BPSS Clearance: A Smarter Approach to Background Screening

How to Support Mental Health in Critical Infrastructure Jobs

Every time a train leaves a station, a reactor stays stable, or the lights come on in your home, there’s someone behind the scenes carrying that responsibility. Rail, nuclear, energy, and utilities don’t run on systems alone – they run on people. But the reality is that those who keep the lights on for millions often run the risk of burning out themselves. And it’s not a marginal issue. According to the Burnout Report 2025, 91% of UK adults experienced high or extreme stress over the past year, with one in three saying they felt that way “often” or “always.” In critical infrastructure, where the pressure is magnified by safety and responsibility, the impact can be even greater. So, how do we better support the wellbeing of those working in some of the UK’s most demanding, safety-critical roles? The hidden weight of responsibility Take energy and utilities for example. It’s 3am and there’s a shift team working against the clock to restore power to thousands of homes after a sudden outage. For them, there’s no margin for error. And power’s restored before most of us even realise it failed. Across the critical infrastructure sectors, many professionals face similar realities: Shift fatigue – poorly designed shift work in terms of timing, duration, breaks, and rotation leads to worsening fatigue when left unchecked, which is associated with stress, errors, and health risks. High-stakes environments – nuclear and energy roles operate under “zero-error expectations”, where even small oversights can carry serious consequences. Isolation – remote sites and small operational teams can leave workers cut off from daily support networks. The weight of purpose – knowing that mistakes don’t just affect your team but entire communities. According to the RSSB’s latest report on rail’s mental health trends, mental health consistently ranks among the top five reasons for sickness and occupational health absences. Towards a Healthier Workforce Encouragingly, positive shifts are happening: Rail - The Railway Mental Health Charter relaunched in 2024, is helping operators build structured wellbeing programmes. Utilities - organisations such as Wales & West Utilities now include fatigue risk assessments in their HSE policies. Energy - in 2025, Energy UK strengthened support for its Mental Health First Aiders, embedding wellbeing into workforce practices. At an individual level, even small changes matter: Micro-recoveries – a few minutes between tasks to reset can reduce stress build-up when longer breaks aren't possible. Buddy systems – regular check-ins with colleagues to reduce isolation and spot early warning signs. Reframing support – viewing professional help not as weakness, but as performance maintenance. For professionals in these critical infrastructure sectors, wellbeing can’t be an afterthought. It needs to be part of your working environment. Built into how shifts are managed, how teams support each other, and how leaders value their people. People are priceless This belief shapes how we look after our teams, as well as the candidates and clients we support. That’s why wellbeing is something we embed into our daily work. Our trained Mental Health First Aiders are always available to provide confidential support, advice, and guidance, because when we care for our people, they’re better equipped to care for you too. Recruitment, for us, is about connecting you with organisations where you can thrive both professionally and personally in the right working environment. It's not just matching skills to vacancies. Because in safety-critical sectors, your health isn’t just personal; it’s what makes long, sustainable careers possible.

