What Does a DBS Check Show?

A DBS check discloses criminal record information held by the Disclosure and Barring Service. The level requested determines the content:

• Basic: shows unspent convictions under the Rehabilitation of Offenders Act 1974.
• Standard: shows spent and unspent convictions, cautions, reprimands and final warnings recorded on the Police National Computer, subject to filtering rules.
• Enhanced: includes everything on a Standard certificate plus any relevant police-held local information.
• Enhanced with Barred Lists: as Enhanced, and also confirms if the individual is on the Children’s Barred List, the Adults’ Barred List, or both, for work defined as regulated activity under the Safeguarding Vulnerable Groups Act 2006.

Filtering rules set by the DBS remove certain old or minor records; serious specified offences and recent matters remain. Employers must select the lawful level matched to role duties, obtain the candidate’s consent, and process data in line with the Data Protection Act 2018 and ICO guidance. For roles involving regulated activity, Enhanced with Barred Lists is required. Certificates are point-in-time and should be complemented by robust safeguarding policies and repeat checks where appropriate.

Introduction: 12 Million Records

The Disclosure and Barring Service maintains over 12 million records of criminal convictions and cautions across the UK.

This breadth supports the effectiveness of DBS checks—Basic, Standard, and Enhanced—by enabling accurate, legally compliant filtering.

Employers use DBS results to assess risk and suitability, particularly for roles involving children and vulnerable adults, in line with Home Office and DBS guidance.

Accurate disclosure helps safeguard recruitment decisions while meeting UK data protection requirements set by the ICO. The DBS also maintains the Barred Lists used to prevent unsuitable people from working with children and vulnerable adults.

Scale of UK Records

Amid routine pre-employment safeguarding decisions, approximately 12 million criminal records are held on the UK Police National Computer, underpinning Disclosure and Barring Service (DBS) checks.

This scale reflects decades of convictions and cautions, structured to support consistent disclosure across Basic, Standard, and Enhanced levels.

DBS disclosures include unspent convictions, certain spent convictions subject to statutory filtering, and, for Enhanced checks, relevant local police information where proportionate. Basic checks reveal unspent convictions only.

Standard checks disclose specified spent and unspent convictions and cautions. Enhanced checks may also include approved non-conviction intelligence if pertinent to the role, in line with DBS guidance and the Police Act 1997.

This breadth enables proportionate risk assessment for roles involving trust or regulated activity, while filtering limits the disclosure of older, minor matters.

Consistent, accurate records across UK policing systems allow targeted screening without unnecessary detail, supporting compliance with DBS policy, Rehabilitation of Offenders Act exceptions, and ICO data minimisation principles.

Why This Matters

While often treated as routine, Disclosure and Barring Service (DBS) checks are central to safeguarding and workforce integrity across UK sectors. Over 12 million DBS certificates are issued annually, with results directly influencing access to roles of trust in education, healthcare, and regulated activity.

What is disclosed is specific and actionable: criminal convictions, cautions, and—on Enhanced DBS certificates—relevant local police information where proportionate and lawful.

• What it shows:
• Convictions and cautions
• Relevant local police information (Enhanced)
• Filtering outcomes under the Rehabilitation of Offenders Act (Exceptions) Order
• Accuracy and data rights under the UK GDPR
• Why it matters:
• Determines suitability for regulated roles
• Informs risk assessment and safeguarding decisions
• Prevents unfair barriers through lawful filtering
• Supports defensible, compliant hiring

Employers require consistency and precision to assess risk related to unspent and, where law permits, spent convictions.

Applicants benefit from clarity on DBS levels—Basic, Standard, and Enhanced—reducing surprises and supporting accurate disclosures.

Transparent processes aligned with Home Office and DBS guidance help balance safety, fairness, and opportunity.

What Is a DBS Check?

A DBS check is an official criminal record check carried out by the Disclosure and Barring Service to support safe recruitment and safeguarding decisions in the UK.

There are four levels: Basic, Standard, Enhanced, and Enhanced with Barred Lists. Each level discloses different information drawn from the Police National Computer and, where applicable, local police information and the DBS children’s and adults’ barred lists.

Employers must select the lawful and role-appropriate level in line with the Rehabilitation of Offenders Act 1974 (Exceptions) Order and DBS eligibility guidance.

