EastEnders’ recruitment gaffe could land Mel in Barney Rubble

Recruiters have been urged not to be like EastEnders’ Mel Owen and carry out the necessary criminal record and reference checks on new recruits or face a spell in the shovel and pick (nick).

Monday’s edition of the popular BBC soap featured a scene in which manager of nightclub e20 – Mel Owen – offers Albert Square local Kush Kazemi a job as a doorman after he managed to successfully answer a question about which dress she would wear that evening. 

The Daily Express reports the show subsequently came under fire from eagle-eyed viewers, who slammed Owen for ignoring licensing laws by employing a doorman without background checks or training accreditations.

Commenting on Owen’s recruitment error, Jacqueline McDermott, consultant solicitor at law firm Keystone Law, told Recruiter: “To work as a doorman you have to be licensed by the Security Industry Authority, which reports to the Home Office. You have to pass criminal record checks, undertake training and obtain a recognised level of qualification.

“To work as a doorman without a licence is an offence, which can result in a fine (potentially unlimited) and/or up to six months’ imprisonment. To employ an unlicensed doorman is also an offence and the same penalties apply. It would appear that Mel was a little bit reckless!”

Jasmine Chadha, a solicitor in the employment team at law firm Royds Withy King, agrees, adding compulsory licensing of bouncers is required by the Private Security Industry Act 2001, which demonstrates that they are qualified and have training to do the job.

“For example, a frontline licence is required for bouncers who work at public venues where alcohol and regulated entertainment is provided, such as bars, pubs and clubs. If they fall foul of the rules, bouncers may receive a written warning from the Security Industry Authority, their licence can be suspended or revoked, and in serious cases, they may face criminal prosecution for contravening licence conditions.

“Given the risk of alcohol related trouble at such venues, it is important that recruiters carry out checks on the staff they supply to ensure they are licensed, have relevant documents such as the licence number and check references to confirm the bouncers have relevant experience, and finally that their licence has not been suspended or revoked.”

Jay Bhayani, solicitor & managing director at law firm Bhayani Law, says it is really important for recruiters to take up references and make any offer subject to references.

She told Recruiter: “Get verbal references because sometimes you can ask for more than somebody is willing to put in writing and also you can make the job offer subject to references and checks so that from an employment law perspective you’ve got the right to withdraw that offer without penalty to the employer if the references don’t come up to scratch or if something is disclosed during that vetting process, which the candidate hasn’t told you at the time of the interview.”

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