From Yellow Pages to Digital ID: the Future of Screening

From Yellow Pages packs to digital-first Step into the office of a background screener in 2014 and you’d see a very different world. Printers churning non-stop, fax machines whirring, and stacks of paper files piled high on desks. “When I started, the screening packs were as thick as the Yellow Pages,” recalls Phil Bell, Candidate Services Team Leader at Rullion. “Printers were constantly running, scanners were working overtime, and every single page had to be put in the right order for approval. Then you’d have to scan the whole lot again, convert it into a PDF, and email it across. And still keep the hard copies in case of audit.” It was slow and manual labour. Fast forward a decade, and most pre-employment screening journeys are now completed digitally through secure portals. But as Phil suggests, just because you can automate, doesn’t always mean you should. Why not everything should be automated Automation has streamlined many tasks in background screening services, but over-reliance can backfire. For tasks like Right to Work checks and DBS checks, automation speeds things up. But when it comes to employment reference checks, removing people from the process often slows things down instead of speeding them up. “Sometimes a phone call is better than another email,” Phil says. “If I call a referee, I can explain what we need, answer their questions, and build a connection. A single conversation can cut through weeks of delay.” The lesson? Automation should support, not replace, human judgement. Referees and candidates value clarity and reassurance, and that’s not something a chaser email can deliver. The promise of rapid employment verification One that stands out for him is rapid employment verification: a tool that connects directly to HMRC, payroll, and open banking records (with candidate consent). “Instead of spending weeks chasing down referees, the system can instantly verify where someone has worked and for how long,” Phil explains. “That cuts out admin, reduces errors, and gets candidates cleared much quicker.” The benefits are clear: Faster onboarding for clients in time-critical projects. Less frustration for candidates who just want to start work. Efficiency gains for screening teams, freeing up time to focus on problem cases. But Phil is also realistic about the challenges. Consent will always be critical, candidates must feel comfortable with how their data is being used, and clients need to be ready to embrace the technology. Until both sides are confident, adoption will remain limited. Still, as improvements are rolled out, Phil believes rapid verification has the potential to transform how employment reference checks are managed, cutting down on delays and eliminating much of the manual chasing that slows the process today. This echoes what we’ve seen first-hand on major projects like Hinkley Point C where speed and compliance must go hand in hand. Read more in How Rullion Delivers Screening Success at Hinkley Point C. Smarter, not colder: the role of AI Phil also sees a clear role for artificial intelligence in pre-employment screening. For him, it’s not about replacing people but about making processes more reliable. At present, portals depend on candidates entering every detail correctly - but even something as small as a mistyped referee email address can cause the whole process to grind to a halt. This is where AI could add real value. Smart systems could flag incorrect information at the point of entry, ask intelligent follow-up questions, or even validate data against public sources. By catching errors early, the process becomes smoother for candidates, referees, and clients alike. Phil sums it up: “AI won’t replace advisors, but it can help us eliminate mistakes earlier and get people cleared faster. It’s about making the process smarter, not colder.” From science fiction to reality: digital ID When asked whether screening could ever become instantaneous, with each person carrying a unique identifier, like a cryptocurrency token - Phil admits it once felt like science fiction. Yet within a short amount of time of this interview, the UK Government announced its plans for digital ID cards, bringing the concept closer to reality. Across Europe, adoption is already well underway: Estonia’s e-ID has been in place for nearly 20 years, saving citizens an average of five working days each year, while Denmark’s MitID is now used by over 90% of the population. The EU has also committed to launching a Digital Identity Wallet by 2026, giving all citizens a secure, standardised way to prove who they are. He reflects: “Every worker already has a National Insurance number, and government gateways already give access to some records. So, a seamless digital ID isn’t as far-fetched as it sounds.” These global examples show that the debate is no longer about whether digital ID will arrive, but how it will be implemented and trusted. Linking records into a universal digital identity system could drastically reduce the time and effort involved in screening. Done well, it would give candidates more control over their information and employers greater confidence in its accuracy. Action points for employers Phil’s reflections don’t just highlight how far the industry has come, they also point to practical steps organisations can take now: Audit your processes: Identify where automation helps and where it hinders. For tasks like Right to Work checks and DBS checks, automation saves time; for references, human contact may still be best. Prepare for rapid verification: Start conversations with candidates about consent and data-sharing, so you’re ready to adopt new tools quickly. Invest in data quality: Choose systems that help catch errors early and reduce reliance on manual corrections. Keep the human touch: Balance is key. A process that relies entirely on automation risks losing candidates, but too much manual intervention creates delays. Getting this mix right is what keeps projects moving. Why balance wins Phil’s perspective is clear: the future of screening isn’t about choosing between people and technology but combining both. Tools like rapid employment verification and AI will undoubtedly shape the industry, but they work best when paired with real advisors who understand the needs of candidates and clients. “At the end of the day, candidates just want to get cleared quickly so they can start work. Clients want the same: people on site as soon as possible,” he says. “By blending technology with genuine human support, we can deliver speed, compliance, and a better experience for everyone.” It’s this combination, smart automation with real human guidance, that defines Rullion’s approach to background screening services. It means clients in critical infrastructure sectors like nuclear, transport and rail, and utilities can get the best of both worlds: the speed of automation with the reassurance of people who care.

