Safer Recruitment: Disclosure and Barring Service (DBS)

DBS requirements for a new post

Managers must determine when recruiting for a new post, if it requires:

  • a standard DBS check
  • an enhanced DBS check
  • an enhanced check for regulated activity

Please see the DBS Policy which outlines which roles are eligible for which level of check, or you can use the DBS’ online service to check if a role is eligible for a DBS check, and what type – GOV.UK: Find out which DBS check is right for your employee (external website)

All roles where employees have access to children and/or vulnerable adults will be subject to an enhanced DBS with barred lists check in line with the eligibility criteria outlined by DBS.

The minimum age that someone can have a DBS check is 16 years old.

DBS checks are predominately conducted via an online service we have procured (by First Advantage Online Disclosures), which means checks are completed much quicker and enables new staff to start their new roles sooner. Employees can also choose to join the DBS Update Service which allows for an even quicker check to be made.

The DBA applies a filtering system, which means that depending on the type of DBS, some warnings, reprimands, cautions, conditions will not be disclosed, as they are considered ‘protected’ under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. You do not have to disclose offences that fall outside of the above rules. Please see the DBS Policy for more information on what is disclosed.

Disclosures or offences on a DBS certificate will not automatically make someone unemployable. It will depend on the offence and the job role, and will therefore be for each individual manager to undertake a risk assessment with the individual.

Employees and Managers can find out more information about DBS checks by ether reading the DBS policy or by visiting the DBS Service online GOV.UK: About the Disclosure and Barring Service (external website)

Policy: disclosure and barring services (DBS) (PDF, 1.61MB)

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