Jobs that involve safeguarding or positions of public trust typically require a DBS check. Education roles (teachers, teaching assistants, and other school staff), healthcare (NHS staff, carers), and social workers usually require an Enhanced DBS check, often with a check of the children’s and/or adults’ barred lists where the role involves regulated activity. Law enforcement roles, certain legal roles, and foster carers are also eligible for Enhanced checks. Taxi and private hire drivers commonly require an Enhanced check via local authority licensing. Roles without safeguarding risks may be subject to a Basic DBS check. Employers must select the lawful level of check based on the role’s duties under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 and the Police Act 1997. The next sections set out how to determine eligibility in detail.
025 UK Hiring Context
In the UK’s 2025 hiring landscape, Disclosure and Barring Service (DBS) checks operate within a statutory framework that links check level to role risk and legal eligibility.
Employers must assess roles against the Rehabilitation of Offenders Act (Exceptions) Order and Police Act regulations to determine whether a Basic, Standard, or Enhanced check is permitted.
Enhanced checks, with or without a check of the barred lists, are typically required in education, regulated social care, and healthcare due to work with children or vulnerable adults.
Taxi and private hire licensing authorities commonly mandate Enhanced checks under local licensing rules.
Requests must be lawful, proportionate, and comply with DBS guidance and ICO data protection requirements.
Registered employers can order blank application forms through an online tracking tool or by phone.
Legal Framework in 2025
A tightened statutory landscape defines DBS obligations in 2025, setting clear thresholds for when criminal record checks are mandatory in UK hiring.
Legislation links DBS checks to roles involving children or vulnerable adults, making them compulsory for teachers, social workers, and healthcare professionals.
Enhanced DBS checks are required where regulated activity occurs, particularly where unsupervised access is inherent to the role.
Standard DBS checks apply to positions requiring assessment of professional suitability without regulated activity, while Basic DBS checks may be used for roles where only unspent convictions are relevant.
Public protection provisions extend requirements to licensed taxi and private hire drivers, as well as security roles where licensing authorities specify DBS levels.
Employers must ensure requests are lawful, necessary, and proportionate under the Rehabilitation of Offenders Act 1974 (Exceptions) Order and Police Act 1997, and process data in line with the Data Protection Act 2018 and ICO guidance.
Change control matters: staff moving into regulated activity, or changing to work with a different vulnerable population, must obtain a new, role-appropriate DBS check.
Update services may be used where suitable, but employers remain responsible for verifying identity and legal eligibility.
Sector-Specific Eligibility
Often the level of DBS check required hinges on the sector’s risk profile and the nature of contact with protected groups.
In education and healthcare, teachers, clinicians, ambulance staff, and emergency medical dispatchers typically require an Enhanced DBS check due to frequent, unsupervised contact and responsibilities in urgent or intimate settings.
Social workers and child psychologists commonly require Enhanced DBS checks with barred list information because they work with individuals in sensitive or high‑risk circumstances.
Within education support, roles such as after‑school programme coordinators may need a Standard or Enhanced DBS check depending on the frequency and type of direct contact with children, in line with the Rehabilitation of Offenders Act (Exceptions) Order and DBS eligibility guidance.
In finance and corporate functions, a Basic DBS check may be proportionate for roles involving access to funds or sensitive data, while regulated roles may require additional sector‑specific checks under FCA rules.
Employers should ensure checks are lawful, necessary, and compliant with the Data Protection Act 2018 and ICO guidance, and use reputable providers such as Checkback International or MyVetting.
What Is DBS?
A DBS (Disclosure and Barring Service) check is a UK criminal record check used in pre-employment screening to support safeguarding and regulatory compliance.
The DBS also maintains the Barred Lists used when assessing whether individuals should be prevented from working with vulnerable groups.
There are four levels: Basic (unspent convictions), Standard (spent and unspent convictions, cautions, reprimands), Enhanced (as Standard plus relevant local police information), and Enhanced with Barred Lists (Enhanced plus a check of the children’s and/or adults’ barred lists where legally eligible).