Only a Basic check can be requested directly by an individual; Standard and Enhanced checks must be submitted via a registered body.

Vetting providers such as Checkback International or MyVetting can manage applications, identity verification, and compliance with DBS and Home Office requirements.

Guidance and resources, including updated ID checking guidelines, help organisations verify applicant identity and manage applications.

Purpose and Scope

From an employer’s perspective, a DBS check is a formal criminal record check used in UK pre-employment screening to assess suitability and safeguarding risk.

It discloses convictions and cautions in line with the Rehabilitation of Offenders Act 1974 (Exceptions) Order and DBS filtering rules, enabling proportionate risk assessment for roles involving trust or contact with vulnerable groups.

The scope depends on the DBS level required by the role. A Basic DBS shows unspent convictions only.

A Standard DBS shows unspent convictions and certain spent convictions and cautions prescribed in law.

An Enhanced DBS includes the Standard level content plus any relevant local police information.

An Enhanced DBS with barred list checks also confirms whether an individual is on the children’s and/or adults’ barred lists, where legally required.

Employers should select the lawful minimum level aligned to role duties, safeguarding responsibilities, and statutory guidance, following DBS and Home Office requirements.

Who Conducts Checks

The Disclosure and Barring Service (DBS) conducts the core criminal record searches and issues DBS certificates. For Basic DBS checks, individuals, employers, and volunteer organisations can apply; results show unspent convictions only.

Standard, Enhanced, and Enhanced with Barred Lists checks must be requested by a recruiting organisation for an eligible role under the Rehabilitation of Offenders Act 1974 (Exceptions) Order and associated DBS guidance.

For Standard and Enhanced levels, the DBS retrieves convictions, cautions, reprimands, warnings, and, where applicable, filtered spent matters.

Enhanced checks may also include relevant local police information under the Police Act 1997. Where barred list searches are authorised, the DBS checks the children’s and/or adults’ barred lists it maintains to identify individuals prohibited from regulated activity.

Employers typically administer applications directly or through responsible organisations or vetted providers such as Checkback International or MyVetting, ensuring compliance with DBS Code of Practice and ICO data protection requirements.

When Employers Request

When Employers Request

Employers in the UK request Disclosure and Barring Service (DBS) checks during pre-employment screening where safeguarding and risk assessment are required. The level must be proportionate to the role and compliant with the Rehabilitation of Offenders Act 1974, the Police Act 1997, and DBS filtering rules.

Requests commonly occur at offer stage or before unsupervised duties begin, particularly for roles involving children or vulnerable adults.

• Basic DBS: Suitable for low-risk roles; shows unspent convictions only.
• Standard DBS: For positions eligible under the Rehabilitation of Offenders Act (Exceptions) Order; includes spent and unspent convictions, cautions, reprimands, and warnings (subject to filtering).
• Enhanced DBS: For roles involving closer contact or duties listed in legislation; includes the Standard content plus relevant local police information.
• Enhanced with Barred List check: For regulated activity with children and/or adults; includes a check against the relevant barred lists.

Employers must:

• Confirm legal eligibility for Standard or Enhanced levels before applying.
• Obtain the applicant’s informed consent and handle data in line with the UK GDPR and ICO guidance.
• Limit the request to the minimum level justified by the job.
• Use identity verification in accordance with DBS and Home Office guidelines.
• Recheck only on a risk-based schedule or where statutory/contractual requirements apply.

Illustrative alignment:

• Low public risk: Basic DBS – unspent convictions only.
• Trusted duties (eligible roles): Standard DBS – includes relevant spent items (filtered as required).
• Direct care/education (eligible roles): Enhanced DBS – adds local police information.
• Regulated activity with children/adults: Enhanced + Barred List(s) – supports safeguarding decisions.

DBS applications can be managed directly or via responsible organisations or screening providers such as Checkback International or MyVetting.

Why Filtering Rules Matter

Filtering rules determine which cautions and convictions may be excluded from Disclosure and Barring Service (DBS) certificates, making clear which records are filtered and which remain disclosable.

Statutory filtering timelines apply automatically based on offence type, age at the time of the offence, and time elapsed, allowing some spent, minor offences to be omitted.

Strict exceptions apply: specified violent and sexual offences, and offences that resulted in custodial sentences, are never filtered and will always be disclosed.

