When it comes to ensuring the safety and wellbeing of employees and clients, one of the key tools used in the UK is the Disclosure and Barring Service (DBS) check. For HR professionals, employers, and individuals interested in safeguarding vulnerable people, understanding the various levels of DBS checks is crucial. This article will guide you through the different types of DBS checks, explain their importance, and provide a step-by-step overview on how to request them.
DBS checks are an integral part of screening procedures, particularly in industries that require employees to work with groups such as children, elderly individuals, or people with disabilities. These checks help ensure that an individual is suitable for a position of trust and safety, mitigating the risks of employing someone with a criminal history.
What is a Disclosure and Barring Service (DBS) check?
A Disclosure and Barring Service (DBS) check is a criminal record check that helps determine whether an individual has any criminal convictions, cautions, reprimands, or warnings. The purpose of DBS checks is to ensure that individuals who will be working with vulnerable populations are not a risk to those under their care. It is considered best practice to conduct a DBS check against potential and current employees where appropriate to maintain a safe and secure environment for vulnerable individuals.
While employment referencing typically covers an applicant’s employment history and character, a DBS check offers a deeper level of verification. It checks for criminal records and whether the individual is barred from working with children or vulnerable adults, making it an essential part of screening for roles that require trust and safeguarding.
Why are DBS checks required?
Roles that involve significant responsibility, such as those in healthcare, education, or social care, often require enhanced DBS checks as part of the recruitment process.
For employers, criminal record checks are a vital component of safeguarding policies. Additionally, legal regulations and industry guidelines mandate that certain roles undergo worker screening that includes a DBS check to prevent the risk of harm, either by hiring someone with an unsuitable background or by failing to conduct the appropriate due diligence.
Types of DBS checks
There are three primary levels of DBS checks in the UK, each offering varying degrees of scrutiny based on the role:
1. Basic DBS check
The basic DBS check provides information about any unspent convictions an individual has. This level is suitable for roles that do not involve working with children or at-risk adults but still require criminal record checks to assess an applicant’s background. Basic checks are often used in industries like retail or finance, where vetting is important but does not need to be as comprehensive.
2. Standard DBS check
The standard DBS check reveals both spent and unspent convictions, cautions, reprimands, and warnings. While it provides more detailed information than a basic check, it does not cover whether the individual is barred from working with vulnerable groups. Standard DBS checks are typically required for roles in fields such as security or management, where employment referencing alone may not suffice for full background verification.
3. Enhanced DBS check
The enhanced DBS check includes all the details of the standard check, plus an additional search of the DBS Barred List to see if the individual is prohibited from working with children or vulnerable adults. This level of check is required for roles that involve frequent contact with groups, such as teachers, healthcare workers, and social workers.
Eligibility for DBS checks
Not all positions require the same level of criminal record checks. Eligibility for different levels of DBS checks depends on the nature of the job and the level of contact the individual will have with vulnerable people. Understanding these requirements is crucial to ensure legal compliance and appropriate employee screening practices.
Basic DBS check: Available to anyone who needs a background check, regardless of the role. This check is typically requested for roles that do not involve contact with groups, such as certain administrative positions or retail jobs.
Standard DBS check: This level is available for roles in sectors such as law, finance, and security, where there is a need for more thorough background verification than a basic DBS check provides but no direct responsibility for vulnerable groups.
Enhanced DBS check: Roles requiring enhanced checks involve regular, unsupervised contact with children or at-risk adults. Typical examples include, teachers, healthcare professionals, and social workers.
Employers must ensure that the appropriate level of DBS check is requested based on the nature of the work and the individual’s responsibilities. Failing to conduct the right level of worker screening could leave the employer exposed to legal risks or harm to individuals.
How to request a DBS check with Reed Screening
Requesting a DBS check is a straightforward process, but employers need to ensure they comply with all guidelines to ensure the check is performed efficiently and accurately.
1. Determine eligibility
Before initiating the request, employers must determine which level of DBS check is required for the role. For example, a job involving childcare or elderly care may require an enhanced DBS check with a Barred List check.
2. Complete the application
Employers can apply for a DBS check. The application process includes providing personal details and role information to confirm eligibility. For enhanced checks, employers must provide detailed information about the nature of the job.
3. Obtain consent
The individual undergoing the DBS check must provide consent for the check to take place. This can usually be done electronically during the application process.
4. Provide identification
To verify the individual’s identity, applicants will need to provide specific documentation such as a passport, driving license, or birth certificate. This step is crucial to ensure a speedy process, prevent errors, and identity fraud.
5. Wait for the DBS response
Once the application is submitted, the DBS will process the check and issue a certificate, typically within a few days to a few weeks, depending on the complexity of the check.
6. Receive the results
Upon receiving the DBS certificate, candidates will be notified of the results. Employers should use this information to make an informed decision about the individual's suitability for the role.
Find out more about our DBS checks here. Looking to screen a larger number of candidates, speak to one of our experts about a bespoke solution.