Knowing which statutory policies for schools you are legally required to hold is one of the most common compliance headaches for headteachers, business managers and clerks — and one of the first things Ofsted will check. Miss a required policy, let one fall out of date, or fail to publish it where the law says you must, and you create a compliance gap that is entirely avoidable. This 2026 guide explains exactly what statutory policies and documents your school must have, how often each needs reviewing, what you are required to publish online, and where the official list now lives following a major change in 2024.
On this page
What are statutory policies and documents? · Where the official list now lives · The statutory policies every school must have · Documents you must publish online · How often to review · Live documents and the SCR · Common mistakes · How OnlineSCR helps
A statutory policy is one that a school is legally required to have in place. The requirement comes from primary legislation (such as the Education Act 2002 or the Equality Act 2010), from regulations, or from statutory guidance like Keeping Children Safe in Education (KCSIE). Alongside these sit statutory documents — items a school must produce, keep current or publish, such as the register of business interests or the information required on a school website. Together, these statutory policies for schools form the compliance backbone that every setting is judged against.
Two points are worth understanding from the outset. First, schools are not always required to hold a separate document for every requirement — several can be met collectively within one policy unless the guidance states otherwise. Second, while academies and free schools have greater freedoms than local-authority-maintained schools, most statutory requirements apply to them through their funding agreements, so the practical list is very similar. Getting the statutory policies for schools right is therefore a baseline expectation regardless of school type.
This is where many schools — and many out-of-date blogs — go wrong. For years the reference point was the DfE's standalone publication, Statutory Policies for Schools and Academy Trusts. That page was withdrawn in March 2024. The statutory policy list was folded into two new governance guides, which are now the canonical source:
These were updated on 25 June 2025 and reformatted on 19 November 2025. A practical detail from the change: certain "live" documents — the pupil register, the register of interests, the information required on your website and the Single Central Record — were removed from the formal policy list, but the duty to keep them accurate and up to date remains every bit as binding — so they belong in the same compliance routine as your statutory policies for schools. We come back to that point below, because it is exactly where compliance tends to slip.
The list below groups the core statutory policies for schools by theme. It reflects the requirements in the current governance guides. It is not an exhaustive list — specialist settings (alternative provision, special schools, sixth forms) and multi-academy trusts carry additional requirements — but it covers the policies that apply to almost every school.
Holding your statutory policies for schools is only half the duty — a defined set of documents must also be published on your school website. This is governed by separate DfE guidance for maintained schools and for academies and free schools. Inspectors and the DfE check websites directly, and missing items are flagged specifically. The core list includes:
If your school does not have its own website, you must still publish this information on an alternative site and give parents a link — and provide a free paper copy on request.
Keeping statutory policies for schools under review is where well-run schools still get caught out. The DfE's position is straightforward: where a specific frequency is not set, governing bodies are strongly advised to review the policy annually. A few key exceptions and confirmations:
Not all of these statutory policies for schools need full governing body sign-off — the governance guides set out the level of approval required for each, and much can be delegated to a committee, an individual governor or the headteacher. The accountability, however, always sits with the governing body.
As noted earlier, the 2024 change removed certain documents from the statutory policy list — but only because they are live records that must be kept accurate continuously, rather than reviewed on a fixed cycle. The most important of these is the Single Central Record (SCR), the mandatory log of pre-employment safeguarding checks required under KCSIE.
The SCR pulls together the very checks that underpin safer recruitment — including QTS verification, Section 128 checks, prohibition checks, enhanced DBS with barred list, and right to work. A statutory policy that says all the right things means little if the SCR behind it has gaps. Treating your statutory policies for schools and your live safeguarding records as one connected system — rather than separate jobs — is what keeps a school genuinely inspection-ready.
Even diligent schools trip up on statutory policies for schools in a handful of predictable ways:
OnlineSCR is best known for making the Single Central Record simple, but the same platform includes a dedicated Statutory Policies and Documents area — so your policies and your safeguarding records live in one place, not scattered across shared drives. With OnlineSCR you can store every statutory policy with its review date, get clear visibility of what is due, upload and version documents so there is a single source of truth, and track which staff have read and acknowledged key policies. When an inspector asks, everything is in one screen.