UK nuclear careers: What you need to know

The nuclear industry is one of the UK’s most important sectors, powering around 15% of the country’s electricity in 2024, and supporting its journey to net zero. For jobseekers, UK nuclear careers offer the chance to work with cutting-edge technology, contribute to national critical infrastructure, and develop skills that will remain in demand for decades to come. That combination brings strong job stability and long-term career prospects. Here’s a closer look at the opportunities and realities of what it’s really like to work on a nuclear site. Is nuclear a good industry to work in? Yes. The nuclear industry is expanding, fuelled by major infrastructure projects like Hinkley Point C and Sizewell C, and backed by long-term government commitment. Unlike sectors where demand fluctuates, nuclear is set to generate 25% of UK electricity by 2050, becoming a cornerstone of the UK’s long-term energy strategy. This translates into thousands of new jobs and reliable, long-term career prospects. Is a career in nuclear right for you? There are opportunities for those with STEM backgrounds, but also roles for people in trades, IT, project management, and compliance. A career in nuclear engineering isn’t the only route in; there’s space for a variety of skills. A career in nuclear offers: Variety – from operating reactors to IT, cyber, and compliance. Progression – apprentices can progress to technician, engineer, and site manager roles. Competitive pay – the average salary for a nuclear engineer is between £45,000 - £52,000, significantly above the UK median of ~£37,430. For some, it’s the technical challenge; for others, it’s the sense of purpose. If you’re curious, adaptable, and committed to safety, nuclear could be a great fit. What jobs are available on a nuclear site? When people think of nuclear jobs, they often picture reactor operators. In reality, nuclear sites operate like small cities, employing thousands of people across different disciplines. These can include: Nuclear engineering jobs – civil, mechanical, electrical, and control and instrumentation engineers. Nuclear operator jobs – such as Control Room Operator or Reactor Operator. Skilled trades – welders, fitters, electricians, and technicians. Safety and compliance roles – e.g. Radiation Protection Technician. IT and cyber specialists – securing critical digital systems. Project managers and planners – coordinating large, complex projects. This variety makes nuclear one of the most diverse career sectors in UK infrastructure. What skills are in demand in the nuclear industry? The UK nuclear sector is expanding rapidly, and employers are actively searching for people with the right mix of technical expertise and transferable skills. If you’re considering a role in the nuclear industry, understanding what skills are in demand can help you focus your training and stand out to employers. According to the Nuclear Industry Association, the UK's nuclear power workforce grew by 35% between 2021 and 2024, reaching 87,000 people. Technical and specialist skills Engineering trades – welders, electrical & mechanical technicians, and fitters – remain in high demand as new plants and small modular reactors (SMRs) progress. Graduates of all levels, BSc, MSc & PhD with degrees in specialist subjects,, including mechanical, electrical, control, and instrumentation engineers, as well as graduates in physics, chemistry, and nuclear engineering. Safety, regulatory, and compliance professionals, including safety case authors, nuclear site licensing professionals, and regulatory compliance professionals. Manufacturing and advanced production professionals, such as materials engineers and precision manufacturers, are high in demand due to being closely linked to SMRs. Software, Systems & Safety Critical Systems Engineers – responsible for ensuring compliance with strict nuclear safety standards (e.g., IEC 60880, IEC 61513). Transferable and soft skills Effective problem-solving and analytical thinking are essential for complex, bespoke projects. Communication and coordination are crucial for multi-disciplinary projects, which require collaboration across engineering, compliance, and regulatory teams. The need for project managers and team leaders is on the rise. Adaptability and continuous learning are crucial in keeping up with new reactor technologies and regulatory changes. Specialist expertise in areas like physics, shielding, and coding can be successfully applied in the nuclear sector, with professionals often transitioning from industries such as healthcare, rail, or aerospace. Professionals with backgrounds in Electrical, Mechanical, or Instrumentation & Control (I&C) can transfer their expertise from sectors such as oil and gas or aviation, where the skills