What Are the 3 Types of DBS Checks

There are three DBS check levels in the UK: Basic, Standard, and Enhanced. A Basic DBS shows unspent convictions and can be requested by any individual or employer. A Standard DBS discloses spent and unspent convictions, cautions, reprimands, and warnings for roles that are legally eligible under the Rehabilitation of Offenders Act 1974 (Exceptions) Order. An Enhanced DBS adds relevant local police information and, where the role involves regulated activity, may include checks of the children’s and/or adults’ barred lists under the Safeguarding Vulnerable Groups Act 2006. Typical processing times range from 2–4 days (Basic) to several weeks (Enhanced), depending on local police force workloads. Employers must ensure legal eligibility, follow DBS filtering rules, and comply with ICO guidance on data handling. For compliant processing, organisations may use vetted providers such as Checkback International or MyVetting.

Introduction: 11.7m Checks Yearly

The Disclosure and Barring Service processes approximately 11.7 million checks each year, highlighting the scale of safeguarding across UK sectors.

Demand is driven by statutory guidance, sectoral compliance, and workforce mobility. Understanding when Basic, Standard, and Enhanced DBS checks are lawful and proportionate helps employers meet their duties under UK legislation and DBS eligibility criteria.

The DBS also maintains the Barred Lists used to prevent unsuitable people from working with vulnerable groups.

Scale of Annual Checks

Across the UK, approximately 11.7 million Disclosure and Barring Service (DBS) checks are completed each year, underscoring the central role of criminal record screening in safeguarding. Demand is driven by roles in education, healthcare, and social care where regulated activity with children or vulnerable adults is routine.

A significant proportion are Enhanced DBS checks for positions involving regular, regulated activity, while Standard and Basic checks apply to roles with differing risk profiles. These checks help organisations meet statutory duties under the Safeguarding Vulnerable Groups Act and align with the Rehabilitation of Offenders Act, ensuring risk is assessed fairly and lawfully.

At this scale, process efficiency is critical. Many organisations use digital workflows and trusted providers such as Checkback International or MyVetting to manage high volumes, minimise errors, and reduce turnaround times.

This supports timely recruitment while maintaining compliance with DBS guidance, Home Office policy, and ICO data protection requirements.

Growth Drivers and Trends

Amid heightened safeguarding expectations, annual DBS applications in the UK are estimated at around 11.7 million, driven by strengthened legal duties and organisational risk controls. Demand is concentrated where Enhanced checks with barred list information are mandated for regulated activity with children or vulnerable adults.

Employers in healthcare, education, and social care embed DBS checks within pre-employment risk assessment to meet statutory obligations and protect service users.

DBS checks provide proportionate assurance for roles involving access to people, sensitive data, or finances, prompting wider use of Standard and Enhanced levels where appropriate under the Rehabilitation of Offenders Act (Exceptions) Order.

Digitised application routes via the DBS and registered providers have reduced processing friction, enabling faster submissions and clearer status tracking.

Heightened transparency, audit, and ICO expectations on lawful processing reinforce consistent, documented vetting to evidence compliance, satisfy regulators, and maintain public trust.

Registered Bodies such as Checkback International and MyVetting support employers with compliant DBS workflows, identity verification, and audit-ready records.

What Is a DBS Check?

A DBS check is a UK criminal record disclosure used in pre-employment screening to assess suitability for roles involving children, vulnerable adults, or sensitive responsibilities.

Employers and registered bodies request disclosures through the Disclosure and Barring Service (DBS) under UK safeguarding and data protection law. There are three levels:

• Basic: Unspent convictions and conditional cautions (Rehabilitation of Offenders Act 1974).
• Standard: Spent and unspent convictions, cautions, reprimands, and final warnings, where legally eligible.
• Enhanced (with optional barred list checks): As per Standard, plus relevant police-held information, and, where eligible, checks against the adults’ and/or children’s barred lists.

Use is governed by the Police Act 1997, the Safeguarding Vulnerable Groups Act 2006, and ICO guidance. Roles must meet DBS eligibility criteria.

Employers should ensure lawful basis, consent where appropriate, and data minimisation. Reputable providers such as Checkback International or MyVetting can manage applications in line with Home Office and DBS requirements. Applicants can join the DBS Update Service to keep their certificate up to date.