And because OnlineSCR is backed by free telephone support and free ongoing training, you always have a real person to ask — whether the question is about statutory policies for schools, a review cycle, or a missing check on the SCR.
Keep every statutory policy and check in one place
See how OnlineSCR brings your Single Central Record and your statutory policies and documents together — inspection-ready from day one.
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This article is intended as general guidance and is correct to the best of our knowledge at the time of writing. Statutory requirements change — always check the current DfE governance guides for your school type before acting. It is not legal advice.
Right to Work checks for schools are a legal requirement for every member of staff — yet they remain one of the most commonly incomplete entries on a school's Single Central Record. Whether you are recruiting a new teacher, hiring a site manager, or taking on a paid worker in any role, you must verify that every individual has the legal right to work in the UK before they begin.
This guide covers exactly what Right to Work checks involve, who they apply to in a school setting, how to carry them out correctly, and how to record the outcome on your SCR in line with Keeping Children Safe in Education 2025.
In this guide:
A Right to Work check is a process by which an employer verifies that a person is legally permitted to work in the United Kingdom. It is separate from a DBS check, a prohibition from teaching check, or any other pre-employment screening — it focuses solely on a person's immigration and citizenship status.
The check was introduced under the Immigration, Asylum and Nationality Act 2006 and is enforced by the Home Office. Employing someone without the right to work in the UK can result in a civil penalty of £45,000 per illegal worker for a first breach and £60,000 per worker for repeat breaches, and in serious cases, criminal prosecution.
For schools, getting this right is not just a compliance matter — it forms part of your safer recruitment obligations and must be recorded on your Single Central Record.
Yes. Right to Work checks for schools are a statutory requirement for all employers in the UK, including maintained schools, academies, free schools, independent schools, and multi-academy trusts.
Under KCSIE 2025, schools must also record evidence that a Right to Work check has been carried out on the Single Central Record for all members of staff who work in a school environment. This applies regardless of role, seniority, or contract type.
Failing to carry out and record a Right to Work check leaves your school exposed in two ways: to a Home Office civil penalty, and to a safeguarding inspection failure if the gap is identified during an Ofsted or ISI inspection.
Right to Work checks for schools apply to all employees. Unlike some checks on the Single Central Record that vary by role — such as QTS verification for teachers or Section 128 checks for governors — Right to Work applies to everyone who is employed by the school.
This includes:
For supply staff provided through a recruitment agency, the responsibility for carrying out the Right to Work check sits with the agency, not the school. However, schools should obtain written confirmation from the agency that the check has been carried out before the individual begins working on site. This confirmation must also be recorded on your SCR.
Governors and trustees are volunteers rather than employees, so the Right to Work requirements under the Immigration Acts do not strictly apply. However, if a governor or trustee is also a paid employee of the school or trust, the check must be carried out and recorded in their capacity as an employee.
There are two main methods for carrying out a Right to Work check: a manual document check, or an online check via the Home Office checking service. The method you use will depend on the individual's nationality and the documents they are able to provide.
For British and Irish nationals, and for those with indefinite leave to remain evidenced by a physical document, a manual Right to Work check is the standard method. The process is:
The online checking service must be used for anyone whose immigration status is held digitally — which now covers the vast majority of non-UK and non-Irish nationals. This includes those with an eVisa, settled or pre-settled status under the EU Settlement Scheme, a Frontier Worker Permit, or status previously evidenced by a Biometric Residence Permit (BRP) or Biometric Residence Card (BRC).
It is important to note that physical BRPs and BRCs are no longer valid proof of right to work. These cards were phased out as the UK moved to a digital eVisa system, and you should not accept a physical BRP even if the card itself has not visibly expired. Instead, the individual must generate a share code through their UK Visas and Immigration (UKVI) account, which you then verify online. Accepting an expired or physical BRP will not give you a statutory excuse against a civil penalty.
The Home Office online Right to Work checking service allows employers to verify an individual's status in real time. The employee generates a share code through their UK Visas and Immigration account, which the employer then enters alongside the employee's date of birth on the checking service.
The result confirms whether the individual has the right to work, and if so, for how long. You must:
Where an individual has a time-limited right to work — for example, a member of staff on a visa — you must carry out a repeat Right to Work check before their permission expires. Failing to do this removes the statutory excuse that protects the school from a civil penalty if the individual is later found to be working illegally.
