Recommended wording for job adverts
The following wording can be adapted for inclusion in early years and childcare job advertisements.
Disclosure and Barring Service checks
This post is subject to a satisfactory Enhanced Disclosure and Barring Service (DBS) check. Appointment to the role will only be confirmed following the satisfactory completion of all required pre-employment checks, in line with safeguarding and safer recruitment requirements.
Qualification checks
Where an early years qualification is required for the role, applicants’ qualifications will be checked using the Department for Education’s Check an Early Years Qualification service. This is to ensure that qualifications are recognised as full and relevant for working within staff-to-child ratios in England. Applicants will be required to provide evidence of their qualifications as part of the recruitment process.
Right to work in the UK
Before employment can begin, the successful applicant will be required to provide evidence of their legal right to work in the UK. The appropriate right-to-work checks will be completed before employment is confirmed.
How an individual proves their right to work will depend on their nationality and immigration status. This may include providing a passport, immigration documents or a share code that allows the employer to verify their status online.
Managers should ensure that right-to-work checks are completed in line with current Home Office requirements as part of their safer recruitment procedures.
Further information is available at:
Prove your right to work to an employer
Before you publish
Before publishing your vacancy, check that:
- Job title is clear and recognisable
- Responsibilities accurately reflect the role
- Essential requirements are necessary and proportionate
- Required qualifications are stated clearly
- Salary, working hours and contract type are included
- Benefits listed are accurate and genuinely available
- The language is clear, inclusive and welcoming
- Information about reasonable adjustments is provided
- The application process is easy to understand
- Closing date is correct
- Contact details are accurate
- All web links work
- The required safeguarding statements are included
- Relevant qualification, DBS and right-to-work checks are explained
- Advert meets your equality and data-protection responsibilities
Ask someone who has not been involved in writing the advert to complete a final proofread. This can help identify unclear information, spelling or grammatical errors and any unintended barriers before the vacancy is published.