Purpose and Scope

DBS checks serve as a core element of UK pre-employment screening where roles involve access to vulnerable groups or sensitive information. A DBS check (Disclosure and Barring Service) reviews an individual’s criminal record to support lawful, proportionate hiring decisions and safeguarding under UK legislation.

The appropriate level depends on the role’s duties and legal eligibility.

• Basic DBS: Discloses unspent convictions. Suitable for roles where only a baseline criminal record check is required.
• Standard DBS: Discloses spent and unspent convictions, cautions, reprimands, and warnings, where the role is eligible under the Rehabilitation of Offenders Act 1974 (Exceptions) Order.
• Enhanced DBS: Includes the Standard level content plus relevant local police information for eligible roles involving greater contact or responsibility.
• Enhanced with Barred List(s): Adds checks of the children’s and/or adults’ barred lists for legally defined regulated activity.

The DBS process is governed by the Home Office and the DBS, with data handled in line with the Data Protection Act 2018 and ICO guidance.

Employers must only request the level permitted for the role, apply the Rehabilitation of Offenders Act fairly, and ensure suitability decisions are evidence-based and documented. Reputable screening providers such as Checkback International or MyVetting can manage applications and compliance.

Who Requests Checks

Responsibility for requesting checks lies with employers, volunteer-involving organisations, and recruitment agencies acting on their behalf. Individuals cannot request Standard or Enhanced DBS checks for themselves.

– DBS: Employers or registered/umbrella bodies submit DBS applications appropriate to the role. Basic DBS checks may be requested by employers or individuals for roles requiring disclosure of unspent convictions.

Standard and Enhanced DBS checks are only for roles defined in legislation as eligible and must be requested by the employer or an approved body. Organisations must confirm legal eligibility before applying to avoid breaching DBS and Rehabilitation of Offenders Act requirements.

Volunteer DBS applications are initiated by the host organisation; DBS fees are waived for volunteers.

• Right to Work: Employers must conduct checks before employment, following Home Office guidance. This includes manual document checks, online Right to Work checks, or certified Identity Service Provider (IDSP) routes for eligible documents.
• BPSS: For government and certain contractor roles, the hiring organisation requests BPSS screening in line with Cabinet Office guidance. BPSS includes identity, right to work, employment history, and a Basic DBS check.
• BS7858: Private security employers request BS7858 screening for relevant roles, covering identity, criminal record via a Basic DBS, career history, credit, and other checks specified in the British Standard.
• Right to Rent: Landlords or agents request checks under Home Office rules. This is not a pre-employment check but may be relevant for relocation support.
• FCA: Regulated firms request checks to meet FCA and SM&CR requirements, including fitness and propriety assessments, criminal record checks where permitted, and regulatory references.

Employers may use vetted third parties such as Checkback International or MyVetting to administer checks.

Organisations must comply with the Data Protection Act 2018 and ICO guidance when processing applicant data.

Disclosure Levels Explained

While widely referenced in UK recruitment, a DBS check is the formal criminal record disclosure used to assess suitability for roles involving trust, access to vulnerable groups, or sensitive information.

There are three levels:

• Basic DBS: shows unspent convictions; available to any individual or employer where appropriate.
• Standard DBS: shows spent and unspent convictions, cautions, reprimands, and warnings; only for roles meeting the Rehabilitation of Offenders Act 1974 (Exceptions) Order eligibility.
• Enhanced DBS: the most detailed; includes the Standard content plus relevant local police information and, where legally permitted, checks of the children’s and/or adults’ barred lists for regulated activity under the Safeguarding Vulnerable Groups Act 2006.

Typical timeframes:

• Basic: 2–4 days
• Standard: 2–4 weeks
• Enhanced: 4–8 weeks

Employers must assess role eligibility and request the correct level in line with DBS guidance and the Home Office framework.

Personal data must be handled in accordance with the UK GDPR and the Data Protection Act 2018.

Reputable providers such as Checkback International or MyVetting can manage compliant applications and identity verification.

Why 11.7m Checks Matter

The annual figure of 11.7 million DBS checks highlights the scale of safeguarding across UK sectors.

This volume underpins safer recruitment by verifying criminal records for roles involving children, vulnerable adults, and other positions of trust.

It indicates strong compliance with the Rehabilitation of Offenders Act (Exceptions) Order and DBS Code of Practice, as employers meet legal and regulatory duties.

