Ensuring Regulatory Compliance

Ensuring Regulatory Compliance

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Information privacy remains a key element. Encryption safeguards personal identity details. The Data Protection Act 1998 and the General Data Protection Regulation guide the handling of sensitive data, ensuring that candidates' private information is not misused. Check out BPSS Clearance for identity verification service news. Biometrics and digital identity checks enhance the accuracy of identity verification. Compliance with the Rehabilitation of Offenders Act 1974 ensures fairness. Unspent convictions are considered, while spent convictions remain private. This helps prevent discrimination while maintaining security.

When talking about BPSS Clearance, it is about establishing an environment where sensitive information remains secure, national security is protected, and each candidate's integrity is confirmed.

Ensuring Regulatory Compliance - customer

  • credit card
  • health care
  • feedback
  • Cabinet Office
  • Security vetting in the United Kingdom
Whether it involves work connected to the British Armed Forces, the civil service, or a charitable organization tied to the public sector, BPSS Clearance ensures that employment decisions are based on transparent evidence and proper background checks. From the initial interview and questionnaire to the final stage of payment confirmation and issuing the clearance, each phase involves evaluation of documentation, finance checks, immigration status, National Insurance details, and digital identity verification. By respecting the General Data Protection Regulation, the Data Protection Act 1998, and the standards set by Security vetting in the United Kingdom, this process supports long-term trust, encourages lawful behavior, and helps organizations maintain a reputable workforce in accordance with all relevant legislation.

Assessing Overseas Activities in BPSS Checks —

Whether the candidate is aiming to work in health care, education, airport security, finance, or law enforcement, this process ensures compliance with legislation. It helps protect the workforce, the organization's reputation, and national interests. It also supports transparency in recruitment.

Ensuring Regulatory Compliance - digital identity

  • public sector
  • counter-terrorism
  • background check
Employers can share that they have performed the necessary checks, followed right-to-work law, and confirmed immigration details. They have taken steps to prevent espionage or terrorism infiltration. They have relied on a Basic DBS check and identity verification to confirm that the candidate meets the required standards.

Some roles may demand additional checks beyond a Basic DBS check. A BPSS Check lays a foundation that can later connect to more advanced vetting processes. Security vetting in the United Kingdom can be extensive, involving multiple interviews, checks against the Public Services Network, or reviews by agencies like MI5. It supports the government's approach to counter-terrorism, ensuring that candidates with a history of involvement in suspicious activities or a high risk of espionage do not gain access to sensitive information. Immigration records might also be reviewed thoroughly, confirming that a candidate's visa status and nationality align with right-to-work requirements. Throughout this process, organizations adhere to established standards for digital identity, ensuring that information about a candidate's personal identity is handled securely, and employing encryption technologies to maintain information privacy.

Roles within the Civil Service

Law Enforcement and Police Force BPSS Compliance

Law Enforcement and Police Force BPSS Compliance

The process of a BPSS Check includes verification and validation procedures to confirm personal identity and the right to work. This involves checking a candidate's nationality using passports, driver's licenses, birth certificates, and other identity documents. The right-to-work law and related regulation, as defined in legislation including the Data Protection Act 1998 and the General Data Protection Regulation, shape how identity verification services operate. Relevant documents are scrutinized for expiration date and authenticity to reduce the risk of identity fraud. Employers, as well as regulatory bodies like the Financial Conduct Authority and the Cabinet Office, often request a BPSS Check before finalizing a contract or beginning a recruitment process. This ensures adherence to standard regulation and the maintenance of proper information privacy standards.

In addition to confirming personal identity and right to work, a BPSS Check can encompass checks on immigration status. Candidates must present evidence such as a visa, ensuring that their immigration history and nationality align with the employment standards in the United Kingdom. This prevents unauthorized employment and reduces risk for the organization. The process might include examining a candidate's CBS or credit history to confirm that their financial background does not present an integrity concern. Poor financial standing could raise questions about trust or susceptibility to bribery, which is a genuine risk in positions that involve sensitive government information.

Throughout the BPSS Clearance process, the organization gathers evidence. It may contact a referee to discuss the candidate's previous behavior or review documents related to employment and immigration. This evidence guides final decisions and shapes the candidate's path toward a security clearance. If weaknesses are detected, changes might be recommended. Continuous improvement in recruitment practices ensures that as defined in current legislation, standards remain consistent.

