Everything you need to know about DBS checks…

DBS checks are not only for people working with the public. These should be a key part of your pre-employment due diligence.

DBS checks are only a legal requirement in certain types of roles, but many employers are now making use of them to be sure of who they are employing.

Running a DBS check on a potential employee will let you know about any criminal history and allow you to make an informed hiring decision. 

Knowing about a person’s previous behaviour can be helpful when it comes to making an employment decision - especially if you’re hiring someone who will be in a position of trust, or responsible for valuable inventory or sensitive information.

 

There are 3 types of DBS check:

Basic Disclosure: A criminal record check that shows whether the applicant has any unspent convictions or conditional cautions. Anyone who currently works or is planning to work in England or Wales can have a Basic DBS Basic Check. 

Standard Disclosure: A criminal record check that reveal any spent or unspent convictions, cautions, final warnings or reprimands the applicant has. A person will be eligible for a Standard DBS if they are undertaking a role listed in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. 

Enhanced Disclosure: A criminal record check that shows any spent or unspent convictions, cautions, warnings or reprimands the applicant has – as well as any other relevant details held by the applicant’s local police force.  

The standard and enhanced DBS checks can only be applied for by registered employers.

 

Some of the benefits of background checks:  

Protect vulnerable people. DBS checks help prevent unsuitable candidates from working with vulnerable people. They are a vital part of the safeguarding process as it’s against the law to employ someone who is barred from working in regulated activity with children or vulnerable adults. 

Avoid risks. It’s illegal for those barred from working in regulated activity with children or vulnerable adults to do so. You put your organisation and vulnerable people at risk if you don’t conduct necessary DBS checks.  

Have confidence in your new hires. Have peace of mind that you’re hiring the right people for the job. DBS checks, even Basic Checks, give you extra reassurance in candidates.  

 

If your business involves any kind of regulated activity, running a DBS check is very important.

Without a DBS check you run the risk of hiring someone whose previous convictions make them inappropriate for that role.

You must ensure your use of a DBS check is fair and lawful.

It’s important to note that it’s against the law to reject an applicant because of a spent conviction.

To run a DBS check on a potential employee, choose a company from the list of “responsible organisations” on the gov.uk website.

The company will carry out the check and let you know once it is complete.

The applicant will receive a certificate of the check by post, which you can then keep in their employment file.

A DBS check is not a fool-proof way of ensuring you are hiring the right person - but it is a good tool to use alongside other considerations when hiring new employees.

 

If you need further help or advice, please contact us.