Offer and Pre-Employment Checks

Offer and Pre-Employment Checks

If successful, we will issue an offer of appointment.  The offer of appointment will be conditional and subject to the following pre-employment checks:-

Confirmation of Right to Work in the UK

In line with the Immigration, Asylum and Nationality Act 2006, all candidates applying for SFRS roles must be eligible to live and work in the UK.  Documented evidence of eligibility will be requested from candidates as part of the selection process and this will require to be checked and verified.


Candidates are required to attend a pre-employment medical examination, which is subject to approval from our Occupational Health Physician. 

We expect high levels of attendance from our employees.  As part of the medical process we ask you to provide details of your attendance at work in the previous year.  Absences of more than 10 working days may be investigated further with due consideration given to the timescales and reasons for these absences.

Receipt of satisfactory references

When completing the application form you will be asked to include details of two referees.  We recommend that you obtain the approval of any individual whose details you input into this section.  If we do not receive references timeously this may affect your start date and appointment with the SFRS.

The referees should be two individuals who have known you for at least 12 months and who know you in a work capacity or can comment on your ability to carry out the role applied for.  At least one of these should be from your current employer, where possible, providing you have been employed with them for a period of at least 12 months prior to submitting your application.  The referees should not be related to you in any way.  Candidates should indicate on their application form if they do not wish referees to be approached without prior consent.

Criminal Record Check

In accordance with the Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2003 (as amended) if an applicant has a conviction or spent convictions and if the nature of the offence is relevant to the job that he/she has applied for, we will seek to review the individual circumstances of the case and may decide to withdraw candidates from the process on this basis. 

Applicants must disclose ALL previous convictions, whether they are spent or unspent.

Successful candidates’ details are checked through Disclosure Scotland.  The SFRS will pay the required fees associated with this criminal record check.

For further information on Disclosure process.

Should any of the above stages not be fully satisfied, the conditional offer of employment may be withdrawn or deferred for review of individual circumstances.