Eligibility for Standard and Enhanced levels is defined by the Rehabilitation of Offenders Act (Exceptions) Order and the Police Act. Employers request checks through the DBS, and results are disclosed to the applicant, with information shared in line with the Rehabilitation of Offenders Act and ICO guidance.
Rechecks should be risk-based and role-dependent. For regulated activity, Enhanced with Barred Lists is required.
Vetting providers such as Checkback International or MyVetting can manage applications, identity verification, and compliance with Home Office and DBS requirements.
Purpose of DBS
The Disclosure and Barring Service (DBS) supports safer recruitment by providing lawful access to relevant criminal record information so employers can assess risk. Its core purpose is safeguarding: protecting children and vulnerable adults by helping organisations identify individuals who may be unsuitable for regulated roles.
DBS checks provide structured insight into convictions, cautions, reprimands, or warnings that are relevant to the position, enabling informed hiring and deployment decisions.
DBS checks must be proportionate to the role. Basic, Standard, and Enhanced levels are defined in UK legislation, with Enhanced checks (with or without a check of the barred lists) reserved for roles eligible under the Rehabilitation of Offenders Act 1974 (Exceptions) Order and the Police Act 1997.
Employers should only request the legally permitted level for the role and comply with the DBS Code of Practice and ICO guidance on data protection.
Compliance is integral. Many roles involving regulated activity or direct, unsupervised contact with vulnerable groups have a legal requirement for the appropriate DBS level. Conducting checks prior to employment helps verify suitability, reduce safeguarding risk, and demonstrate due diligence to regulators.
Trusted vetting providers such as Checkback International or MyVetting can facilitate accurate, timely applications in line with Home Office and DBS requirements.
Types of Checks
Four distinct levels define what a DBS check can reveal, each aligned to role risk and safeguarding duties.
A Basic DBS check discloses unspent convictions only and suits lower-risk roles.
A Standard DBS check includes unspent and certain spent convictions, cautions, reprimands, and warnings, appropriate where trust and integrity are required.
An Enhanced DBS check adds relevant, locally held police information for roles involving close contact with the public and safeguarding responsibilities.
Enhanced with Barred Lists includes checks of the children’s and/or adults’ barred lists and is reserved for regulated activity with vulnerable groups under the Safeguarding Vulnerable Groups Act 2006.
In general, roles involving children or vulnerable adults require Enhanced, often with Barred Lists, while lower-risk positions align with Basic or Standard levels.
All DBS checks are administered by the Disclosure and Barring Service under UK law and must comply with DBS eligibility guidance and ICO data protection requirements.
Vetting may be facilitated by providers such as Checkback International or MyVetting.
How Checks Work
DBS checks are the UK mechanism for assessing an applicant’s criminal record to support safe recruitment, particularly for roles involving children or vulnerable adults. Employers determine the appropriate level, obtain consent, verify identity, and submit the applicant’s details.
The Disclosure and Barring Service (DBS) gathers information from the Police National Computer and, where applicable, barred lists, and issues a certificate to the applicant.
A Basic DBS discloses unspent convictions. A Standard DBS includes unspent and certain spent convictions, cautions, reprimands, and warnings, subject to filtering rules under the Rehabilitation of Offenders Act (Exceptions) Order.
An Enhanced DBS adds relevant locally held police information. An Enhanced DBS with Barred Lists also confirms whether the applicant is barred from working with children or adults.
Employers must assess results to meet safeguarding duties and manage risk, in line with Home Office and DBS guidance and data protection obligations under the ICO.
Why DBS Prevents Mis-Hires
DBS checks are a core UK safeguarding control that help prevent mis-hiring for roles involving contact with children or vulnerable adults.
By selecting the appropriate DBS level (Basic, Standard, or Enhanced, with Barred List where legally required) and following DBS guidance, employers identify relevant criminal history that could present risk.
This targeted vetting reduces the likelihood of misconduct, supports compliance with the Rehabilitation of Offenders Act 1974 and DBS Code of Practice, and protects organisational reputation.
Consistent, lawful processing of criminal record data in line with the ICO’s guidance builds trust and helps lower turnover costs associated with unsuitable hires. The Standard check costs £18 and enhanced checks cost £38, and checks are free for volunteers.