This process does more than confirm identity. It supports the organization's reputation and integrity. It allows the employer to manage risk, limit liability, and establish trust by confirming that the candidate respects right-to-work law and meets immigration rules. It also ensures that the workforce remains compliant with guidance set by authorities such as the Cabinet Office, the Financial Conduct Authority for finance roles, and the United Kingdom Accreditation Service for specific accreditation standards. If the position involves handling sensitive information related to MI5, counter-terrorism, espionage prevention, or interactions with the police force, BPSS Clearance ensures that only individuals who pass these checks have access.

The Relevance of Expiration Dates in Document Verification

As part of the verification and validation process, personal identity checks rely on the candidate providing accurate identity documents such as a passport, birth certificate, driver's license, and possibly other forms of identification. These documents confirm nationality and must be examined carefully for authenticity, including checking the expiration date. Compliance with the Data Protection Act 1998, the General Data Protection Regulation, and the Rehabilitation of Offenders Act 1974 helps ensure fairness, lawful processing, and appropriate handling of information privacy. When it comes to addressing a candidate's background, a background check often includes a Basic DBS check from the Disclosure and Barring Service. This step searches for unspent convictions and other evidence of a criminal record that might influence hiring decisions. The assessment must follow relevant regulation and consider whether the candidate's conviction history presents a security risk, potentially affecting access to classified information or critical assets.

Payment considerations often include establishing a budget for recruitment and vetting efforts. The candidate's digital identity and supporting documents must be examined consistently, and encryption methods must be in place to comply with security standards and data protection laws. By aligning with the United Kingdom Accreditation Service guidelines, meeting standards defined in legislation, and following best practices from the Cabinet Office, organizations show a commitment to professionalism and thoroughness. Throughout the entire engagement, maintaining trust is essential. Ensuring that risk is managed, that evidence is correctly verified, that references are reliable, and that each step of the process is done according to regulation leads to a well-rounded and well-respected vetting outcome.

Throughout the process, the employer respects legislation and regulation. By following Security vetting in the United Kingdom guidelines, ensuring right-to-work law compliance, and using evidence gathered by identity verification service providers, the organization creates a stable, compliant environment. It reduces the likelihood of espionage, terrorism, or crime infiltrations. child It also reassures customers, stakeholders, and colleagues that the workforce meets high standards of integrity and trust. The recruitment process becomes more transparent, and the final decision is built on reliable verification and validation.

The evaluation may consider the candidate's past activities, including finance-related matters, work with assistive technology, or sick leave records, all within the boundaries of fairness and information privacy rules. A contract that grants exposure to classified information or sensitive material needs robust checks. Counter-terrorism efforts rely on reliable staff who have undergone a background check. Verifying a candidate's credit history can help ensure that no financial vulnerabilities undermine their suitability. Every piece of evidence, from a birth certificate to a passport, must pass verification and validation.

This background check applies to individuals who seek employment in areas like the civil service, the British Armed Forces, and the public sector. It also covers those aiming to contribute to a charitable organization working alongside government projects, or those engaged in airport security, finance, health care, or education. By confirming regulatory compliance and verifying details through a Basic DBS check from the Disclosure and Barring Service, employers can identify any unspent conviction and assess suitability. Ensuring that the candidate's passport, birth certificate, driver's license, license details, and immigration documents are authentic confirms personal identity. Checking that a National Insurance number (UK) is valid, and that a visa-if required-remains current, further supports adherence to right-to-work law.

Over time, consistent application of BPSS Clearance supports the workforce by ensuring that each employee matches organizational standards. It provides evidence that risk has been minimized, and that the organization has not ignored its obligations under the law. By adhering to right-to-work law, verifying personal identity with biometrics or digital identity systems, and evaluating each candidate's criminal record with a background check from the Disclosure and Barring Service, the organization can maintain a secure environment. This reliable process enhances trust among customers, encourages sound financial decisions under the guidance of the Financial Conduct Authority, and ensures compliance with legislation that shapes recruitment and long-term operational stability.