High throughput also reflects robust risk management and audit readiness across public, private, and voluntary organisations.

Employers can request different types of checks—basic, standard and enhanced—depending on the role and legal requirements.

Scale of Annual Checks

The annual volume of DBS checks—approximately 11.7 million—illustrates the central role of criminal record screening in UK recruitment and safeguarding.

This throughput reflects routine hiring and re-check cycles across roles requiring Basic, Standard, or Enhanced disclosures, with Enhanced checks prevalent in education, healthcare, and social care where contact with vulnerable groups is expected.

The scale indicates consistent adherence to DBS guidance and legal duties, supporting safer recruitment and risk management. High demand also evidences mature compliance workflows that maintain visibility of relevant convictions, cautions, and barred list information where permitted.

Impact on Safeguarding

Sustained throughput of 11.7 million DBS checks each year directly strengthens safeguarding in UK pre-employment screening.

At this volume, DBS acts as a systematic control, filtering out candidates with relevant convictions or police-held intelligence that indicate risk to vulnerable groups.

Enhanced DBS checks, including barred list searches where eligible, enable safer hiring in education, healthcare, and social care by providing fuller context for risk-based decisions.

This consistent vetting reduces the likelihood of harm, deters unsuitable applicants, and supports safer organisational cultures aligned with DBS statutory guidance and Home Office expectations.

Workforce Compliance Trends

Amid record volumes, 11.7 million DBS checks processed in 2022 indicate a decisive shift toward tighter workforce compliance across the UK. Routine DBS screening is now embedded in recruitment, onboarding, and re-check cycles.

Safeguarding imperatives drive the use of the appropriate DBS level for role risk: Basic for unspent convictions, Standard for spent and unspent convictions, cautions, reprimands and warnings, and Enhanced for roles involving regulated activity or close contact with vulnerable groups, including relevant local police information where lawfully applicable.

Legal duties under UK law heighten the stakes. Employers face enforcement and reputational risk if required DBS checks are omitted, conducted at the wrong level, or mishandled under the Rehabilitation of Offenders Act and DBS eligibility guidance.

Remote and flexible working has accelerated digital submission via the DBS and Registered Bodies, reducing turnaround times and strengthening audit trails in line with ICO expectations.

These trends reflect a move from periodic checks to ongoing assurance, with clear documentation and renewal policies forming a measurable control within HR and compliance frameworks.

Rehabilitation of Offenders Act 1974

The Rehabilitation of Offenders Act 1974 underpins disclosure rules for DBS checks by distinguishing between spent and unspent convictions.

For Basic DBS checks, only unspent convictions are disclosed.

For Standard and Enhanced DBS checks, the Exceptions Order permits disclosure of certain spent matters relevant to roles listed in that Order, including work with children or vulnerable adults.

Enhanced checks may also include barred list searches where legally required.

This framework determines what employers may lawfully request and consider at each DBS level, balancing rehabilitation with safeguarding in compliance with Home Office and DBS guidance.

Spent Vs Unspent Convictions

Although often misunderstood, the distinction between spent and unspent convictions under the Rehabilitation of Offenders Act 1974 determines what must be disclosed on DBS checks and when.

In the context of pre-employment screening, this affects which DBS level is appropriate and what an applicant may lawfully be asked to reveal.

After a defined rehabilitation period without reoffending, a conviction becomes spent and is generally not disclosable on a Basic DBS check, supporting rehabilitation.

Unspent convictions remain within their rehabilitation period and will be disclosed on a Basic DBS check; they must also be considered on Standard and Enhanced DBS checks where lawful and relevant to the role.

Rehabilitation periods vary by disposal and sentence length; for example, custodial sentences of up to six months attract a two‑year rehabilitation period.

Some convictions, including custodial sentences of four years or more, never become spent and remain disclosable.

Employers should ensure requests for Standard or Enhanced checks are legally justified under the Rehabilitation of Offenders Act 1974 (Exceptions) Order and DBS eligibility guidance, and handle results in line with ICO data protection requirements.

Exceptions Order Roles

The Exceptions Order under the Rehabilitation of Offenders Act 1974 enables employers to request Disclosure and Barring Service (DBS) checks for roles where safeguarding risks must be managed.