Setting a reminder for repeat checks is a key reason why purpose-built SCR software is more reliable than a spreadsheet for managing Right to Work compliance.
KCSIE 2025 requires schools to record confirmation that a Right to Work check has been carried out on the Single Central Record for all staff. The entry must show:
It is not sufficient to simply tick a box. Inspectors will look for evidence that the check was conducted before the individual began work, not retrospectively. If you are using a digital SCR system, the date should be logged at the point the check is completed. If you are using a spreadsheet, ensure the date reflects when the check actually took place — not when it was entered into the record.
Right to Work checks and identity checks are separate requirements on the SCR. Many schools conflate the two. An identity check confirms who someone is; a Right to Work check confirms they are permitted to work in the UK. Both must be recorded independently on the SCR, even if the same document (such as a passport) was used to satisfy both requirements.
Right to Work checks are straightforward in principle, but schools consistently make the same errors. Here are the most common gaps identified during Ofsted inspections:
❌ Not carrying out the check before the start date
The Right to Work check must be completed before employment begins. Carrying it out on day one, or after the employee has started, removes your statutory protection.
❌ Accepting copies instead of originals
Manual document checks must be carried out on original documents. Scanned or photocopied documents do not provide a statutory excuse against a civil penalty.
❌ Accepting a physical BRP or passport for digital-status holders
Anyone whose status is held digitally — including EU Settlement Scheme and former BRP holders — must prove their right to work via an online share code. A physical BRP is no longer valid evidence, and a passport alone is not sufficient.
❌ Not recording the check on the SCR
Completing the check but failing to log it on the SCR is one of the most common inspection failures. No record means no evidence — and no evidence means no statutory protection.
❌ Forgetting repeat checks for time-limited right to work
If a member of staff is on a visa, the right to work expires. Schools must carry out a repeat check before that expiry date and record it on the SCR.
❌ Assuming agency confirmation is not needed on the SCR
For supply staff, written confirmation from the agency that they have completed the Right to Work check must be obtained and recorded. Verbal assurance is not sufficient.
Managing Right to Work checks across a school — and keeping them accurately recorded on the SCR — is significantly easier with a purpose-built system. OnlineSCR is designed specifically for schools and MATs, giving you a clear, auditable record of every check for every member of staff.
With OnlineSCR you can:
If your SCR is currently held in a spreadsheet, Right to Work is one of the areas most likely to contain gaps or inconsistencies. A dedicated system removes that risk and gives your safeguarding lead confidence that every entry is complete.
Keep your Single Central Record inspection-ready
OnlineSCR helps schools manage Right to Work checks, DBS records, and every KCSIE requirement in one place.
Find out moreYour Single Central Record is one of the most important documents in your school. It is the first thing Ofsted asks to see when they arrive — and in most inspections, it is reviewed within the first twenty minutes.
Get it right and your inspection gets off to a confident start. Get it wrong and you are immediately on the back foot, explaining gaps to an inspector before you have had the chance to demonstrate everything else your school does well.
This guide covers everything schools, academies and multi-academy trusts need to know about the Single Central Record — what it is, what must be in it, who it applies to, and how to make sure it is always inspection-ready. It is written in line with Keeping Children Safe in Education from 1 September 2025, the current statutory safeguarding guidance for schools and colleges in England.
Table of Contents
A Single Central Record (SCR) is a statutory document that all schools, academies and colleges in England are legally required to maintain. It is a centralised log of the pre-employment checks carried out on all staff and volunteers who work at the school.
The requirement comes directly from Keeping Children Safe in Education (KCSIE). As set out in paragraph 273 of KCSIE September 2025: "Schools and colleges must maintain a single central record of pre-appointment checks, referred to in the Regulations as 'the register' and more commonly known as 'the single central record'."
The SCR does not hold copies of documents or certificates. It is a record that confirms checks have been carried out and the date each check was completed. The actual evidence — DBS certificates, right to work documents, qualification confirmations — is held separately on personnel files.
The purpose of the SCR is straightforward: it gives inspectors, auditors and school leaders a clear, immediate view of whether every person working with children at the school has been appropriately checked.