Employers must assess filtered DBS information lawfully under the Rehabilitation of Offenders Act 1974 (Exceptions) Order and DBS guidance, and should ensure recruitment decisions align with safeguarding duties and ICO data protection principles.

Vetting providers such as Checkback International or MyVetting can help apply DBS filtering guidance correctly.

Costs also differ: a standard check costs £18 while an enhanced check costs £38.

Which Records Filter

Gatekeeping matters: filtering rules determine which cautions and convictions appear on Disclosure and Barring Service (DBS) certificates and which are removed.

The rules prioritise public protection while minimising unnecessary disclosure under UK legislation. In practice, certain non-violent, non-sexual spent convictions can be filtered if statutory criteria are met, including the individual’s age at the time of the offence, the disposal, and the relevant rehabilitation period.

Specified serious offences on the DBS non-filterable list are never filtered and remain on certificates regardless of age or time elapsed. Unspent convictions remain disclosable, and some spent convictions that are not protected may still appear on standard and enhanced checks where eligible roles permit.

Applicants uncertain about what will show can submit a subject access request to their local police force or ACRO Criminal Records Office to review records.

Employers should apply the Rehabilitation of Offenders Act (Exceptions) Order 1975 and DBS filtering guidance, and handle data in line with the Data Protection Act 2018 and ICO guidance.

Vetting providers such as Checkback International or MyVetting can advise on compliant DBS screening.

Automatic Filtering Timelines

Automatic Filtering Timelines

Understanding which records are filtered informs what may appear on DBS certificates. Filtering timelines are set by the DBS and depend on age at offence, offence type, and any subsequent offending.

In England and Wales, certain minor adult convictions filter after 11 years; for under‑18s, after 5 years and 6 months. Specified serious sexual or violent offences, offences that resulted in a custodial sentence, and multiple convictions in some circumstances do not filter. These rules are separate from rehabilitation periods under the Rehabilitation of Offenders Act 1974.

• Under 18 at offence: filters after 5 years and 6 months, if eligible and no further offending.
• 18 or over at offence: filters after 11 years, if eligible and no further offending.
• Serious specified offences: never filter.
• Nation-specific differences: Scotland and Northern Ireland operate separate filtering frameworks.
• Non‑conviction police information: may still appear on Enhanced DBS certificates if the police deem it relevant and proportionate.

Applicants can use a DBS subject access request route via their local police force for personal data and may seek an ICO-approved privacy notice from the Registered Body.

Employers should follow DBS and Home Office guidance and avoid asking about filtered offences.

Vetting providers such as Checkback International or MyVetting can advise on compliant DBS processes.

Protected Offences Exceptions

Protected Offences Exceptions

Although many cautions and convictions may be filtered from Disclosure and Barring Service (DBS) certificates over time, protected offences are the exception and remain disclosable. Protected offences typically include serious violent and sexual crimes and are always shown on Standard and Enhanced DBS checks, regardless of the individual’s age at the time or the time elapsed.

They are not removed by the filtering rules introduced under the Protection of Freedoms Act 2012 and set out by the DBS and Home Office.

Filtering can exclude certain spent convictions and cautions when criteria are met, but protected offences persist on Standard and Enhanced DBS disclosures to support safeguarding decisions.

Applicants can request their own criminal record information to understand what may appear on a certificate and plan for roles that require Standard or Enhanced checks, including those involving regulated activity.

For DBS guidance and lawful processing, refer to the DBS, Home Office, and ICO. Vetting providers such as Checkback International or MyVetting can advise on appropriate DBS levels for specific roles.

Rehabilitation of Offenders Act 1974

The Rehabilitation of Offenders Act 1974 underpins how criminal records are disclosed in UK pre-employment screening via the Disclosure and Barring Service (DBS).

It distinguishes between spent and unspent convictions. Basic DBS checks disclose only unspent convictions and conditional cautions.

Standard and Enhanced DBS checks may include spent convictions and cautions, subject to the statutory filtering rules set by the DBS and Home Office.

Certain serious offences, including specified violent and sexual offences, are never filtered and can appear on Standard and Enhanced certificates.

Employers should ensure roles are lawfully eligible for Standard or Enhanced checks and handle disclosed information in line with the Act, the DBS Code of Practice, and ICO guidance.

Vetting providers such as Checkback International and MyVetting can support compliant DBS screening.