The Relevance of Expiration Dates in Document Verification
Adapting BPSS Clearance Standards to New Legislation

Adapting BPSS Clearance Standards to New Legislation

The United Kingdom places importance on proper vetting, as seen in procedures that reflect guidelines set by the Cabinet Office, and can also relate to standards recognized by the United Kingdom Accreditation Service. Whether the candidate aspires to join the British Armed Forces as a reservist, work in the civil service, handle Public Services Network operations, contribute to health care or education projects, or even manage a contract connected to national security, BPSS Clearance ensures that the recruitment process can identify individuals who align with the expectations of integrity and trust. Through thorough evaluation and checks, the process helps guard against fraud, reduce liability, and maintain the organization's reputation.

Since this process is comprehensive, it often involves a series of steps that might include a questionnaire to gather details, a background check to detect any crime records, confirmation of the expiration date on documents, checks on immigration status, and ensuring that the candidate meets right-to-work law standards. The final evaluation takes into account any conviction that might affect employment eligibility. Some roles may have contracts with security requirements defined by the Cabinet Office or the Public Services Network guidelines. Others may be connected to finance, requiring adherence to rules set forth by the Financial Conduct Authority and careful consideration of credit-related aspects.

This background check and evaluation process ensures that personal data is handled responsibly, as defined in relevant regulation such as the General Data Protection Regulation and overseen by bodies like the Financial Conduct Authority where finance-related roles are involved. The checks may also involve confirmation of credit histories or credit card details if the position connects with finance or requires a certain level of financial integrity. In addition, the process might address the presence of any conviction under the Rehabilitation of Offenders Act 1974, ensuring that all unspent convictions are assessed. The Disclosure and Barring Service provides records that can shape the evaluation. By adhering to these steps, BPSS Check helps an employer avoid hiring individuals who pose a risk to the organization, its reputation, or the security of the United Kingdom.

The role of the Data Protection Act 1998 and the General Data Protection Regulation is also significant in ensuring information privacy. These regulations help shape how the data obtained during a BPSS Check is managed and protected. Employers must respect information privacy and ensure encryption is used to protect sensitive information, including details about a candidate's credit card or National Insurance number (UK). This approach supports an environment of trust. When a BPSS Check is conducted, an organization follows proper regulation guidelines as defined in United Kingdom Accreditation Service standards.

Ensuring Regulatory Compliance - child

  • information privacy
  • right to work
  • personal identity
This supports the credibility and reputation of the organization and ensures that the workforce is composed of individuals with the appropriate security clearance.

As with any procedure that involves handling personal data, following information privacy guidelines, including the Data Protection Act 1998 and the General Data Protection Regulation, ensures that data is not misused. This alignment with regulation further establishes the expert stance of BPSS Check as an identity verification service that respects privacy, ensures data is correctly managed, and protects all parties involved.

A BPSS Check often involves reviewing documents such as a passport, birth certificate, driver's license, or license associated with certain qualifications. The process validates personal identity and nationality to ensure alignment with immigration regulations. It might also incorporate biometrics to confirm digital identity. For example, if a candidate states their identity document details, verification and validation come into play. This reduces the probability of fraud or identity fraud by confirming that the candidate's personal identity is genuine and that the provided documents have a valid expiration date.

Through these assessments, the organization can allocate its budget more effectively by preventing costly recruitment mistakes and managing liability associated with hiring individuals who do not meet the required standards. Employers can change their recruitment strategies based on the findings of these checks, aligning their workforce with not only national security objectives but also their internal trust, reputation, and long-term operational stability. Over time, following this process supports a professional environment where the workforce is qualified and cleared. It ensures compliance with right-to-work law and the Rehabilitation of Offenders Act 1974, upholding the principles of fairness and evidence-based evaluation.

Personal identity checks may incorporate biometrics or assistive technology to ensure accessibility and accuracy. The evaluation may consider visas, immigration status, and compliance with right-to-work law. This applies regardless of whether the role involves direct access to top-secret files or less sensitive government assets. The key is to confirm that anyone granted security clearance meets the defined standards and does not pose a threat to the United Kingdom. From airport security roles to those involving classified information in the Cabinet Office, consistent standards protect national interests and uphold a strong reputation.

Understanding BPSS Clearance for Government Roles

When examining the integrity of a candidate, various factors come under consideration. For example, the organization's checks may include a questionnaire asking for employment history and evidence of qualifications. Verification and validation of identity documents-such as a birth certificate, a license, or records confirming immigration status-are considered essential. An interview may occur, and a referee might be contacted to provide additional information. Ensuring the authenticity of each identity document becomes key in preventing espionage, terrorism, and other forms of crime. BPSS Clearance is one method by which the organization protects itself from liability and ensures that its workforce complies with relevant legislation, including the Data Protection Act 1998 and the General Data Protection Regulation.

