Offer and pre-employment checks

If successful in your application, a conditional offer of employment will be issued. The offer will be conditional and subject to the pre-employment checks.

If any of the requirements are not met, the job offer might be withdrawn or deferred for a review of individual circumstances.

All candidates must be eligible to live and work in the UK. This is in line with the Immigration, Asylum and Nationality Act 2006. Documented evidence of eligibility will be requested from candidates as part of the selection process. This will need to be checked and verified.

Candidates are required to undergo and pass a pre-employment medical assessments.

You will be asked to provide details of two referees. 

The referees should be:

• two individuals who have known you for at least 12 months
• who know you in a work capacity or can comment on your ability to carry out the role applied for
• not be related to you in any way

At least one of these should be from your current employer, where possible. You should have been employed with them for at least 12 months prior to submitting your application. 

The core work activities undertaken by SFRS uniformed employees are considered as “regulated work” under the terms of the Protection of Vulnerable Groups (Scotland) Act 2007. Applicants must not be barred from regulated work or under consideration for listing. As part of the selection process, we will undertake a PVG (Protecting Vulnerable Groups) check for this role.

We will seek to review the individual circumstances of the case if you have:

• conviction(s)
• spent convictions
• where the the nature of the offence is relevant to the job applied for

This is in accordance with the Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2013. Offences include those dealt with by a court of law and any driving offences.  

The SFRS will pay the required fees associated with this criminal record check.

More information on the discolours process can be found on mygov.scot.