DBS checks periods outside UK do not cover periods lived outside the UK, so employers must follow the rules of the countries where the individual resided when checking overseas history.

Purpose and Protections

The Rehabilitation of Offenders Act 1974 underpins fair pre-employment screening by limiting disclosure of certain old convictions. Its aim is to balance safeguarding with rehabilitation by defining what different DBS levels may lawfully reveal.

After specified rehabilitation periods, many convictions become spent and are not disclosed on a Basic DBS check, reducing unnecessary stigma in recruitment.

Rehabilitation periods are set by sentence type and length and typically range from months to several years.

DBS filtering rules remove protected cautions and convictions from both Standard and Enhanced checks, ensuring only relevant, non-protected information is disclosed.

Standard and Enhanced DBS checks may still reveal non-filtered information where roles meet the legal criteria for higher-level vetting.

Employers should apply the Home Office and DBS guidance, observe the Rehabilitation of Offenders Act 1974 (Exceptions) Order, and handle data in line with ICO requirements.

Spent Vs Unspent

Determining whether a conviction is “spent” or “unspent” under the Rehabilitation of Offenders Act 1974 is central to DBS checks and pre-employment vetting in the UK. A conviction becomes spent after a defined rehabilitation period, depending on the sentence imposed and time without reoffending.

Spent convictions are not generally disclosable on a Basic DBS check. Unspent convictions must be disclosed and will appear on a Basic DBS certificate, which employers may use to assess risk and suitability.

Rehabilitation periods vary by sentence type and length. For example, custodial sentences under six months are subject to a set rehabilitation period before becoming spent. Certain offences, including specified serious sexual or violent offences, may never become spent and will continue to be disclosed where legally applicable.

Applicants can use the government’s official disclosure calculator to confirm whether a conviction is spent or unspent before a DBS application.

Employers should ensure any criminal record processing complies with the Rehabilitation of Offenders Act 1974, the Police Act 1997, the DBS filtering rules, and the UK GDPR, and apply fair, role-relevant assessment.

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

Exceptions and Disclosures

Although most spent convictions do not appear on a Basic DBS certificate, exceptions under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 bring them back into scope for Standard and Enhanced DBS checks for roles eligible under that Order.

Positions in education, healthcare, and other regulated or sensitive settings are exempt, so both unspent and certain spent convictions may be disclosed on Standard or Enhanced checks.

Whether a conviction is spent depends on the rehabilitation period, which varies by sentence type and length.

Filtering rules under DBS guidance further limit disclosure on Standard and Enhanced certificates by removing eligible cautions and convictions after set periods.

Specified offences, including serious violent and sexual offences, are never filtered and remain permanently disclosable.

Applicants can use official guidance or reputable tools to assess when convictions become spent and to understand their disclosure obligations.

Vetting providers such as Checkback International or MyVetting can advise on appropriate DBS levels and lawful processing under the Rehabilitation of Offenders Act, the Police Act 1997, and ICO guidance.

How Filtering Criteria Apply

Filtering rules determine what appears on Disclosure and Barring Service (DBS) certificates by excluding protected cautions and convictions that meet set criteria on offence type, age at the time, and elapsed time.

These statutory rules recognise rehabilitation while maintaining safeguarding. Serious sexual and violent offences, and offences on the DBS specified list, are never filtered.

For Standard and Enhanced DBS checks, certain spent convictions and cautions may be protected if they satisfy the age-at-offence and time-elapsed thresholds and are not on the specified list.

Basic DBS certificates show unspent convictions only, in line with the Rehabilitation of Offenders Act 1974. Outcomes depend on the disposal and relevant rehabilitation periods.

• Relief: eligible old or minor matters may be filtered.
• Consistency: the DBS applies published criteria uniformly.
• Safety: high-harm offences remain disclosable.
• Control: individuals can make a subject access request to check their records before applying.

For policy and criteria, refer to DBS guidance and the Home Office filtering rules, and ensure compliance with ICO data protection principles.

Vetting providers such as Checkback International or MyVetting can advise on applying filtering to recruitment workflows.

Common DBS Filtering Myths

Common misconceptions persist about what the DBS will filter. Not all cautions are removed: only certain protected cautions are filtered, and conditional cautions may still be disclosed.

Multiple offences are not filtered uniformly; having more than one conviction can prevent filtering entirely.