A BPSS Check also takes into account any gaps in employment history that are not explained. Sick leave records or unusual absences might require clarification. National Insurance If a candidate claims previous service in the civil service, British Armed Forces, or any other military position, the check may confirm that information. The process might also apply to fields like health care or education, where exposure to children or vulnerable individuals requires compliance with law enforcement standards and specific legislation aimed at protecting these groups.

Understanding BPSS Clearance for Government Roles
The Importance of Identity Verification in BPSS Checks
The Importance of Identity Verification in BPSS Checks

BPSS Clearance applies across various domains, including those that serve children, where trust and safety are essential. It also extends to environments where individuals handle finance, interact with the general public, or engage in roles that influence legislation or government policy. The structure of BPSS Clearance is designed to ensure that individuals in positions of trust maintain integrity, preserving the workforce's stability and the public's confidence. As the market changes, organizations must remain compliant with current regulations, including amendments to security clearance protocols, credit checks, and other forms of verification. The insurance sector, the charitable organization landscape, and the public sector all rely on these checks to avoid fraud, meet regulatory standards, and uphold strong reputations.

A BPSS Check may involve a Basic DBS check in alignment with the Disclosure and Barring Service. This background check examines any unspent conviction information according to the Rehabilitation of Offenders Act 1974. The presence of a criminal record does not always disqualify an applicant, but it can change the evaluation of suitability for roles that handle sensitive information. Whether the candidate might interact with children, oversee financial transactions, or work within a police force, a thorough assessment underlines the importance of security vetting in the United Kingdom. Such assessments protect against crime, maintain proper standards of national security, and safeguard individuals involved in the British Armed Forces, MI5, or other aspects of national defense.

The cost of conducting BPSS Clearance checks is a factor that requires planning. Allocating a budget for these steps is an important part of recruitment. Payment may be made using credit card transactions or other secure methods. An organization might contract with an identity verification service to streamline the process. Customers can provide feedback on their experience, and this feedback can lead to evaluation and change in how the verification steps are performed, ultimately improving efficiency. Adjustments to procedures, technology use, or timelines can enhance the candidate experience and assist in reducing liability. Additionally, insurance coverage may be relevant in certain contexts, ensuring that if complications arise, the organization is prepared.

It is not only security-related fields that benefit. Positions in health care, education, or charitable organizations may require these checks to protect children, prevent crime, and ensure trust. Public Services Network access, finance management, and roles within airport security also demand thorough scrutiny. Adhering to right-to-work law, confirming compliance with the Data Protection Act 1998 and the General Data Protection Regulation, and verifying nationality and immigration status all support a stable and legitimate workforce. By following these steps, the organization reduces exposure to espionage and terrorism risks, ensuring that no unauthorized individual gains access to sensitive roles.

In the United Kingdom, government policy requires that staff undergo security vetting in order to gain access to government information.

The government uses four levels[1]: Annex C, p. 24  of personnel security controls depending on the level of assurance required. Three of these levels are types of national security vetting clearance.[1]: Annex B 

Vetting is intended to assure government bodies that the individual has not been involved in espionage, terrorism, sabotage or actions intended to overthrow or undermine Parliamentary democracy by political, industrial or violent means. It also assures the department that the individual has not been a member of, or associated with, an organisation which has advocated such activities or has demonstrated a lack of reliability through dishonesty, lack of integrity or behaviour. Finally, the process assures the department that the individual will not be subject to pressure or improper influence through past behaviour or personal circumstances.[2]

Vetting is usually carried out by United Kingdom Security Vetting (UKSV), a department within the Cabinet Office.[3] UKSV was created in January 2017 by combining DBS National Security Vetting (DBS NSV) and FCDO Services National Security Vetting (FCDOS NSV).[3] This change was an outcome of the Strategic Defence and Security Review 2015.[4]

Security and intelligence agencies such as MI5, MI6 and Government Communications Headquarters carry out their own vetting. The minimum is Developed Vetting and very occasionally Enhanced Security Check.

It is possible to pass vetting with one department yet fail it with another as vetting is tailored to the role/department. Clearances can be transferred between departments. Holders of vetting clearance may face travel restrictions on private travel to high-risk countries.