It permits consideration of spent and unspent convictions for specified positions of trust, including teachers, childminders, registered care workers, medical practitioners, and certain law enforcement and social care roles.

For these roles, employers may lawfully request Standard or Enhanced DBS checks, subject to eligibility.

Where a role meets the definition of regulated activity under UK law—such as regular, unsupervised work with children, or the provision of specified health or social care—an Enhanced DBS check is required, with an option to check the relevant barred list where legally permitted.

This ensures recruitment decisions reflect relevant criminal history, consistent with the Exceptions Order and guidance from the DBS and Home Office.

Employers should apply strict role-based eligibility and data minimisation in line with the ICO’s guidance.

Reputable providers such as Checkback International or MyVetting can support compliant DBS processing.

Impact on DBS Disclosures

Under the Rehabilitation of Offenders Act 1974, some convictions become spent after a defined rehabilitation period and are not disclosed on a Basic DBS check.

Standard and Enhanced DBS checks, processed by the Disclosure and Barring Service, can include both spent and unspent convictions, cautions and relevant police information, subject to filtering rules.

Eligibility for Standard or Enhanced DBS checks is restricted to roles listed in the Rehabilitation of Offenders Act 1974 (Exceptions) Order and, for Enhanced with barred list checks, roles involving regulated activity.

For positions in healthcare, childcare, or other safeguarding-sensitive settings, applicants may be legally required to disclose spent convictions where the Exceptions Order applies.

Employers must select the lawful DBS level for each role, ensure consent and data minimisation in line with ICO guidance, and avoid unlawful discrimination on the basis of spent convictions where disclosure is not permitted.

Misuse of DBS information or ineligible checks may lead to regulatory action and legal challenge.

Vetting providers such as Checkback International or MyVetting can advise on role eligibility and the appropriate DBS level.

How Filtering Rules Apply

DBS filtering rules determine which cautions and convictions are removed from Disclosure and Barring Service certificates after set periods, ensuring checks remain relevant to safeguarding and role suitability.

Filtering applies only to spent matters and does not affect police intelligence disclosure under the statutory disclosure regime.

• Time thresholds: 11 years for adult cautions/convictions; 5.5 years for offences committed under 18.
• Exclusions: specified serious offences, including sexual offences and any offence with a custodial sentence over four years, are never filtered.
• Purpose: to reduce unfair barriers to employment arising from historic, minor matters while maintaining public protection.
• Applicant choice: individuals may choose to discuss their full criminal history with employers, but employers must handle this data in line with DBS guidance and the Rehabilitation of Offenders Act.

For roles eligible for Standard or Enhanced DBS checks, employers must ensure requests align with the Rehabilitation of Offenders Act (Exceptions) Order and DBS eligibility guidance.

For Enhanced checks, the police may disclose relevant non-conviction information where proportionate.

Employers should use the filtered certificate only for decision-making and must not ask applicants to self-disclose filtered matters. Employers can also check if a certificate is kept up to date through the DBS update service.

Common Misconceptions: Spent Convictions

Many assume “spent” means erased, but under the Rehabilitation of Offenders Act 1974 it means a conviction has passed its rehabilitation period.

For DBS purposes, disclosure depends on the level of check and legal filtering rules. Basic DBS certificates show only unspent convictions. Standard and Enhanced DBS checks may include spent convictions and cautions, subject to the DBS filtering regime, and certain serious offences are never filtered or spent.

Employers must handle any DBS information lawfully under the Data Protection Act 2018 and ICO guidance, apply fair recruitment practices, and avoid unlawful discrimination, ensuring decisions are relevant to the role and safeguarding requirements.

The government guidance also explains why and how to carry out right to work checks.

Definition of Spent Convictions

Clarity begins with defining “spent convictions”.

Under the Rehabilitation of Offenders Act 1974, a conviction becomes spent after a rehabilitation period linked to the sentence. For example, a custodial sentence of six months or less will usually become spent two years after the end of the sentence.

In UK pre-employment screening for DBS, spent convictions generally do not need to be disclosed for roles eligible only for a Basic DBS check, and they will not appear on a Basic certificate.

However, for eligible roles requiring Standard or Enhanced DBS checks, certain spent convictions and cautions may be disclosed in line with the filtering rules set by the DBS and the Home Office. Not all convictions become spent, and rehabilitation periods vary by sentence length and offence.

