Choosing the correct DBS check is a crucial part of compliant recruitment, especially in sectors such as health care and education. Requesting the wrong level of check can lead to delays, ineligible applications or even legal and safeguarding issues. For employers, understanding which check applies to each role helps ensure the process runs smoothly from the outset.
Understanding the Different Levels of DBS Check
There are three levels of DBS check, each designed for different types of roles and responsibilities.
Basic DBS Check
A basic level check is a criminal record check that reveals any unspent convictions or conditional cautions an individual may have.
A basic disclosure check can be requested by any organisation wishing to complete their due diligence on employees or volunteers. Furthermore, basic criminal record checks can be requested on all roles and is not limited to industry or sector.
Basic criminal record checks enable employers to make informed recruitment decisions by assessing the suitability and risks of potential employees for various roles. By providing insight into an applicant’s recent criminal history, basic DBS checks help organisations maintain a safe and trustworthy environment.
Standard DBS Check
A standard level check includes details of all spent and unspent convictions, cautions, reprimands and final warnings from the Police National Computer (PNC) – subject to filtering rules.
This level is suitable for employers recruiting individuals into positions exempt from the Rehabilitation of Offenders Act 1974, as specified in the Exceptions Order 1975. This typically includes roles in sectors such as finance, legal services, and security, where employees handle sensitive information or have significant levels of trust and responsibility.
Organisations operating in these sectors should request these checks to properly screen potential employees, helping protect their business interests and maintain industry standards
Enhanced DBS Check
An enhanced level check provides the highest level of criminal record screening in the UK, crucial for roles involving work with vulnerable groups. The check includes everything in a standard check, a check that an individual is not barred from working with the vulnerable group i.e. adults or children, plus any relevant information held by local police forces.
Enhanced DBS checks are essential for individuals and organisations involved in regulated activities with vulnerable groups. This encompasses professionals such as teachers, healthcare workers, social workers, and volunteers in specific roles.
Organisations in sectors such as education, healthcare, and social services are encouraged to use this service to make sure they hire appropriate individuals for roles involving trust. Carrying out enhanced DBS checks allows them to confirm that prospective employees or volunteers do not have a background that could make them unsuitable for these sensitive positions. It aims to uncover any conviction or additional information that may pose a risk, helping to protect the people they support while also meeting legal and regulatory requirements.
Enhanced DBS checks can be requested with or without a barred list check.
Barred list checks can only be requested where a role meets the DBS’s legal definition of regulated activity. These are typically positions involving regular, unsupervised contact with vulnerable groups or direct care.
For those people contained on the barred lists are no longer legally allowed to work with either children or vulnerable adults. Employers are not legally allowed to employ someone into one of these roles who they know if barred.
For more information on what is classed as ‘regulated activity’ please see this page: What is Regulated Activity?
How to Choose the Right Check
The level of DBS check required depends on the responsibilities of the role, not the job title. Ultimately this is the decision of the employer to ensure they request the correct level of Disclosure for the work their employees are undertaking. Two roles with similar titles may require different levels of screening depending on the nature of the work.
Key considerations include:
- Will the individual work with children or vulnerable adults?
- Is the contact regular, unsupervised or in a position of trust?
- Does the role meet the legal definition of regulated activity?
- What is the nature of the work carried out
- Is this on a specific premises?
If the answer to these questions is unclear, it is important to review the eligibility criteria carefully before submitting an application. All employers can request a basic level check on employees, no matter the role or work being carried out.
Why Getting It Right Matters
Requesting the wrong level of DBS check can lead to applications being delayed or rejected. In some cases, applications may need to be cancelled and resubmitted, adding time to the recruitment process.
There are also compliance implications. Employers must only request checks that a role is legally eligible for. Over-checking can raise legal concerns and breaches of individuals privacy while under-checking may expose organisations to safeguarding risks.
Supporting a Compliant Process
A clear and structured approach to DBS checks helps ensure the appropriate level is requested every time. This involves understanding the requirements of each role, applying consistent criteria, and completing applications accurately.
DDC’s advanced online platform offers a secure, reliable, and compliant way to request enhanced DBS checks for staff and volunteers. The system is designed to be quick and user-friendly, helping organisations be consistent and save both time and resources.
DDC supports employers by helping determine the correct level of check based on specific job responsibilities. By aligning roles with DBS eligibility requirements and minimising common application errors, organisations can reduce delays and maintain a compliant recruitment process.