↑ Back to topParagraph 274 of KCSIE September 2025 sets out exactly who must be included in the SCR:
All teachers employed by the school, including those on salaried training routes. Supply teachers employed directly by the school must be included. Where supply teachers are employed through an agency, the school must obtain and record written confirmation that the agency has carried out the required checks.
All support staff working at the school must be included in the SCR, regardless of role. This includes teaching assistants, administrative staff, lunchtime supervisors and any other employed staff.
KCSIE (paragraph 310) states that schools should undertake a written risk assessment and use professional judgement when deciding what checks are required for volunteers. Where a volunteer is working in regulated activity — unsupervised and regularly teaching or looking after children — an enhanced DBS check including children's barred list information must be obtained. Details of checks made on volunteers may be recorded in the SCR under non-statutory information (paragraph 278).
Governors in maintained schools are required to have an enhanced DBS check (paragraph 317). Importantly, governance is not classified as regulated activity, so governors do not need a children's barred list check unless they also engage in regulated activity at the school. Schools should also carry out a section 128 check for governors (paragraph 319), though this is not required to be recorded on the SCR — it can be if the school chooses.
Contractors engaging in regulated activity require an enhanced DBS check including children's barred list information. Contractors with regular contact with children but not in regulated activity require an enhanced DBS without barred list. The school must ensure appropriate checks have been obtained and should record this in the SCR. Under no circumstances should a contractor on whom no checks have been obtained be allowed to work unsupervised or engage in regulated activity with children (paragraph 297).
Where trainee teachers are on a salaried route, the school must ensure all necessary checks are carried out and they must be included in the SCR. Where trainee teachers are fee-funded, it is the responsibility of the initial teacher training provider to carry out checks. Schools should obtain written confirmation from the provider. Importantly, there is no requirement for the school to record fee-funded trainees on the SCR (paragraph 302), though schools may choose to do so under non-statutory information.
↑ Back to topParagraph 276 of KCSIE September 2025 sets out the minimum information that must be recorded. The SCR must indicate whether the following checks have been carried out and the date on which each was completed:
Additionally, paragraph 278 sets out non-statutory information schools and colleges are free to record — including checks made on volunteers, checks made on governors, dates on which safeguarding and safer recruitment training was undertaken, and the name of the person who carried out each check.
It is important to note that paragraph 277 states: "The details of an individual should be removed from the single central record once they no longer work at the school or college."
↑ Back to topThe checks required vary depending on the individual's role and whether they are engaging in regulated activity. The following is based on the requirements set out in KCSIE September 2025.
* Governance is not regulated activity. Governors in maintained schools require an enhanced DBS check but not a children's barred list check, unless they also engage in regulated activity at the school (KCSIE para 318). Section 128 checks for governors are required but need not be recorded on the SCR (para 319).
* Section 128 checks apply where an individual is taking up a management position in an independent school, academy or free school (para 261). This includes headteachers, deputy/assistant headteachers, governors and trustees. It does not apply to maintained school staff unless they are also in a management role at an independent school, academy or free school. Where applicable, it must be recorded on the SCR for independent schools and academies, but not for maintained school governors (para 319).
For agency and third-party supply staff, schools must record whether written confirmation has been received that the employment business has carried out the relevant checks and obtained appropriate certificates, and the date this confirmation was received (para 275).
↑ Back to topParagraph 237 of KCSIE September 2025 is clear: "All offers of appointment should be conditional until satisfactory completion of the mandatory pre-employment checks." Most checks must be completed before the individual takes up their post.
KCSIE paragraph 252 permits schools to allow an individual to start work in regulated activity before the DBS certificate is available, provided that a separate children's barred list check has been carried out and the individual is appropriately supervised. The DBS certificate must then be obtained and recorded as soon as practicable.
Paragraph 253 is very specific about when a separate barred list check must be used — only where:
Paragraph 238 states there is no requirement for a school to obtain a new enhanced DBS certificate if the applicant has worked in a school in England in a post with regular contact with children which ended not more than three months before their appointment. All other relevant pre-appointment checks must still be carried out.
