What will never appear
Most trouble at work is not a criminal matter, and none of it belongs here. Lateness, absence, poor performance, rudeness, a personality clash, resigning without notice, a dispute over salary or money owed, or a suspicion somebody holds with no police report behind it — a previous employer cannot file any of these, and the filing form tells them so plainly.
A quarrel that ends up as a civil matter in court is between the two parties. It does not become a record about a worker’s character.
How a record gets filed
A previous employer filing a record must attach the police report and a signed internal query, and confirm separately that the matter is a serious criminal one. Filing carelessly has consequences for them: a filing that does not stand up at review counts against the employer, and one who keeps filing carelessly loses the ability to file at all.
The worker hears first
Nothing becomes visible the moment it is filed. The worker is told, and they have seven days to give their side before anyone else can see the entry. Their response is stored with the record and shown alongside it, always.
If the entry is wrong, they can contest it with their own evidence, and our team reviews the proof from both sides. Even after a record is settled, they have one appeal for genuinely new evidence — a case withdrawn, a court discharge, a corrected police extract — and an appeal hides the record again until it is resolved.
A record can be answered, contested and appealed. A worker who was never told would have none of that — which is why nothing here moves without them hearing about it first.
Reading a record on a report
A record on a report reads as what it is: a factual account supplied by a previous employer, with the police case reference attached and the worker’s answer beside it. It is for information only. It is not a court judgment, not a verdict on anyone’s character, and not a recommendation. We do not score people and we do not tell anybody who to hire — the decision, made on all the facts, stays with the employer.