Roles involving work with children or vulnerable adults often require Enhanced DBS checks, where disclosure obligations are stricter to support safeguarding.

Organisations should handle any disclosed information in accordance with the Data Protection Act 2018 and ICO guidance.

Disclosure Rules by Level

Misunderstandings about spent convictions often arise from how disclosure rules differ by DBS level. Under the Rehabilitation of Offenders Act 1974, Basic DBS checks show only unspent convictions, so spent matters are not disclosed.

Standard DBS checks may include both spent and unspent convictions, cautions, reprimands, and warnings, subject to the statutory filtering rules.

Enhanced DBS checks add relevant, role-specific police information, again subject to filtering, and are used where the role is eligible under the Police Act 1997.

Spent convictions are not always hidden; their disclosure depends on the DBS level requested and legal eligibility. Rehabilitation periods vary by offence and disposal, which affects when a conviction becomes spent and what may appear on a given check.

For policy and eligibility guidance, refer to the DBS, Home Office, and ICO. Vetting providers such as Checkback International or MyVetting can support compliant DBS processing.

Employer Handling Obligations

Employer Handling Obligations

Employers conducting DBS checks must limit questions about criminal history to what is lawful and necessary for the role, explain when and why a DBS check will be carried out, and handle results in line with data protection law.

At the DBS application stage, specify the level of disclosure required (Basic, Standard, or Enhanced) and the legal basis for eligibility. Under the Rehabilitation of Offenders Act 1974, most spent convictions must not be disclosed.

However, for roles listed in the Rehabilitation of Offenders Act 1974 (Exceptions) Order, Standard and Enhanced checks may lawfully reveal spent and unspent records. Do not ask broadly about spent convictions unless the role is eligible.

For Enhanced checks with barred list information, ensure the role involves regulated activity as defined by the Safeguarding Vulnerable Groups Act 2006.

Assess the relevance of disclosed information to the role, avoid blanket exclusions, and document fair, consistent decision-making. Provide applicants with the DBS code of practice and a chance to explain context.

Comply with the Data Protection Act 2018 and UK GDPR: restrict access on a need-to-know basis, store certificates securely, retain only for the minimum necessary period, and do not reuse criminal record information without fresh consent and a lawful basis.

Follow DBS and ICO guidance, and ensure clear privacy notices describe the purpose, lawful basis, retention, and rights. Vetting may be facilitated by accredited providers such as Checkback International or MyVetting.

Quarterly Audit Your DBS Policy

Conducting a quarterly audit of the DBS policy helps maintain compliance with UK safeguarding law and DBS guidance by reassessing the suitability of DBS levels for each role.

Regular audits confirm that checks align with job duties, are proportionate, and meet the Rehabilitation of Offenders Act (Exceptions) Order 1975 and Police Act 1997 requirements. A structured review identifies inconsistencies, strengthens processes, and supports a defensible safeguarding posture.

1. Map each role to the appropriate DBS level (Basic, Standard, or Enhanced with or without barred list), documenting any change in duties or regulated activity.
2. Test end-to-end workflows for timely applications, identity verification, results review, risk assessment, escalation, and secure record-keeping in line with DBS Code of Practice and ICO guidance.
3. Review safeguarding incidents and relevant offence trends to inform recruitment decisions, supervision, and targeted training.
4. Maintain an auditable trail of role assessments, disclosure decisions, risk rationales, and approvals to demonstrate due diligence to the DBS and the Home Office.

Applicants should have Proof of identity including passport, driving licence and National Insurance number ready before starting an application.

Automate DBS Renewal Reminders

Implement automated DBS renewal reminders by defining renewal intervals for Basic, Standard, and Enhanced DBS checks based on role, workforce type, and safeguarding risk.

Configure buffer periods (e.g., 90/60/30 days) and set escalation paths to line managers and compliance leads as expiry approaches.

Integrate with HRIS to track issue dates, update status on rechecks, and log audit trails for ICO accountability.

Ensure consent and data minimisation, and align communications with DBS guidance and Home Office requirements.

Vetting providers such as Checkback International or MyVetting can supply automated reminder workflows and reporting to reduce administrative effort while maintaining safeguarding compliance.

Renewal Schedule Logic

Renewal schedule logic for DBS checks starts from the original certificate issue date and projects future renewal points, typically every three years, unless organisational policy, role risk, or regulatory guidance requires a shorter interval.