Risk-Based Screening
In many high-trust roles, risk-based screening using DBS checks is a critical safeguard against unsafe hiring. Employers should align the DBS level with the role’s duties and access to vulnerable groups. Enhanced with Barred Lists checks are appropriate where individuals work regulated activity with children or vulnerable adults. Enhanced checks suit roles involving close contact or decision-making affecting vulnerable people. Standard checks apply where the role requires a higher level of trust but no regulated activity.
Teachers, social workers, and healthcare professionals handle sensitive situations and decisions; safeguarding principles and the Rehabilitation of Offenders Act 1974 (Exceptions) Order justify rigorous criminal record checks to identify relevant convictions, cautions, reprimands, and warnings.
The Police Act 1997 and DBS filtering rules ensure disclosures are proportionate. Evidence and regulatory expectations indicate that structured DBS screening supports safer recruitment by reducing the risk of placing unsuitable individuals in positions of trust.
Where mandated, compliance with statutory guidance (e.g., Keeping Children Safe in Education and CQC requirements) also reduces organisational liability and supports consistent practice. Implemented correctly, risk-based DBS screening strengthens organisational safety, upholds public confidence, and ensures hiring decisions reflect each role’s safeguarding risk profile.
Safeguarding Vulnerable Groups
A robust DBS framework reduces mis‑hire risk by identifying individuals whose records indicate a risk to children or vulnerable adults. DBS checks are role‑based and proportionate, with legal thresholds under the Safeguarding Vulnerable Groups Act 2006 and associated regulations determining eligibility.
- Teaching/Schools: Enhanced DBS with children’s barred list check where the role involves regulated activity; focus on child protection and supervised/unsupervised access.
- Healthcare settings: Enhanced DBS, often with adults’ and/or children’s barred list checks for regulated activity; focus on patient safety, including vulnerable adults.
- Social care: Enhanced DBS with relevant barred list checks for roles providing personal care or day‑to‑day supervision; daily contact and dependency risks.
- Volunteer roles: Appropriate level of DBS based on duties and frequency; barred list checks where volunteers undertake regulated activity.
Enhanced DBS checks, including access to the children’s and/or adults’ barred lists via the Disclosure and Barring Service, help identify individuals legally prohibited from working in regulated activity.
Employers should conduct role‑specific eligibility assessments, follow DBS Code of Practice, and process checks lawfully under UK GDPR and the Data Protection Act 2018, with guidance from the Home Office and the DBS.
Clear policies, documented risk assessments, and periodic rechecks strengthen safeguarding and reduce the likelihood of unsuitable appointments. Vetting may be administered in‑house or via accredited providers such as Checkback International or MyVetting.
Trust and Compliance
Pre-employment screening in the UK relies on verified risk information to meet statutory and regulatory duties.
DBS checks provide an objective record of an individual’s criminal history, enabling employers to match roles with appropriate safeguarding measures under DBS and Home Office guidance.
With over two million applications processed annually, Basic, Standard, and Enhanced DBS checks support proportionate risk management across sectors, particularly where work involves children, vulnerable adults, or sensitive environments.
Employers should select the lowest lawful level required for the role and handle results in line with the Rehabilitation of Offenders Act, DBS filtering rules, and ICO guidance on data protection.
Trusted providers such as Checkback International and MyVetting can support compliant processing and secure handling of results.
Rehabilitation of Offenders Act 1974
The Rehabilitation of Offenders Act 1974 sets out how spent and unspent convictions should be considered during DBS-related pre-employment screening.
For roles covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, employers may lawfully ask about both spent and unspent convictions and require Standard or Enhanced DBS checks.
For roles not covered by the Exceptions Order, only unspent convictions should be considered and a Basic DBS check is appropriate.
Filtering rules, set by the DBS and Home Office, mean certain old and minor convictions and cautions are not disclosed on Standard or Enhanced DBS certificates, even for exempt roles.
Employers must ensure questions and disclosures align with the Act, the Exceptions Order, and ICO guidance on data minimisation and rehabilitation.
Vetting providers such as Checkback International or MyVetting can support compliant DBS processing.
Employers should ask to see the applicants original documents and make and keep copies when conducting the check.
