You might have to go through a DBS check if you are looking for a job. Or, if you are an employer recruiting professionals, you may also require a basic or enhanced DBS check. In any of these cases, it is essential to know what is a DBS check for a job, what information is there, and how to request it correctly.
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Let’s start with the fundamental information about DBS checks and their application in the work environment.
A DBS check, which provides such documents, stands for Disclosure and Barring Service. Previously, such documents were given by the Criminal Records Bureau. During that period, people called the CRB checks. Sometimes, you can come across this term still. The independent safeguarding authority became a part of DBS as well.
A DBS certificate is a document that contains a person’s criminal records. Employers need to determine whether a candidate is suitable for the job.
There are four types of DBS checks, namely:
The type of document you can apply to depends on the job you aim for. Employers also need to understand when it is appropriate to ask for such documents.
A basic DBS check is simple and contains information only on unspent convictions and cautions. All job applicants can request it anytime on their initiative. Also, companies or organizations of almost all industries can ask for a previous check from applicants.
Standard or enhanced checks give more information. Thus, they require more consideration. An employer is legally obliged to determine whether the position is eligible for these types of DBS checks.
Usually, a potential employer asks for a DBS check. If you need a basic check, you can request it without any additional explanations. But if you need a standard/enhanced check, you’ll also need an application form from the potential employer.
Advanced checks are crucial for specific kinds of jobs. For example, you might need to contact the Disclosure and Barring Service if you are applying to:
Also, governmental agencies might conduct DBS checks when hiring new people. The main goal is to protect vulnerable groups of people and determine an individual’s suitability for the role. For many of these industries, criminal record checks are a mandatory requirement.
If you need a basic certificate, you can request it on GOV.UK online (the job process in Scotland and Northern Ireland is slightly different, although the site has all the necessary links and explanations).
The document cost is £18. The service is open to anyone 16 years and older. Usually, it takes about 14 days to receive the DBS check.
To apply online for basic criminal record checks, individuals would need a passport, a driver’s license, and a National insurance number.
The process is longer if you need a more advanced level of DBS checks. If you conduct DBS checks less than 100 times yearly, you must use one of the “umbrella body” companies.
If you process DBS checks more than 100 times a year, you can register directly with DBS as an employer. To get information on spent and unspent convictions, you need to:
The prices vary depending on the type of certification. A standard DBS costs £18, while an enhanced DBS check costs £38. Volunteers do not need to pay DBS check cost; it is free for them. How long does a DBS take to form? The timeline is the same – the certificate will be ready in approximately 14 days.
So, what type of personal details do these certificates show? Let’s break it down according to the check level.
It is the simplest level with only unspent convictions and cautions. Some of the notifications may disappear from the record in three months. A new employer might ask for it to determine whether you have an unspent criminal record.
A standard DBS check contains all unspent convictions, cautions, and some spent ones. Some cases of an individual’s criminal record are not included if they are in the filtered or protected offences category.
What records can be filtered or protected? It depends on what you were given (caution or conviction), how long ago it took place, and how old you were.
If you received a warning on one of the specified offences and were 18 or younger, it won’t show on your Barring Service DBS certificate. If it were a conviction, it would show on an individual’s criminal history. If a person were older than 18, such records would never be removed.
Not all positions require this type of document. It is eligible for roles involving children or vulnerable adults.
This category contains everything a standard DBS check would, plus any relevant information on a person. The Chief Police Officer determines the relevancy. It is often decided on an individual basis.
Drawing a rule about what is considered relevant information is challenging. It depends on the job you are applying to and the individual track record. Enhances DBS check of the last type contains children’s and adult’s barred lists. Those individuals are barren from ever working with children or vulnerable adults.
All the legislation and compliance documents are given on GOV.UK. As for eligibility criteria, it is up to an employer to determine if the role fits them. Candidate doesn’t have to do it. Companies that check new employees must ensure they operate within the legal framework.
Only some people need a DBS check, especially a standard one. In the majority of cases, a basic certificate is enough. If you need clarification about your company’s eligibility criteria, check the regulations on the governmental website or consult the legal team.
The main goal of any DBS check is to protect those who need the protection most. Vulnerable adults and children often cannot defend themselves. They have to rely on carers’ efforts. Thus, the carers have to be suitable for such positions.
A basic disclosure is a must for vulnerable groups of people. So, education, healthcare, or medicine professionals usually need such certificates.
Volunteer work also concerns vulnerable individuals who need more advanced safety measures. It is standard for different organizations to request basic checks on people wanting to join.
The main difference here is that volunteers receive DBS certificates for free. On the contrary, employers and employees pay about £18-38 per document.
Although it is understandable why such checks exist, there are also some concerns.
Not everyone feels comfortable addressing the history of their criminal records. It does reveal personal information that has to be treated with care. The employer’s discretion in hiring a person can depend on this information.
Maybe a person had a caution seven years ago, and it has nothing to do with serious offences. Yet, it might influence the employer’s decision. So, it is crucial to treat personal details with respect and caution.
Other concerns include mental health information. However, it is only sometimes used for DBS checks. It can only appear on an enhanced check if police deem it relevant. It might be a part of “non-conviction information” if you have been removed by the police to a place of safety, for instance. But such cases are sporadic.
Some might feel like a DBS check online might stay in the way of rehabilitation of offenders. It is particularly prominent when it comes to petty crimes. Although it is a valid concern in particular settings, the potential harm from it is less significant than from hiring a person from a barren list to care for the vulnerable.
It is a case of choosing priorities and causing less harm to society. However, it might only be ideal in some cases.
A DBS certificate has no expiration date. So, it is up to the person requesting it to decide when to update it. People who need those regularly can subscribe to an update service.
Employers also can accept certificates acquired from a previous role if the identity is verified, there were no updates, and the level of certification is suitable.
Employees need to remember about other conditional cautions as well. For instance, a DBS check does not show international records. It is based on regulated activity in the UK and Northern Ireland. If your candidate lived abroad for a long time, you’ll also need to get international records.