Youth records are often misunderstood: age at the time of the offence can affect filtering, but serious specified offences are never filtered.

Filtering rules are set by the DBS under Rehabilitation of Offenders Act (Exceptions) Order 1975 and associated guidance, and apply differently across Basic, Standard and Enhanced DBS checks.

Employers should only consider information legally disclosable and relevant to the role, in line with DBS guidance and ICO data minimisation principles.

Spent Cautions Disclosure

Spent cautions do not appear on Basic DBS checks, which only disclose unspent convictions. Many assume any police contact resurfaces indefinitely, but DBS disclosure depends on the level of check and statutory filtering rules.

Under DBS filtering, certain cautions and spent convictions are removed from Standard and Enhanced certificates once the eligibility criteria and time periods are met.

For adults, a simple caution is spent immediately upon acceptance. A conditional caution is unspent until its conditions are met; only then can filtering be considered.

Specified offences of a serious nature (for example, certain violent or sexual offences) are never filtered and remain disclosable on Standard and Enhanced checks regardless of spent status.

The DBS applies automated filtering based on offence type, age at disposal, and elapsed time to reduce disclosure of minor, historic matters in line with Home Office guidance and relevant UK legislation.

Multiple Offences Filtering

Multiple Offences Filtering

Having more than one offence does not automatically prevent filtering on a DBS certificate.

Filtering applies to Standard and Enhanced DBS checks under the DBS filtering rules and relevant Rehabilitation of Offenders Act (Exceptions) Order. It removes only certain spent convictions and cautions after set periods, provided the offences are not on the DBS’s list of offences that will never be filtered.

Specified violent and sexual offences, safeguarding-related offences, and other serious listed offences are never filtered and will always be disclosed.

For most other eligible offences, the filtering period is typically 11 years for adults and 5 years and 6 months for offences committed under age 18.

Multiple eligible convictions and cautions may be filtered if each individually meets the criteria.

Police may also include relevant non-conviction information on Enhanced DBS certificates if reasonably believed to be pertinent to the role, in line with Home Office and DBS guidance.

Youth Records Treatment

Youth records and filtering in DBS checks

Youth cautions, previously known as reprimands and final warnings, are now treated within the caution and conviction categories for DBS filtering. Multiple offences can be filtered if each meets the statutory criteria.

Unspent youth convictions must be disclosed on Basic DBS checks until the relevant rehabilitation periods under the Rehabilitation of Offenders Act 1974 (as amended) have ended. For Standard and Enhanced DBS checks, some spent youth cautions or convictions may still be disclosed, depending on the offence type, the individual’s age at the time, and the elapsed time since disposal, in line with DBS filtering rules.

Legislation and filtering rules vary across England and Wales, Scotland, and Northern Ireland, leading to different outcomes by jurisdiction. Certain specified offences attract longer or no filtering periods.

Candidates should review their circumstances against current DBS guidance issued by the Home Office and DBS. HR and compliance teams should ensure policies reflect the latest statutory guidance and data protection requirements from the ICO.

Audit Job Descriptions Annually

Audit job descriptions annually to ensure DBS check requirements reflect current duties and UK law. Align each role with the correct DBS level (Basic, Standard, or Enhanced with or without barred lists) based on actual responsibilities and safeguarding needs. Clear, current descriptions guide hiring teams and applicants on disclosure expectations under the latest DBS rules.

1. Reduce doubt: updated duties prevent mismatches between tasks and DBS level, easing candidate concerns.
2. Protect people: precise criteria support proportionate safeguarding where contact with vulnerable groups occurs.
3. Preserve trust: transparent expectations enable fair, informed decisions about criminal record information.
4. Avoid penalties: timely revisions reflect DBS legislation and guidance, reducing legal and regulatory risk.

Regular audits also identify roles that require a change in DBS level, strengthening compliance, safeguarding practice, and recruitment conversations. They can also identify roles that may require national security vetting such as Security Check, ensuring appropriate clearance levels are considered.

Automated Policy Gap Analysis

An automated policy gap analysis for DBS screening identifies statutory and guidance requirements for Basic, Standard, and Enhanced checks, including filtering rules, rehabilitation periods, barred list considerations, and subject access rights under the Data Protection Act 2018.

It then compares organisational procedures against DBS and Home Office guidance to detect omissions or inconsistencies.

