Criminal record checks are essential when hiring for a position that involves working with vulnerable people. They not only protect your business from legal and reputational damage but also show that you’re a company that cares about the safety of employees. However, it’s essential to understand the differences between the different check levels before you begin screening candidates.

Preventing Abuse

One of the most crucial reasons to carry out DBS checks is to prevent abuse in the workplace. Abuse in any form is unacceptable, and it puts the safety of vulnerable people at serious risk. By carrying out DBS checks and ensuring that you only employ people with a clean record, you can help protect your employees, clients, and the public.

The DBS check system comprises three levels: basic, standard, and enhanced. The level required for a particular role will depend on the nature and level of contact with vulnerable groups or sensitive information. A basic DBS check reveals any convictions and conditional cautions considered “unspent” under the Rehabilitation of Offenders Act 1974.

Unspent convictions and cautions can be wiped from the records after a certain period, known as the rehabilitative period. In addition to providing a list of unspent convictions, a basic DBS check also provides details of any cautions or reprimands that are currently active. This helps identify potential risks, allowing you to assess whether a person is suitable for a specific position.

Maintaining a Safe Workplace

While some may feel that DBS checks are an invasion of privacy, a company that requires DBS checks as part of its hiring process will often see higher-quality applicants and employees. This can help reduce staff turnover, which in turn helps to save the company money on recruitment and training costs.

The DBS check also picks up any unspent convictions or cautions on the record, so it’s easy to spot whether an employee has a criminal past and, if necessary, take appropriate action. This will prevent a company from employing someone who could pose a risk to other staff members, customers, or clients.

In some professions, such as working with children or vulnerable adults, an enhanced DBS check is required to ensure that a person has not been banned from these roles. This level of check must be carried out to maintain a safe workplace and protect the safety of others.

While an enhanced DBS check is necessary for most jobs that involve working with children or vulnerable adults, a basic DBS check is also available. This is perfect for most other jobs and can be requested by individuals or employers. This checks an individual’s records on the police national computer, including any spent and unspent convictions.

Reducing Risk

Taking the time to do Basic DBS checks on candidates before hiring them can help ensure that you only hire people suitable for the job they are applying for. This not only improves the safety of the workplace, but it also helps to protect your business from any legal or reputational damage that may result from a wrong hiring decision.

It can be challenging to assess whether or not a particular candidate will be good for a specific role, especially when it comes to people who work closely with vulnerable groups such as children and adults. With a Basic DBS Check, you can be confident that any unspent convictions will not interfere with their ability to perform the role.

You can also find out if they are on the Barred List, including details of people legally banned from working with vulnerable groups. Often, companies that make DBS checks a mandatory part of their recruitment process experience higher-quality applicants.

This is because candidates are less likely to take offense to the fact that their background will be checked, and they are more likely to accept a position with a company that does this as standard procedure. This benefits both parties as it reduces staff turnover and increases retention of high-performing employees.

Legal Requirements

DBS checks – which replaced what used to be known as CRB checks in December 2012 – are legal requirements for specific roles, especially those that work with children and vulnerable adults. Whether you’re applying for a new role or considering asking your employees to apply for one, it’s essential to understand the specific legal requirements.

There are different levels of DBS check, depending on the nature and level of risk associated with a particular role and the environment in which the job will take place. Enhanced DBS checks, for example, may involve a check of the Barred List, which contains the names of people legally prohibited from working with children and vulnerable adults.

If an employee is found on this list and is employed by a company, the company could face serious legal action. It’s also worth noting that the information on a DBS check is only ever disclosed with an individual’s consent. This is because the Rehabilitation of Offenders Act 1974 recognizes that those who have committed a criminal offense will likely be rehabilitated and given a second chance.

It’s important to note that although DBS checks technically don’t expire, many organizations have policies in place requiring renewals. This is because the more up-to-date a DBS check is, the more accurate the information will be.