Spent Vs Unspent Convictions
Two categories are central to DBS disclosures under the Rehabilitation of Offenders Act 1974: spent and unspent convictions.
A conviction becomes spent after a rehabilitation period determined primarily by the sentence. Shorter sentences generally spend sooner; more serious sentences take longer.
Unspent convictions are within their rehabilitation period and are disclosable on Standard and Enhanced DBS checks.
Many spent convictions are filtered from disclosure under DBS filtering rules, depending on the level of check and the offence type.
Custodial sentences of more than four years are never spent and remain disclosable.
Understanding spent versus unspent status helps employers request the correct DBS level and assess safeguarding risk lawfully, in line with DBS guidance and UK legislation.
Exceptions Order Roles
The Rehabilitation of Offenders Act 1974 (Exceptions) Order identifies roles where employers may lawfully ask about both spent and unspent convictions and conduct Standard or Enhanced DBS checks for safeguarding.
These roles include teachers, healthcare professionals, social workers, and positions involving regular contact with children or vulnerable adults, as well as law enforcement and certain legal professions.
For posts listed under the Exceptions Order, employers can request:
- Standard DBS checks, disclosing spent and unspent convictions, cautions, reprimands, and final warnings (subject to filtering rules).
- Enhanced DBS checks, which include the above plus relevant police-held information, and, where eligible, checks of the children’s and/or adults’ barred lists.
Employers should ensure eligibility under DBS guidance before requesting Standard or Enhanced checks, apply fair recruitment practices in line with the Rehabilitation of Offenders Act and DBS filtering, and handle data in accordance with the Data Protection Act 2018 and ICO guidance.
Using an experienced Registered Body or umbrella company, such as Checkback International or MyVetting, helps ensure correct level selection, lawful basis, and compliant processing.
Filtering and Disclosure Rules
The Rehabilitation of Offenders Act 1974 governs when convictions become spent and how they are disclosed on Disclosure and Barring Service (DBS) checks used in UK pre-employment screening.
Rehabilitation periods depend on the sentence type and length, with lesser offences becoming spent sooner. For roles requiring a basic DBS, only unspent convictions are disclosed.
Standard and enhanced DBS checks, permitted under the Exceptions Order to the ROA, disclose wider criminal history relevant to safeguarding.
Filtering rules, set by the DBS and the Home Office, remove certain old and minor convictions and cautions from standard and enhanced certificates, but serious or recent offences remain reportable.
For positions involving work with children or vulnerable adults, enhanced DBS checks may include spent convictions and, where applicable, local police information, to meet safeguarding requirements.
Employers must ensure DBS eligibility, follow ICO guidance on data protection, and only request the level of check justified by the role.
Vetting providers such as Checkback International or MyVetting can support compliant DBS processing.
How DBS Checks Run Daily
Running daily, DBS checks operate as a core safeguarding control in UK workplaces where trust and protection are critical. Employers must match the level of check to role risk: Basic, Standard, Enhanced, or Enhanced with Barred Lists for regulated activity.
Daily routines should prioritise timely verification, secure handling of personal data under the UK GDPR and the Data Protection Act 2018, and consistent, auditable decisions aligned with DBS guidance.
1) Define eligibility: map roles to the appropriate DBS level using DBS/Home Office guidance, considering contact with children or vulnerable adults and access to sensitive information.
2) Standardise workflow: appoint authorised countersignatories, capture consent, complete identity verification to DBS standards, and maintain compliant records.
3) Use the DBS Update Service: monitor status changes, reduce repeat applications, and act promptly on any new information.
4) Review risk: integrate DBS outcomes into ongoing safeguarding assessments and internal compliance audits, documenting rationale and actions.
Employers should also maintain a written policy on ex-offenders to ensure consistent decision-making when conducting checks.
Common Questions on Spent Cautions
Readers often ask when cautions become spent, how this affects DBS disclosures, and what may still be revealed on different DBS levels. Under the Rehabilitation of Offenders Act 1974 (as amended), most cautions become spent immediately; youth cautions are always spent immediately.
However, disclosure rules differ by DBS level and the filtering regime.
- Basic DBS: Shows only unspent convictions. Spent cautions do not appear.