Finally, it maps each gap to targeted controls—for example, role-based eligibility assessments, evidence verification, police intelligence review triggers, and scheduled updates to filtering criteria in line with DBS and ICO updates.

Identify Policy Requirements

Clarity begins by mapping DBS legal disclosure rules to role-specific needs. Policy requirements should specify when a Basic, Standard, or Enhanced DBS check is lawful and proportionate under the Police Act 1997 and the Rehabilitation of Offenders Act 1974 (Exceptions) Order.

Roles involving children or vulnerable adults typically require Enhanced checks, with barred list searches where applicable under the Safeguarding Vulnerable Groups Act 2006. Policies must define eligible posts, the lawful basis for processing under UK GDPR, and the point in the hiring workflow when checks are initiated.

Requirements must reflect permitted disclosures at each level: unspent convictions for Basic; spent and certain filtered convictions and cautions for Standard; and, for Enhanced, relevant local police information and approved non-conviction data where job suitability is engaged.

Policies should reference statutory filtering rules issued by the DBS, noting offences that are never filtered. Finally, policies must set retention limits aligned with ICO guidance, candidate notification standards, and clear escalation paths for ambiguous or adverse results.

Map Gaps to Controls

A structured gap-to-control mapping compares current DBS screening policies and workflows against UK statutory disclosure rules to identify missing, weak, or excessive controls.

Automated analysis cross-references role profiles with lawful eligibility for Basic, Standard, or Enhanced DBS checks to ensure the least-intrusive lawful level is applied. It confirms filtering rules are enforced so protected (filtered) cautions and convictions are excluded from Standard and Enhanced certificates, while unspent convictions are disclosed appropriately.

Controls ensure Enhanced checks prompt local police information requests only where legally justified and relevant to safeguarding under the Police Act 1997.

The mapping highlights risks of over-disclosure, under-disclosure, and missing audit trails. It assigns corrective actions: eligibility validation, filtering configuration, reviewer escalation, and periodic audits to meet Home Office and DBS guidance, align with ICO data protection principles, and reduce discrimination risk.

Include 2013 Filtering Changes

The 2013 filtering changes affect what appears on Standard and Enhanced DBS certificates for pre-employment screening in England and Wales.

Once rehabilitation periods are met, certain old or minor cautions and convictions are filtered (removed) from disclosure to reduce unnecessary revelation of spent records.

Serious violent and sexual offences, offences on the DBS specified offences list, multiple convictions, and any offence resulting in a custodial sentence are not filtered and will continue to be disclosed.

Filtering applies only to Standard and Enhanced DBS checks; it does not change eligibility or the disclosure of barred list information where applicable.

Separate disclosure regimes apply in Scotland and Northern Ireland.

These rules are set by the DBS and Home Office, with guidance from the ICO on lawful processing.

What Filtering Removes

DBS filtering removes specific protected cautions and convictions from disclosure when they are no longer relevant to most roles.

It limits what appears on a Standard or Enhanced DBS certificate so minor and historic matters do not overshadow current suitability. Cautions become spent more quickly and, if they meet the criteria (age at disposal, time elapsed, and offence type), are filtered after set periods.

The 2013 legal changes introduced filtering of old and minor records, preventing blanket disclosure of all police-held information.

The regime distinguishes between offences eligible for filtering and specified serious offences that must always be disclosed. Filtered items do not appear on Standard or Enhanced DBS certificates and should not be considered by employers, supporting fair and proportionate recruitment while maintaining public protection in line with DBS and Home Office guidance.

Exceptions to Filtering

Certain criminal records are excluded from DBS filtering and will always be disclosed.

The 2013 amendments introduced filtering of spent cautions and convictions after defined periods, but serious violent and sexual offences, and offences on the specified lists, remain exceptions and are never filtered.

Convictions resulting in custodial sentences over 30 months are also excluded from filtering. Time limits apply only to eligible records with no recent offending: typically 11 years for adults and 5.5 years for those under 18 at the time of the offence.

• Serious violent/sexual offences: not filtered; always disclosed.
• Custodial sentences over 30 months: not filtered.
• Eligible spent offences: may be filtered, subject to time limits and criteria.

Barred list status is separate from filtering.

If an individual is included on a barred list, this is always disclosed where legally permitted.

Individuals can seek reviews of DBS disclosure content through the DBS disputes process and may submit a Subject Access Request to the police for personal data.