Paragraph 348 sets out the circumstances in which existing staff should be treated as new and all checks repeated. This includes where:
Schools and colleges can use the DBS Update Service to carry out online status checks to confirm whether any new information has been added to an existing certificate. Before using the service, the school must obtain consent, confirm the certificate matches the individual's identity, examine the original certificate, and confirm the level of check is appropriate (paragraphs 254-256).
↑ Back to topParagraph 280 of KCSIE September 2025 sets out the specific requirement for MATs: "MATs must maintain the single central record detailing checks carried out in each academy within the MAT. Whilst there is no requirement for the MAT to maintain an individual record for each academy, the information should be recorded in such a way that allows for details for each individual academy to be provided separately, and without delay, to those entitled to inspect that information, including by inspectors."
This means that in practice, whilst a single unified record across all schools is permissible, the system must be capable of producing a clear, immediate view of each individual school's compliance. If Ofsted arrives at one school in the trust, that school's records must be available without delay — not dependent on accessing a central system that requires sorting through the whole trust's data.
For academies and free schools, all members and trustees of the academy trust must be included in the SCR (paragraph 274). Enhanced DBS checks are required. As governance is not regulated activity, children's barred list information is not required unless the individual also engages in regulated activity.
Where a member of staff works across more than one academy in the trust, their checks must be accessible in relation to each school they work at. This is a common source of gaps in MAT SCRs — staff are checked at their primary school but their record is not accessible at secondary schools where they also work.
OnlineSCR's trust-level dashboard gives MAT leaders a single view across all schools — with the ability to drill down to individual academy level instantly. Visit onlinescr.co.uk/features for more information.
↑ Back to topThe SCR is one of the first documents Ofsted asks to see at the start of an inspection. Inspectors will cross-reference the SCR against the current staff list and look for the following:
Every applicable member of staff must have every required check recorded. A single missing check for a single member of staff is a gap. Anyone on the staff list but missing from the SCR, or with incomplete records, will be identified immediately.
The information recorded must be accurate and correctly categorised. The type of DBS check must be recorded correctly — enhanced with barred list for regulated activity. Prohibition checks must be recorded separately from QTS verification. Dates must be correct.
KCSIE paragraph 279 confirms the SCR can be held in paper or electronic form, but in either case it must be immediately available when requested. If it takes more than a few minutes to locate and present, that itself raises concern.
The SCR must be kept up to date. New starters must be added before they begin work. Where checks have been refreshed or updated, the SCR must reflect current information.
"The inspectors were very impressed with the clarity and accuracy of the system and commented that it was the best SCR they had seen. This ensured that our inspection got off to a great start and filled our Senior Leadership Team with much confidence for the rest of the inspection."
Lynn Rumble — HR & Operations ManagerAldwickbury School, Hertfordshire
In our experience working with thousands of schools since 2018, these are the most common SCR mistakes we see — and the ones most likely to be identified during an Ofsted inspection or external safeguarding audit.
A DBS check confirms criminal record history only. It does not cover QTS verification, prohibition status, right to work or identity. Each check is a separate, standalone requirement. Schools that assume a clear DBS means all pre-employment checks are done are leaving significant gaps in their SCR.
Prohibition from teaching checks must be completed for all teaching staff and recorded in the SCR. This is separate from QTS verification. Both must be present, both must be dated, and both must be clearly identified in the record.
Governor DBS checks are frequently missing or out of date. Remember that governors require an enhanced DBS check but not a children's barred list check unless they also engage in regulated activity. Section 128 checks are also required for governors, though these need not be recorded on the SCR itself.
Where supply teachers or contractors are employed through agencies, the school must obtain and record written confirmation that the agency has carried out all required checks. Simply knowing that an agency has done the checks is not sufficient — the written confirmation and date received must be in the SCR.
KCSIE September 2025 is explicit — agency and third-party supply staff must be included in the SCR even if they work for only one day (paragraph 274). This is one of the most commonly overlooked requirements.
Paragraph 277 of KCSIE states clearly that the details of an individual should be removed from the SCR once they no longer work at the school. Leaving former staff on the record creates confusion and makes the SCR harder to review accurately during an inspection.
Where a staff member has lived or worked outside the UK, additional checks are required under paragraph 285 of KCSIE. This is one of the most overlooked requirements, particularly in schools with internationally recruited staff.