Vetting in the UK is currently undergoing change as part of the Vetting Transformation Programme. This will see a series of "Levels" introduced and the phasing out of the current nomenclature. These new levels will be broadly:

  • Accreditation Check (AC) = Level 1A
  • Counter Terrorist Check (CTC) = Level 1B
  • Security Check (SC) = Level 2
  • Developed Vetting (DV) = Level 3[5]

Note: Baseline Personnel Security Standard (BPSS) is not considered a formal security clearance level but this, or an equivalent background check, is used to underpin all vetting.

The target date for this transformation is 2025. Level 1B was introduced October 2022 and is currently the only "new" level operating.

Types of personnel security check

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Baseline Personnel Security Standard (BPSS)

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The Baseline Personnel Security Standard (BPSS) checks are normally performed when a person is recruited.

All those with access to government assets are subject on recruitment to the requirements of the Baseline Personnel Security Standard. This includes all applicants for employment in the civil service and armed forces and applies to both permanent and temporary staff and private sector employees working on government contracts, with access to government assets.

The Baseline Personnel Security Standard requires the verification of the following four elements:

  1. Identity[1]: 7(a) 
  2. Employment history (past three years)[1]: 7(b) 
  3. Nationality and immigration status[1]: 7(c) 
  4. Criminal record (unspent convictions only)[1]: 7(d) 

A reasonable account of any significant periods (a total of 6 months or more in the past 3 years) spent abroad.[1]: Annex B  Prospective employees who have recently come to the UK or lived abroad may be asked to provide overseas police certificates of good conduct.[1]: 7(d) 

BPSS[1]: Annex B 

  • Allows access to UK OFFICIAL assets and occasional access to UK SECRET assets
  • Is required to work in areas where SECRET and TOP SECRET information may be overheard
  • Allows individuals who require it, access to the Public Services Network (PSN)

Employers may initiate the following incremental national security vetting checks on recruits after performing the BPSS check.

Counter Terrorist Check (CTC)/Level 1B

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A Counter Terrorist Check (CTC)/Level 1B is required for individuals who are employed in posts that:[1]: Annex B 

  • Involve proximity to public figures assessed to be at particular risk from terrorist attack.
  • Give access to information or material assessed to be of value to terrorists. However, it is not designed to manage access to sensitive information.
  • Involve unescorted access to certain military, civil, industrial or commercial establishments assessed to be at particular risk from terrorist attack.

The process for CTC clearance includes:

  • BPSS check;
  • Completion of a security clearance questionnaire by the candidate;
  • Checks against UK criminal records covering both spent and unspent convictions;
  • Checks against Security Service (MI5) records;
  • It may also include an interview.

A CTC/Level 1B clearance must be formally reviewed after ten years (five years for non-List X Contractors).[1]: Annex B 

In the transport sector security vetting requirements, including for Counter Terrorist Check, is regulated by the Department of Transport.[6]

A CTC/Level 1B is required for police officers and many associated staff.[7]

Security Check (SC)

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A Security Check (SC) is the most widely held level of security clearance.[8] SC is required for posts involving regular and uncontrolled access to SECRET assets and/or occasional, supervised access to TOP SECRET assets,[8] and for individuals who:[1]: Annex B 

  • While not in such posts, will be in a position to directly or indirectly bring about the same degree of damage.
  • Will have sufficient knowledge to obtain a comprehensive picture of a SECRET plan, policy or project.
  • Are being considered for employment where it would not be possible to make reasonable career progress without security clearance for access to SECRET assets.
  • Require access to certain levels of classified material originating from another country or international organisation.

The process for SC clearance includes:

  • Successful completion of the Baseline Personnel Security Standard.
  • Completion, by the individual, of a Security Questionnaire.
  • A departmental/company records check which will include e.g. personal files, staff reports, sick leave returns and security records.
  • A check of both spent and unspent criminal records.
  • A check of credit and financial history with a credit reference agency.
  • A check of Security Service (MI5) records.
  • Checks on foreign travel/foreign contacts.
  • It may also include an interview.

Checks may extend to third parties included on the security questionnaire.