Automated reminders align to this schedule and alert stakeholders well in advance to prevent lapses that could compromise safeguarding obligations.

Monitoring should be managed in a secure digital register capturing completion dates, renewal windows, and responsible owners. The system must flag upcoming expiries, prioritise high‑risk roles, and sequence follow‑ups to maintain continuity.

Administrators assign clear ownership for each record to ensure timely evidence gathering and rechecks. By standardising intervals, recording exceptions, and timestamping actions, organisations limit gaps in DBS coverage and maintain continuous compliance with DBS guidance and ICO expectations on data accuracy and retention.

Compliance Alert Workflows

Compliance Alert Workflows

Automated compliance alert workflows ensure DBS renewals are proactively managed in line with UK safeguarding obligations. Configurable, role-based reminders notify managers and HR ahead of certificate expiry, reducing risk of lapsed clearances. Dashboards surface pending, in‑progress, and completed DBS checks to minimise administrative effort while maintaining visibility and auditability.

Trigger	Action	Outcome
Pre-expiry window	Issue staged automated DBS renewal reminders	On-time renewals
Role sensitivity	Escalate to senior oversight for high‑risk roles	Enhanced compliance control
Non-response	Create task with due date and owner	Clear accountability
Expired DBS	Suspend duties pending renewal, subject to policy	Reduced legal and safeguarding risk
Audit cycle	Log all alerts, responses, and outcomes	Evidenced governance (DBS/Home Office/ICO)

Update Policies After Legislation Changes

To remain compliant with DBS requirements, organisations should monitor legislative updates from the Home Office, DBS, and ICO, including changes to the Rehabilitation of Offenders Act and safeguarding guidance.

When laws change, promptly update policies on requesting Standard and Enhanced checks, role eligibility and filtering rules, identity verification, and secure record-keeping with defined retention periods.

Provide targeted training for HR and hiring managers and reassess budgets to reflect updated fees, processes, and system changes.

Conduct periodic audits to evidence compliance and mitigate the risk of non-compliance.

Vetting providers such as Checkback International or MyVetting may assist with policy updates and implementation.

Some roles also require SC clearance or other national security vetting.

Monitor Legislative Updates

Stay alert to legislative change. Monitoring legislative updates around DBS checks enables organisations to maintain compliance in UK recruitment and protect vulnerable groups.

Pay close attention to revisions of the Rehabilitation of Offenders Act 1974 and associated DBS filtering rules, as amendments affect what may be lawfully requested and disclosed.

– Focus area: ROA 1974 and filtering updates

Practical implication: Adjust eligibility and filtering for spent and protected convictions

– Focus area: DBS check levels

Practical implication: Reconfirm when Basic, Standard, or Enhanced checks are lawful for specific roles

– Focus area: Training cadence

Practical implication: Schedule briefings so hiring teams apply updated disclosure rules in role assessments

Employers should track announcements from the Home Office, DBS, and the ICO, noting effective dates and transitional guidance.

When legislation changes, verify that role-based justifications align with current legal conditions for each DBS level to avoid unlawful or excessive disclosure.

Regular HR training should address role risk, safeguarding duties, and documentation standards. Continuous monitoring supports legal integrity and organisational reputation.

Revise Internal Procedures

As legislation and guidance evolve, organisations should promptly revise their DBS policies so practice aligns with current legal duties and safeguarding standards.

Internal policies must define Basic, Standard, and Enhanced DBS checks, reflect current eligibility criteria, and describe the lawful scope of each level. This supports compliance and prevents inappropriate requests.

Following each legislative or Home Office/DBS guidance change, leaders should update process maps, forms, and decision trees to specify when Standard or Enhanced checks are permitted.

Communicate updates to staff and volunteers through concise notices and targeted training that reinforces safeguarding responsibilities and data protection obligations under the UK GDPR and the Data Protection Act 2018.

Maintain a central record of policy revisions, version dates, legal and guidance sources (DBS, Home Office, ICO), and training attendance.

This evidences compliance and demonstrates sustained commitment to safeguarding and lawful processing.

Frequently Asked Questions

Do I Need Basic or Enhanced DBS?

