There are 4 main types of DBS (Disclosure and Barring Service) checks in the UK that can provide different levels of criminal record screening. Understanding the differences between each check is important for employers or organisations to ensure they are carrying out the appropriate level of screening.
Standard DBS Check
A standard DBS check is the most basic level of check. It provides details of spent and unspent convictions, cautions, reprimands and final warnings from the Police National Computer (PNC).
To be eligible for a standard DBS check, the role must be specified in the Rehabilitation of Offenders Act (ROA) 1974 (Exceptions) Order 1975. This includes professions such as:
- Doctors, nurses, dentists and other healthcare professionals
- Accountants
- Solicitors
- Charity trustees
- Judges and magistrates
- Veterinary surgeons
- Financial services roles
- Roles involving care of children and adults
A standard DBS check contains details of all spent and unspent convictions, cautions, reprimands and final warnings from the PNC. However, it does not contain information from the children’s or adults barred lists.
Enhanced DBS Check
An enhanced DBS check provides the same information as a standard check, along with any additional information held by local police forces that is reasonably considered relevant to the role being applied for.
To be eligible for an enhanced check, the role must be specified in both the ROA Exceptions Order and in Part 5 of the Police Act 1997 (Enhanced Criminal Record Certificates) Regulations 2002. This includes roles such as:
- Teachers
- Childminders
- Foster carers
- Taxi drivers
- Security guards
- Roless in the NHS Commissioning Board
- Prison service staff roles
In addition to convictions, cautions, reprimands and warnings, an enhanced check may contain information that a police force deems relevant to the role, such as:
- Details of police investigations that did not lead to a conviction
- Information about the circumstances of a caution, reprimand or warning that a force is willing to disclose
- Details of complaints and allegations made against an applicant
However, an enhanced check still does not contain information from the barred lists.
Enhanced DBS Check with Barred List Check
This is the highest level of criminal record check available. It contains the same information as an enhanced DBS check, along with a check of the appropriate DBS barred lists.
There are 2 DBS barred lists:
- Children’s Barred List – individuals who are unsuitable for working with children
- Adults’ Barred List – individuals who are unsuitable for working with vulnerable adults
Employers can only request a check of the barred lists if the role is eligible for this level of check. This includes:
- Teachers
- Social workers
- Roless in schools or colleges that involve caring for, training, supervising or being solely in charge of children
- Roless in further education institutions that involve teaching, training or instruction of children or care, supervision or sole charge of children
- Roles in children’s homes, childcare and foster care
- Caring for adults in residential care settings, the NHS or personal care in the community
- Transporting adults in need of care services because of age, illness or disability
Individuals on the barred list are prevented from working or volunteering with vulnerable groups. An enhanced check with barred list information helps to prevent unsuitable people from being employed or volunteering in such roles.
Basic DBS Check
A basic DBS check is for any role or purpose that does not require a standard or enhanced level DBS check. It contains details of convictions and conditional cautions considered unspent under the Rehabilitation of Offenders Act 1974.
A basic check can be used for:
- General recruitment purposes
- Licensing purposes
- Entry to professions that are not on the Exceptions Order list
- Volunteer roles working with vulnerable groups that are supervised
- Taxi licensing outside London
It does not contain information from the Police National Computer, local police records or the barred lists.
Key differences between the 4 types of DBS checks:
| Check Type | Information Included |
|---|---|
| Basic DBS check | Unspent convictions and conditional cautions |
| Standard DBS check | Spent and unspent convictions, cautions, reprimands and final warnings |
| Enhanced DBS check | Same as standard plus any additional relevant police information |
| Enhanced DBS check with barred list check | Same as enhanced plus check of relevant DBS barred list |
How to Determine Which DBS Check is Needed
Choosing the appropriate level of DBS check for a role can be complex. Here are some tips:
- Check if the role is on the ROA Exceptions Order – if yes, a standard or enhanced check is required
- Check if the role is in the relevant regulations – if yes, an enhanced check is required
- Consider whether the role works with vulnerable groups like children or adults
- Determine if unsupervised contact with vulnerable groups is required
- Check if the role is legally allowed to check the barred lists
- Remember basic checks have limited information
- Consult the DBS eligibility guidance if unsure
It is the employer’s responsibility to determine the appropriate level of check required. Making the wrong decision could have legal consequences. When in doubt, seek professional advice.
How to Apply for a DBS Check
Applications for DBS checks must be submitted by a registered body, for example an employer, landlord or volunteering organisation. Individuals cannot apply for their own check.
The process includes:
- The applicant completes a DBS application form and provides ID documentation to the registered body
- The registered body submits the application to the DBS
- The DBS searches police records and barred lists as required
- A DBS certificate is issued to the applicant
- The registered body may request to see the applicant’s certificate
There are different application routes depending on the sector. For example, in education an application goes via the Teaching Regulation Agency.
The DBS aims to complete 90% of non-complex cases within 14 calendar days. The certificate is normally delivered within 4-6 days of issue.
How Often DBS Checks Need to be Renewed
DBS checks do not have an official expiry date. Any information revealed will be accurate at the time the check was carried out. It is up to an employer to determine if and when a new check is needed, taking into account:
- The nature of the role
- Level of contact with vulnerable groups
- What other checks are in place
- Whether the individual has unsupervised access
- Length of time since last check
- Relevant employment history
- Any risks identified
For roles working closely with vulnerable groups, best practice is to renew checks every 3 years. Some sectors or regulated roles may have specific requirements about re-checking.
Portability of DBS Checks when Changing Jobs
DBS checks are not automatically portable between employers. When an individual moves to a new job, the new employer cannot request to see the certificate or ask about its contents.
There are some exceptions when a previous check can be accepted:
- If the new role is in the same workforce (e.g. moving between NHS trusts)
- For DBS update service subscription holders, if the check meets requirements of the new role
- For Ofsted-registered childcare in England within 3 months
In most cases, a new DBS check will need to be carried out before the individual starts in post.
Conclusion
Understanding the different levels of DBS checks is crucial for organisations recruiting staff or volunteers who need criminal record screening. Choosing inappropriately can leave employers exposed to risks.
Key points for employers:
- Determine if the role is eligible for each check and the appropriate level needed
- Use a registered body to submit applications
- Have policies for renewing checks when necessary
- Do not rely solely on certificates provided from previous roles
With the right knowledge about DBS checks and sound safeguarding procedures, employers can carry out necessary and proportionate pre-employment vetting.
