A Disclosure and Barring Service (DBS) check is an important part of recruitment and safeguarding in the UK. It allows employers and organisations to access certain criminal record information when assessing whether an individual is suitable for a particular role. However, not every position requires the same level of screening. The type of DBS check depends largely on the responsibilities of the job and the legal eligibility of the role.
Understanding how DBS checks work can help employers choose the appropriate screening process and help applicants know what to expect before starting a new position.
What Is a DBS Check?
A DBS check provides information about an individual’s criminal record, depending on the level of check carried out. Employers may use DBS checks as part of their recruitment and safeguarding procedures, particularly when a position involves responsibility for children, vulnerable adults, or other people who may require additional protection.
A DBS check does not automatically determine whether someone should be employed. Instead, it provides relevant information that an employer can consider alongside qualifications, experience, references and other recruitment requirements.
Different Types of DBS Checks
There are four main levels of DBS checks: Basic, Standard, Enhanced, and Enhanced with Barred Lists.
Basic DBS Check
A Basic DBS check is the most widely available level. It can be requested by individuals aged 16 or over and can be used for many types of employment and voluntary activities. It generally shows convictions and conditional cautions that are not considered spent under the applicable rules.
This type of check may be appropriate for roles where there is no legal eligibility for a Standard or Enhanced check.
Standard DBS Check
A Standard DBS check is available only for positions that meet specific legal eligibility requirements. It can disclose certain spent and unspent convictions and cautions, subject to the relevant filtering rules.
It is commonly required for particular professional and regulated occupations where an individual’s background may be relevant to their responsibilities.
Enhanced DBS Check
An Enhanced DBS check provides the information available through a Standard check and may also include relevant information held by local police, where appropriate.
This level of screening is often relevant to roles involving substantial contact with children or vulnerable adults, but eligibility depends on the specific duties of the position.
Enhanced DBS Check with Barred Lists
This is the highest level of DBS screening and is reserved for legally eligible roles. In addition to Enhanced-check information, it can include a check of the children’s and/or adults’ barred lists, depending on the role.
It is particularly relevant to certain regulated activities involving children or vulnerable adults, where the law permits or requires barred-list checking.
Who Needs a DBS Check?
DBS checks are particularly relevant to people working in sectors where safeguarding and trust are important. This can include teachers and school staff, childcare workers, healthcare professionals, care workers, support workers, and certain volunteers.
Other professions may also require DBS checks depending on their duties. For example, some roles involving regular contact with children or vulnerable adults may require a higher level of screening. Certain professional positions may also be eligible for Standard checks.
However, not every employee needs a DBS check, and an employer cannot simply request any level of check for any position. Standard and Enhanced checks are subject to legal eligibility criteria. The appropriate level should therefore be determined by the actual duties and responsibilities of the role.
Why DBS Checks Matter
A DBS check can form an important part of safer recruitment. It helps organisations identify relevant criminal record information and supports informed decision-making before someone takes on a position of responsibility.
For applicants, completing the correct DBS process can also prevent avoidable delays during recruitment. Employers should make sure checks are carried out through appropriate channels and in accordance with current DBS requirements.
A DBS check is only one part of a wider recruitment process. Employers should also consider qualifications, references, experience and other relevant safeguarding procedures when assessing suitability.
For individuals and organisations looking for assistance with the DBS process, crbdirect.org.uk is a trusted website for DBS processing and information about DBS applications.
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