gained in monitoring and control systems can be closely aligned with those required in nuclear plant operations. What qualifications do you need to work on a nuclear site? Entry requirements depend on the role. Many employers offer apprenticeships, graduate schemes, or vocational training, making nuclear accessible beyond the traditional degree path. Apprenticeships & Graduate Schemes – for trades and technical roles, e.g., EDF’s programmes at Hinkley Point and the NDA Graduate Schemes Work & Learn Graduate Schemes – for trades such as Project Management, Project Controls and Engineering, these are offered by leading nuclear companies such as BAE Systems, AtkinsRealis, and EDF, where you will spend 50% of your time on the job learning and 50% at university. Degrees of all levels, BSc, MSc or PhD, especially those in engineering, physics, or maths, are highly valued. Vocational training – for safety and maintenance roles. Most roles also require mandatory training in radiological safety, emergency preparedness, and health and safety to ensure every worker has the knowledge to keep themselves and others safe. What security checks are needed to work in nuclear? Because nuclear is part of the UK’s critical infrastructure, security is strict. All workers must complete screening before starting. The entry-level verification is the Baseline Personnel Security Standard (BPSS), which covers: Identity verification Right to work in the UK Employment history (usually the past three years) Unspent criminal record checks BPSS clearance checks typically take 1–3 weeks if documents are ready. For some roles, higher clearance such as SC (Security Check) or DV (Developed Vetting) is required. The process is structured and straightforward, as long as your documents are in order. If you’re unsure what to expect, working with a recruiter who understands BPSS screening can guide you through the steps and make the process smoother. Are nuclear jobs safe? What are the risks? Nuclear sites are among the most tightly regulated workplaces in the UK. Every task is overseen by strict safety rules, regular inspections, and continuous monitoring. This means risks are identified and managed early, helping to keep the industry’s overall safety performance strong compared to other heavy industries like construction or manufacturing. According to the Office for Nuclear Regulation’s 2024 report, the injury rate in the UK nuclear industry is below the national average for workplace injuries across all sectors. Workers benefit from: Strict safety standards set by the UK Office for Nuclear Regulation. Personal protective equipment (PPE) and regular monitoring. Continuous training and emergency planning. While risks exist, as in any critical infrastructure role, nuclear careers come with strict procedures to manage radiation exposure. Data from the UK Health Security Agency shows that, on average, nuclear power workers receive lower annual radiation doses than many flight crew members. Regulatory oversight closely monitors and keeps nuclear workers' exposure well below legal limits. How to get started in a nuclear career? There are multiple entry points into nuclear careers, depending on your background and career goals. It isn’t just for engineers or scientists; the sector needs people from a wide variety of disciplines. Apprenticeships – a great route for school leavers or those starting a trade, with opportunities in welding, electrical work, fitting, and more. While many graduate schemes target STEM graduates (engineering, physics, chemistry, maths), they also offer opportunities in project management, business, and IT. Early-career and reskilling pathways – the industry offers structured training for people coming in from other roles, Lateral entry – many workers successfully transition from other sectors, such as oil and gas, defence, renewables, and large-scale infrastructure projects. Support functions – nuclear sites also need HR, finance, health and safety, security, and communications professionals. Specialist nuclear recruiters (like us) can connect you with opportunities across the UK’s nuclear sites, guiding you through both the career and security clearance process. View our current UK nuclear jobs. The future of nuclear careers With the recent government approval for Sizewell C, Rolls-Royce's leading the development of Small Modular Reactors (SMRs), and the ongoing progress at Hinkley Point C, the UK nuclear sector is entering a new phase of growth. These projects signal long-term investment in nuclear energy and the creation of thousands of jobs across the next decade as the UK works towards net zero. Whether you’re a recent graduate, an experienced engineer, or someone looking to transfer skills from another industry, there’s a clear pathway into nuclear for you.