"It provides us with clarity and consistency, while the simple interface makes it easy to identify any missing information at both school and Trust level. It has also stood up to the scrutiny of external safeguarding audits and Ofsted inspections."
Sharon Little — Operations ManagerOak Academies Trust, Leicestershire
Many schools still manage their Single Central Record on a spreadsheet. It is familiar, free, and can technically record the required information. But the risks are significant.
Spreadsheets have no automatic gap identification. If a check is missing, the spreadsheet does not tell you — you must manually review every row and every column. They are vulnerable to human error, have no audit trail, and if a file is lost, corrupted or saved over, the record may be unrecoverable.
Purpose-built SCR software automatically flags missing or incomplete checks, maintains a clear and structured record, provides an audit trail, and is always immediately accessible. When Ofsted arrives, the record is ready — not hidden in a shared drive.
"It is much easier to use than our previous Excel system, and we can now identify missing information with ease, and ensure we remain compliant at all times. We have recently undergone and passed a full compliance inspection of our HR records."
Susan Allibone — HR Manager
OnlineSCR has been purpose-built for schools, academies and multi-academy trusts since 2018. It replaces spreadsheets and manual processes with a clear, structured platform that keeps your Single Central Record complete, accurate and always accessible.
| Automatic gap identification Missing or incomplete checks are flagged automatically. You always know exactly where your SCR stands before the inspector arrives. | DBS check ordering Order DBS checks directly from within the platform. Results record automatically against the correct staff member in your SCR. |
| QTS and prohibition checks Order QTS verification and prohibition from teaching checks at the click of a button via Check a Teacher's Record. Results feed straight into your SCR. | Social media checks Order social media checks as a standalone check or as part of your pre-employment process. Results recorded automatically in the SCR. |
| Multi-school and trust visibility MAT users can view compliance across all schools in one dashboard, with the ability to provide individual academy records separately and without delay — exactly as required under KCSIE paragraph 280. | Free telephone support Every subscription includes free ongoing telephone support. Call us on 0151 606 5101 and speak to a real person — no chatbots, no tickets. |
| Free ongoing training As your team changes and KCSIE is updated, we ensure every user is fully trained. No extra cost, ever. | Cloud-based and always accessible Access your SCR from any device, anywhere. Immediately accessible when an inspector arrives — no searching, no delays. |
See why thousands of schools trust OnlineSCR — book your free demo today.
Book a Free DemoDoes the SCR apply to academies and free schools?
Yes. KCSIE September 2025 applies to all schools and colleges in England including maintained schools, academies, free schools, non-maintained special schools and independent schools. All must maintain a Single Central Record.
Can the SCR be held electronically?
Yes. Paragraph 279 of KCSIE September 2025 confirms: "The single central record can be kept in paper or electronic form." The key requirement is that it must be immediately accessible and clearly presented when requested.
How long should copies of DBS certificates be kept?
Paragraph 282 of KCSIE is clear: where a school chooses to retain a copy of a DBS certificate, it should not be kept for longer than six months. Schools do not have to keep copies of DBS certificates to fulfil the duty of maintaining the SCR — they need only record that vetting was carried out, the result and the recruitment decision taken.
What happens if a check is missing when Ofsted arrives?
A missing check is a safeguarding concern. Depending on the number of gaps and the wider context of the inspection, missing checks can affect judgements on leadership and management and on the overall effectiveness of safeguarding arrangements. In serious cases, safeguarding can become a limiting judgement.
Do fee-funded trainee teachers need to be on the SCR?
No. Paragraph 302 of KCSIE September 2025 is explicit: "There is no requirement for the school or college to record details of fee-funded trainees on the single central record." Schools may choose to record this under non-statutory information. Salaried trainees must be included.
Does the SCR need to include agency staff who work for just one day?
Yes. Paragraph 274 of KCSIE September 2025 states that the SCR must cover "agency and third-party supply staff, even if they work for one day." Written confirmation from the agency that checks have been carried out, and the date received, must be recorded.
If you're responsible for safer recruitment at your school, you already know that a DBS check is non-negotiable. But there's another check that's equally required under Keeping Children Safe in Education (KCSIE) — and it's one that gets missed far more often.
