Pre-Employment Screening

All roles at Martin-Baker require a Baseline Personnel Security Standard (BPSS) check to be completed prior to commencing employment. BPSS is an entry-level background check, not a formal security clearance, that ensures organisations are employing individuals who have the right to work, with the honesty and integrity required to work within Martin-Baker and with its business partners. All successful applicants will be required to provide photographic evidence of identity, documents to prove eligibility to legally work in the UK, details to conduct a basic unspent criminal record check, and details of and references for activity, employment and/or education history verification for at least five years. Additional documentation may be required, dependant on personal circumstances and the role being applied for.

For more information: https://www.gov.uk/government/publications/government-baseline-personnel-security-standard

We collect personal data for pre-employment screening solely to assess your suitability for employment, to meet legal, regulatory and contractual requirements, and to protect our people, assets and customers. We only ask for information that is necessary and proportionate for these purposes, and we explain why we need it at the point of collection. Access to your screening data is strictly limited to authorised HR, and Compliance personnel and relevant decision-makers on a need-to-know basis.

All roles at Martin-Baker are subject to security and export control restrictions. Consistent with these restrictions, we may ask proportionate questions about nationality and citizenship, including current nationality,  previous nationalities held, and where relevant to export control and national security obligations, substantive and ongoing connections to other states. Providing this information will not provide automated decision-making, and there is no automatic rejection based solely on nationality, citizenship, or substantive connections information. Any decision will involve appropriate human review and context. Applications from candidates with close connections to certain high-risk countries may take longer to process, because additional HR/Compliance review and (where applicable) export control, sanctions and/or security vetting steps may be required for the role. In some cases, and only where required by the role’s legal, regulatory or contractual requirements and following appropriate human review, this may result in a withdrawal of a conditional offer of employment.

For certain roles that require national security vetting, additional residency or background checks may be needed to enable meaningful checks. Where this applies, we will explain what is required and why, and we will only request information that is relevant to the specific vetting level required.

All screening checks and requirements will be managed appropriately following a provisional offer, and prior to being given a formal offer and commencing employment, therefore prior to asking a successful applicant to give notice to their current employer. Should an applicant decide to give notice to their current employer prior to the completion of their screening, this is the decision of the applicant and not Martin-Baker.

We retain screening data only for as long as necessary to fulfil the purposes described above and to meet legal, regulatory and audit requirement, after which it will be securely deleted or anonymised.

Transparency and your rights: for full details about what we collect, our lawful bases, who we share it with, international transfers, how long we keep it, and your rights (including access, rectification, objection and restriction), please see our Privacy Policy. You can contact us using the details in the Privacy Notice (About Us and This Notice section) if you have any questions.