For guidance, refer to the DBS filtering rules, the Rehabilitation of Offenders Act 1974 (Exceptions) Order, and Home Office/DBS publications.

Checkback International and MyVetting can advise on DBS application processes.

Frequently Asked Questions

What Can Appear on a DBS Check?

A DBS check discloses different information depending on the level requested:

• Basic DBS: shows unspent convictions and unspent conditional cautions under the Rehabilitation of Offenders Act 1974.
• Standard DBS: shows unspent convictions and cautions, plus certain spent convictions and cautions not protected by filtering rules.
• Enhanced DBS: includes everything on a Standard check, plus any additional, relevant police-held information disclosed under the Police Act 1997.
• Enhanced with barred list(s): adds a check of the DBS Children’s Barred List and/or Adults’ Barred List, confirming whether the individual is barred from regulated activity.

DBS filtering removes protected spent convictions and cautions in line with current DBS guidance and legislation.

Certain serious offences, particularly specified violent or sexual offences, are not filtered and will always be disclosed.

These checks support safeguarding and safer recruitment in eligible roles, in accordance with the Police Act 1997 and the Safeguarding Vulnerable Groups Act 2006.

How Far Back Does a Full DBS Check Go?

A DBS check has no fixed look-back period. It can disclose all unspent convictions and cautions, and certain spent matters subject to the Rehabilitation of Offenders Act 1974 and statutory filtering rules.

Specified offences, including serious violent or sexual offences, are always disclosed and are not eligible for filtering.

Enhanced DBS certificates may also include relevant local police information at the Chief Officer’s discretion where lawful and proportionate for safeguarding.

The level of disclosure depends on the DBS check type (Basic, Standard, Enhanced) and the role’s legal eligibility under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

Guidance is issued by the Disclosure and Barring Service and the Home Office.

Does a DBS Check Look at Your Internet History?

No. A DBS check does not access or review an individual’s internet browsing history or social media activity.

DBS checks disclose criminal record information from the Police National Computer and, for Standard and Enhanced levels, may include relevant police-held information. Enhanced checks can also include checks of the children’s and/or adults’ barred lists where the role is eligible.

The purpose is safeguarding and role suitability, not assessing digital footprints.

Online conduct may be investigated under separate UK laws if it constitutes a criminal offence, but that falls outside the DBS process.

Employers should ensure DBS requests are lawful, proportionate, and role-appropriate under DBS eligibility guidance. Candidates should be informed under the UK GDPR about what data is processed.

What Kind of Stuff Comes up in a Background Check?

It typically includes identity verification, employment and education history, criminal records, and professional licence status. For UK pre-employment screening, the content depends on the check type:

• DBS: Basic, Standard, and Enhanced certificates. Basic shows unspent convictions; Standard shows spent and unspent convictions, cautions, reprimands, and final warnings; Enhanced adds relevant local police information. Enhanced with barred list checks is used for regulated activity. Some old or minor offences may be filtered and not disclosed under DBS filtering rules.
• Right to Work: verification of immigration status and document checks in line with Home Office guidance, with a statutory excuse if processes are followed correctly.
• Right to Rent: verification of a tenant’s eligibility to rent in England under Home Office rules.
• FCA screening: identity, employment history, qualifications, fitness and propriety, criminal record (as permitted), credit where relevant, and regulatory sanctions, in line with FCA and SM&CR expectations.

Additional elements may include adverse media, sanctions, and credit checks for financial roles, conducted lawfully under the Data Protection Act 2018 and ICO guidance.

Vetting may be delivered by providers such as Checkback International or MyVetting.

Conclusion

To summarise, understanding what a DBS check shows requires context: 12 million records, layered legal frameworks, and evolving filtering rules. By aligning with the Rehabilitation of Offenders Act 1974 and post-2013 filtering changes, organisations can avoid myths, reduce unjust exclusions, and remain compliant. Regular reviews of role risk assessments, along with clear eligibility mapping for Basic, Standard, and Enhanced DBS levels (with barred list checks where legally applicable), ensure checks are necessary and proportionate. Robust policies, manager training, and data minimisation under the Data Protection Act 2018 and ICO guidance support fair, evidence-led decisions. This approach protects safeguarding objectives while respecting rehabilitation, improving hiring quality and organisational integrity.