The QTS check. And unlike a DBS check, it's not confirming criminal history. It's confirming something entirely different: that the person standing in front of your pupils has actually achieved the teaching standards required to do the job.
In this guide, we'll cover exactly what a QTS check is, who needs one, why it's a legal requirement, and how to make sure it's recorded correctly in your Single Central Record.
A QTS check verifies whether an individual holds Qualified Teacher Status — the professional qualification required to teach in maintained schools and many other state-funded schools in England.
Qualified Teacher Status is awarded by the Teaching Regulation Agency (TRA), the government body responsible for the regulation of the teaching profession. A QTS check confirms, via the TRA, that the individual has successfully completed an approved teacher training programme and met the required Teachers' Standards.
It's worth being clear about what a QTS check is not:
Each of these is a separate, standalone requirement. A QTS check confirms one specific thing: that the individual is a qualified teacher.
The requirement to verify Qualified Teacher Status comes from Keeping Children Safe in Education (KCSIE), the statutory safeguarding guidance that all schools and colleges in England must follow.
KCSIE sets out the pre-employment checks that must be completed and recorded before a new member of staff begins work. For fully qualified teaching staff, verifying QTS is among those required checks, and the result must be recorded in the school's Single Central Record. The timing of when this check must be in place can vary depending on the individual's situation — for example, a trainee teacher working towards QTS is treated differently to a fully qualified teacher — so schools should refer to the current version of KCSIE for guidance relevant to their specific circumstances.
Failing to complete and record a QTS check is not just an administrative oversight — it's a safeguarding gap. When Ofsted arrives for an inspection, the SCR is typically one of the first documents reviewed. A missing QTS check will be identified, and the conversation that follows won't be straightforward.
A QTS check is required for all teachers employed in:
Since September 2012, academies and free schools have been required to employ teachers who hold QTS (or are working towards it). QTS is a mandatory requirement across state-funded schools in England. Schools should refer to the most current version of KCSIE and DfE guidance to confirm requirements for their specific setting, as statutory guidance is updated regularly.
There are some limited exceptions — for example, certain subject specialists or instructors in specific roles may not be required to hold QTS. However, for the vast majority of classroom teachers in state-funded schools, QTS verification is a mandatory pre-employment check.
This is where many schools run into confusion — and it's important to get right.
A QTS check confirms the individual has achieved Qualified Teacher Status. It answers the question: has this person qualified as a teacher?
A prohibition check (also called a teacher prohibition order check) confirms whether the individual has been prohibited from teaching by the Secretary of State. It answers the question: has this person been banned from the classroom?
Both checks are required under KCSIE. Both must be recorded in the Single Central Record. But they are completely different checks, run separately, confirming entirely different things about the individual.
A DBS check will not show you either of these. Assuming that a clear DBS certificate covers your QTS or prohibition obligations is one of the most common safer recruitment mistakes schools make — and one of the most consequential.
QTS checks are carried out via the Teaching Regulation Agency (TRA). The TRA maintains the database of teachers who hold QTS, and schools can check an individual's status through the TRA's Check a Teacher's Record service.
The process involves:
It's also worth noting that a QTS check via the TRA's Check a Teacher's Record service will simultaneously allow you to check for teacher prohibition orders, making it efficient to complete multiple required checks in one place.
With OnlineSCR, QTS and prohibition checks can be ordered directly from within the platform. Results are automatically recorded into your SCR, removing the need for manual data entry and reducing the risk of gaps at the point of inspection.
Once a QTS check has been completed, the outcome must be recorded in your school's Single Central Record. The SCR is the central log of all pre-employment checks carried out on staff and volunteers, and it's the document Ofsted uses to assess the rigour of a school's safer recruitment process.
The SCR must show, for each applicable member of staff:
The record should be kept up to date and be immediately accessible at the point of inspection. Inspectors expect to be able to cross-reference the SCR against the staff list and confirm that all required checks have been completed for every applicable individual.
A common mistake is completing the check but failing to record it correctly — or recording it in a separate document rather than within the SCR itself. Both will be flagged during an Ofsted inspection.
If a QTS check is missing from the SCR at the time of an Ofsted inspection, the school will need to explain why. In most cases, the explanation is not deliberate non-compliance — it's confusion about which checks are required, or an assumption that another check covered the requirement.
