Employers should only accept Identity (ID) documents in different names where the candidate can provide supporting documentary evidence of their name change. Examples of documentary evidence include:
- a marriage or civil partnership certificate
- a decree absolute / civil partnership dissolution certificate
- a deed poll certificate
- a recognition certificate
- a statutory declaration
If the candidate cannot provide sufficient proof of their change of name, employers will need to undertake a risk assessment to determine whether or not they should continue to consider that individual for employment. On any such rare occasions, NHS Employers would recommend that the risk assessment should be conducted by a senior member of the Corporate HR team in liaison with the security department.