An SC security clearance must be formally reviewed after ten years (seven years for non-List X contractors) or at any time up to that point at the discretion of the vetting authority.[1]: Annex B 

Enhanced Security Check (eSC)

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This is similar to an SC but also includes a financial questionnaire and may include an interview with a vetting officer. It is a pre-requisite for the granting of access to STRAP codeword material at the SECRET level.

Developed Vetting (DV)

[edit]

DV is one of the most detailed and comprehensive form of security clearance in UK government. It is needed for posts that require individuals to have frequent and uncontrolled access to TOP SECRET assets, or require any access to TOP SECRET codeword material. It is also required for individuals who:

  • While not in such posts, will be in a position to directly or indirectly bring about the same degree of damage.
  • Require frequent and uncontrolled access to Category I nuclear material.
  • Require access to certain levels of classified material originating from another country or international organisation.

The process for DV clearance includes:

  • BPSS check.
  • Completion, by the individual, of a Security Questionnaire, a DV Supplement and Financial Questionnaire.
  • A check of both spent and unspent criminal records.
  • A check of credit and financial history with a credit reference agency.
  • A check of Security Service (MI5) records.
  • A full review of personal finances.
  • Checks on foreign travel/foreign contacts.
  • A detailed interview conducted by a vetting officer.
  • Further enquiries, including interviews with referees conducted by a vetting officer.

A DV security clearance must be reviewed every seven years or at any time up to those points at the discretion of the vetting authority.[1]: Annex B 

Enhanced Developed Vetting (eDV)

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Enhanced Developed Vetting requires additional in-depth interviews, beyond that of DV, including a full list of all foreign travel within the last 10 years. It is required for a limited number of highly sensitive roles and can only be requested by a small number of government departments.[9]

Caveats/Nationality Restrictions

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A clearance of any level can be granted with "caveats" which may restrict the holder from accessing certain types of material, for example relating to specific countries, regions or projects. Where there is an explicit requirement for the viewer of a document to be a UK Citizen, the individual must hold a clearance with no "caveats" and be deemed to meet "UK Eyes Only". Further restrictions can include "No Dual Nationals".

Clearance Aftercare

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Change of personal circumstances

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A change of personal circumstances (CPC) questionnaire has to be submitted when a CTC, SC, eSC, DV, eDV, STRAP clearance holder is "marrying, remarrying, entering into a civil partnership, setting up a stable unmarried relationship which includes living with someone as a couple", "due to significant changes in financial circumstances" or "due to contact with law enforcement". DV clearance holders also have to report the arrival of new "co-residents" such as a lodger or flatmate.[3]

Annual Security Appraisals/Aftercare Reports

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Holders of eSC, DV and eDV must annually complete a "Security Appraisal Form" (SAF) in conjunction with their line management, detailing any areas of concern or changes in circumstances that have occurred in the previous year which have yet to be notified to UKSV.

Any issues that require immediate notification to UKSV during the year are either self-reported as a change in circumstances, or if caused by a security issues filed as an "Aftercare Incident Report".

Transfer of a clearance

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A request can be made to transfer national security clearances between organisations, providing they have not expired. Transfers are requested by the "new employing sponsor". Transfers can be the same level of clearance or a lower level clearance can be "extracted" from a higher level clearance (usually SC extracted from DV). No more than twelve months must have elapsed since the holder left the organisation for which the clearance was originally granted and no more than six months spent living overseas. New completed change of circumstances questionnaires, to bring the UKSV and departmental records up to date, may be required.[3] The new sponsor reviews the details of the clearance and decides if it is acceptable for the specific new role.[1]: 44 

Other Checks

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Disclosure and Barring

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In addition to national security clearances, other types of roles and organisations stipulate a need for background checks, these are often required for vulnerable group access (including children), as operated by the Disclosure and Barring Service (DBS), replacing former Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA) checks.

Police Vetting

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The police service has its own system of vetting:

Force Vetting[10] with a hierarchy of Police Personnel Vetting (PPV) and Non-Police Personnel Vetting (NPPV) levels.

Within this there are several levels. For police officers and police staff, there is:

  • Recruitment Vetting; and
  • Management Vetting

For contractors and those with access to certain parts of police systems, there is "non-police personnel vetting":

  • NPPV Level 1 (NPPV1)
  • NPPV Level 2 (NPPV2)
  • NPPV Level 3 (NPPV3) (aligned but not equivalent to SC)

When an actual SC, eSC, or DV is required alongside Force Vetting, it is carried out by UKSV.

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