Regardless of the reason, a missing check is a safeguarding concern. Depending on the number of gaps and the wider context of the inspection, it can affect judgements on leadership and management, and on the overall effectiveness of the school's safeguarding arrangements.
The good news is that this is entirely preventable. A robust pre-employment checklist, a well-maintained SCR, and a platform that prompts and records checks at the right time means these gaps simply don't happen.
A newly qualified teacher who has recently completed their training and been awarded QTS will appear on the TRA's records. Their QTS check should still be carried out in the same way as for any other teacher — confirmation of QTS status must be on record before they begin work.
For teachers who trained overseas or hold equivalent qualifications, the requirements differ. Schools employing teachers with overseas qualifications should check the relevant DfE guidance and, where applicable, verify that the individual has been granted QTS by the TRA (as overseas-trained teachers can apply for QTS recognition through the QTS application process).
No. A DBS check confirms criminal record history only. It says nothing about professional qualifications or teaching status. QTS verification must be carried out separately via the TRA's Check a Teacher's Record service.
Yes. If a supply teacher is employed directly by the school, QTS verification is required. If the teacher is employed through an agency, the agency is responsible for carrying out and providing evidence of the check — but the school must obtain written confirmation and record it in the SCR.
QTS checks via the TRA are typically quick — results can often be obtained in real time through the Check a Teacher's Record service. With OnlineSCR, the result is automatically logged in your SCR as soon as it's returned.
If a candidate does not hold QTS and the role requires it, they cannot be appointed. If the role does not require QTS (for example, an unqualified teacher or instructor role), this should be clearly defined, and the appropriate checks and records for that role type should be followed as per KCSIE guidance.
KCSIE guidance focuses on pre-employment checks, and QTS is awarded permanently once granted — it doesn't expire. However, your SCR should reflect the check that was carried out at the time of appointment. If a record is missing for an existing member of staff, it's advisable to carry out the check retrospectively and update the SCR accordingly.
Managing QTS checks manually — logging into the TRA service, recording outcomes, updating the SCR — takes time and creates opportunities for human error. When you're managing checks for multiple new starters across a busy term, the risk of something being missed increases significantly.
OnlineSCR integrates QTS and prohibition checks directly into the safer recruitment workflow. From within the platform, you can order checks at the click of a button, and results are automatically recorded in the SCR against the correct staff record. No manual entry. No separate spreadsheets. No gaps.
When Ofsted arrives and asks to see your Single Central Record, every check is there — dated, confirmed, and clearly recorded.
See how OnlineSCR helps schools stay compliant and inspection-ready — with QTS checks, prohibition checks, and your entire SCR in one place.
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Social media safeguarding in schools is now a central safeguarding priority. While platforms help schools celebrate achievements and communicate with parents, they also introduce serious compliance and reputational risks if not properly managed.
Under Keeping Children Safe in Education (KCSIE), schools have a legal duty to safeguard pupils — including managing online behaviour, digital professionalism, and recruitment risks.
This guide explains the key risks, policy requirements, recruitment checks, and practical steps schools should take in 2026.
Schools must recognise the following high-risk areas:
These risks align with safer recruitment expectations outlined in our guide to Social Media Checks for Schools under KCSIE.
An effective social media safeguarding in schools policy should include:
Schools should align policies with Ofsted’s Education Inspection Framework, where safeguarding is a limiting judgement.
Safer recruitment now includes proportionate online checks of shortlisted candidates.
Best practice includes:
Schools can strengthen compliance using structured systems like adverse media checks integrated into safeguarding oversight.
Turning policy into practice requires structure:
Schools operating across multiple sites should ensure consistency, particularly within multi-academy trusts, where central oversight is essential.
Social media safeguarding in schools is no longer optional — it is a core safeguarding responsibility. Without structured policies, recruitment checks, and monitoring processes, schools increase inspection and reputational risk.
By implementing clear standards, maintaining audit-ready documentation, and integrating checks within the SCR, schools can protect pupils, staff, and their reputation while remaining compliant with national safeguarding guidance.
Next Steps:
Review your school’s social media safeguarding processes today. OnlineSCR helps schools integrate recruitment checks, monitoring, and safeguarding oversight into a single compliance-ready system.