They need an Enhanced DBS if the role is eligible for enhanced-level criminal record checking under the Rehabilitation of Offenders Act 1974 (Exceptions) Order and the Police Act 1997, typically where there is regular, supervised or unsupervised contact with children or vulnerable adults, or where the post is classed as Regulated Activity.

Enhanced checks may include a barred list check where legally applicable. A Standard DBS is appropriate for roles requiring trust and responsibility but not Regulated Activity (e.g., certain legal or financial posts). A Basic DBS is suitable for lower-risk roles and discloses unspent convictions only.

Employers must conduct a lawful eligibility assessment before requesting Standard or Enhanced checks and should document the legal basis. Only registered bodies can request Standard or Enhanced DBS checks; any individual can request a Basic DBS.

When in doubt, seek guidance from HR or refer to DBS eligibility guidance from the Home Office/DBS. Vetting can be facilitated by providers such as Checkback International or MyVetting.

What Are the Different Types of DBS Check?

There are four types of DBS check used in UK pre-employment screening:

• Basic DBS: Discloses unspent convictions and conditional cautions under the Rehabilitation of Offenders Act 1974. Available for any role, requested by the individual or an employer via the DBS or a Responsible Organisation.
• Standard DBS: For roles eligible under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. Shows spent and unspent convictions, cautions, reprimands, and final warnings.
• Enhanced DBS: For roles involving work with children or vulnerable adults, or in positions listed in the Police Act 1997 (Criminal Records) Regulations. Includes all information in a Standard check plus any relevant local police information.
• Enhanced DBS with Barred List(s): As above, with a check of the Children’s Barred List, the Adults’ Barred List, or both where the role is a regulated activity under the Safeguarding Vulnerable Groups Act 2006.

Employers must ensure role eligibility before requesting Standard or Enhanced levels.

ID verification and applicant consent are required. The Disclosure and Barring Service (DBS) is the statutory authority; guidance is set by the Home Office and DBS.

Responsible Organisations such as Checkback International and MyVetting can manage applications and advise on eligibility.

What’s the Difference Between a CRB Check and a DBS Check?

A CRB check was the former UK criminal records regime. Since 2012, the Disclosure and Barring Service (DBS) has replaced CRB, combining criminal record disclosure with barring information to support safeguarding in recruitment.

DBS provides three levels:

• Basic: discloses unspent convictions, available to individuals and employers.
• Standard: discloses spent and unspent convictions, cautions, reprimands and final warnings, for roles eligible under the Rehabilitation of Offenders Act 1974 (Exceptions) Order.
• Enhanced (with or without barred list check): includes the Standard content plus relevant local police information; barred list checks apply only to regulated activity with children or adults.

DBS operates under a clearer statutory framework overseen by the Home Office and DBS, improving compliance and risk management in pre-employment screening.

Under DBS, individuals may request a Basic check directly, while Standard and Enhanced checks must be requested via an employer or umbrella body such as Checkback International or MyVetting, where lawful and role-eligible.

Is an Enhanced DBS the Highest?

Yes. An Enhanced DBS check is the highest level of criminal record check available in the UK. It includes details of spent and unspent convictions, cautions, reprimands and final warnings, plus any relevant police-held information.

Where eligible, it can also include checks of the children’s and/or adults’ barred lists to identify individuals prohibited from regulated activity.

Enhanced DBS checks are required for roles involving regulated activity or regular, unsupervised contact with children or vulnerable adults, in line with the Safeguarding Vulnerable Groups Act 2006 and DBS guidance.

Individuals cannot apply for an Enhanced DBS in a personal capacity; applications must be made by an eligible employer or organisation.

For advisory support and processing, organisations may use a Registered Body or an umbrella company such as Checkback International or MyVetting.

Conclusion

In closing, the article clarifies the three DBS check levels—Basic, Standard, and Enhanced—and why approximately 11.7 million annual checks are critical to safeguarding and compliance. It grounds eligibility and disclosure in the Rehabilitation of Offenders Act 1974 (Exceptions) Order and DBS filtering rules, dispelling misconceptions about spent convictions. It recommends quarterly audits of DBS policies, automated renewal reminders aligned to role risk, and prompt updates following DBS or Home Office guidance changes. This supports robust governance, fair recruitment, and proportionate, risk-based screening without unnecessary disclosure. Organisations may engage accredited providers such as Checkback International or MyVetting to streamline processing and maintain compliance.