Common questions about EntryComply, workforce compliance, DBS checks, and inspection preparation.
EntryComply is a managed workforce compliance support service for care providers and childcare settings. We help organise workforce documentation, maintain structured records, support DBS monitoring where agreed, track training renewal dates, and provide structured summaries so providers have clearer oversight.
EntryComply organises workforce documentation and governance records. It does not certify regulatory compliance or guarantee inspection outcomes.
No. EntryComply is a managed service. We help maintain the workforce compliance register, organise workforce documentation, and provide structured summaries so you do not need to manage another system internally.
EntryComply is typically best suited to providers with around 5 to 50 staff, including:
• domiciliary care agencies • supported living providers • residential care homes • nurseries and childcare settings
EntryComply is commonly used by:
• domiciliary care services • supported living providers • residential care homes • children's homes • nurseries and early years settings
These services often need structured workforce documentation but may not have a dedicated compliance administrator.
No. EntryComply helps organise workforce documentation so providers can locate records more quickly when needed. Providers remain responsible for suitability assessments and regulatory compliance decisions.
DBS certificates do not have a statutory expiry date. Providers should still maintain ongoing workforce suitability monitoring, often through DBS Update Service checks or internal review policies.
There is no fixed legal renewal period for DBS checks, but many organisations adopt internal policies such as renewing checks every three years or carrying out regular DBS Update Service status checks.
The DBS Update Service allows employers to check whether a standard or enhanced DBS certificate remains current. With the worker's consent, employers can carry out a status check online. If the status has not changed, a new DBS application is usually not required.
Workers must register themselves with the DBS Update Service within 30 days of their DBS certificate being issued. Employers cannot register on their behalf. If the window is missed, the worker cannot register that certificate and a new DBS application is normally needed before joining the service with a future certificate.
DBS Update Service status checks can only be carried out with the worker's consent. Providers should document that consent and record the outcome of each status check as part of workforce monitoring. They should also make sure they are entitled to the same level and workforce check before carrying out the status check.
In some circumstances a provider may review an existing DBS certificate presented by a worker. However, providers remain responsible for ensuring recruitment checks are appropriate for the role and that workforce suitability monitoring is ongoing. Many organisations choose to request a new DBS check when staff join their service.
If the worker is subscribed to the DBS Update Service, the certificate status can be checked online with the worker's consent.
Most care workers require an Enhanced DBS check. Where the role involves regulated activity with children or vulnerable adults, the check normally includes barred list checks. Employers must determine the correct level of check based on the duties of the role.
Care providers are generally expected to complete checks such as identity verification, right to work in the UK, employment history, references, and DBS checks appropriate to the role before staff begin work.
During inspections, CQC inspectors commonly request workforce documentation such as:
• workforce or staff register • recruitment checks for selected staff members • DBS monitoring records • training records and expiry dates • supervision records • safeguarding training evidence
Providers need to demonstrate workforce governance and suitability monitoring.
Regulation 17 requires providers to maintain systems for monitoring and improving service quality and safety. This includes maintaining accurate records and demonstrating governance oversight.
Regulation 18 requires providers to ensure sufficient numbers of suitably qualified and competent staff are available to meet people's needs. This includes monitoring training records and staff competence.
Regulation 19 requires providers to ensure staff are of good character and suitable for their roles. Recruitment checks usually include identity verification, references, employment history, and DBS checks.
Yes. EntryComply can support workforce documentation for early years providers inspected by Ofsted. This includes staff suitability records, safeguarding documentation, recruitment records, and training evidence.
The statutory requirement for a formal Single Central Record applies to schools and colleges. Early years providers are not legally required to keep an SCR but must maintain records showing that staff suitability checks have been completed. Many nurseries maintain a staff suitability register to organise this information clearly.
Inspectors usually expect evidence that staff have completed relevant training such as safeguarding training and paediatric first aid where required, and that training is kept up to date. Providers should also be able to show how staff knowledge and competence are maintained.
A workforce compliance register is a structured record showing workforce documentation such as:
• staff identity checks • recruitment checks • DBS monitoring records • training completion and expiry dates • supervision and appraisal records
Maintaining a structured register helps providers demonstrate governance oversight.
No. EntryComply is a workforce compliance tracking and documentation management service. We help organise workforce documentation and governance records, but we do not provide regulatory consultancy or certify compliance. Providers remain responsible for safeguarding and regulatory compliance decisions.
If you are unsure what records you already have in place or what may be missing, a short review can help you see the next practical step.
If you want to understand how your workforce documentation is currently organised and what records inspectors commonly request, you can book a short review.