- Standard DBS: May show spent cautions unless they are eligible for filtering under the DBS filtering rules and offences list set by the Home Office and DBS.
- Enhanced DBS: As with Standard, spent cautions may be disclosed unless filtered. Enhanced certificates can also include relevant police information, subject to statutory guidance.
Filtering is automatic if the caution meets the DBS criteria (offence not on the specified list, sufficient time elapsed, and age considerations). Certain offences are never filtered.
Timeframes and eligibility are set by the DBS and Home Office; employers should not ask applicants to self-disclose filtered cautions. For data protection, follow ICO guidance and only process criminal records data where lawful and necessary.
For DBS guidance or to determine eligibility for Standard or Enhanced checks, consult the DBS and Home Office role eligibility criteria. Vetting support is available from Checkback International or MyVetting.
When Cautions Become Spent
Cautions become “spent” after fixed rehabilitation periods under the Rehabilitation of Offenders Act 1974. For adult cautions, the period is typically six years; for cautions issued to those under 18, it is usually three years. This is relevant when assessing disclosure in UK pre-employment screening.
For DBS checks:
- Basic DBS: Spent cautions are not disclosed.
- Standard DBS: Certain cautions may be disclosed subject to filtering rules set by the DBS and Home Office guidance.
- Enhanced DBS: The same filtering rules apply, and relevant local police information may be included where lawful.
Applicants generally do not need to disclose spent cautions unless the role is exempt under the Rehabilitation of Offenders Act (Exceptions) Order 1975, such as work with children or vulnerable adults.
Employers should ensure requests are lawful, proportionate, and aligned with the level of DBS required. Refer to DBS and ICO guidance on filtering, data minimisation, and fair processing.
Disclosure on Basic Checks
Although employers sometimes ask broad questions about criminal records, a Basic DBS check only discloses unspent convictions and conditional cautions under the Rehabilitation of Offenders Act 1974. Spent convictions and spent cautions are not shown. This is relevant for roles that do not require Standard or Enhanced DBS checks.
Individuals may obtain a Basic DBS check for pre-employment assurance, knowing that “spent” outcomes remain private once the rehabilitation period has elapsed. Rehabilitation periods vary by offence and disposal.
Employers should ask only for information they are legally entitled to, and candidates are generally required to disclose only unspent convictions when a Basic DBS check is appropriate. Processing criminal record data must comply with the Data Protection Act 2018 and ICO guidance.
- Unspent convictions: Appears on Basic DBS; disclose when lawfully requested.
- Spent convictions: Not shown; protected from disclosure for Basic DBS purposes.
- Spent cautions: Not shown on a Basic DBS.
- Application route: Individual or employer via the DBS basic service.
- Purpose: Baseline criminal record assurance for roles without a legal basis for higher-level DBS checks.
For compliant screening, employers should align requests with DBS guidance and Home Office policy, and use reputable providers such as Checkback International or MyVetting where appropriate.
Impact on Enhanced Checks
Enhanced checks: impact on disclosure and decision-making
Enhanced DBS checks can disclose relevant spent and unspent cautions, subject to statutory filtering. This enables employers in regulated activity to assess risk where safeguarding is central.
Filtering rules under the Rehabilitation of Offenders Act (Exceptions) Order and DBS guidance remove protected cautions after defined periods, depending on offence type and age at disposal. Timeframes before a caution becomes spent vary by severity and influence what may be revealed.
Employers should assess disclosed information lawfully, fairly and proportionately to the role, in line with DBS guidance and ICO employment practices.
Disclosure is not a bar in itself; relevance, recency, and pattern should be considered. Enhanced DBS checks therefore balance rehabilitation with risk management, supporting informed, role-specific decisions without automatic exclusion.
Document Your Eligibility Rationale
To guarantee lawful and proportionate use of DBS checks, employers should record a clear eligibility rationale for each role, linking the level of DBS check to defined duties, contact with children or vulnerable adults, and the degree of trust or access involved.
Documentation must align with UK legislation and DBS guidance, noting when Basic, Standard, Enhanced, or Enhanced with Barred Lists checks are justified within recruitment.
- Define role duties and nature/frequency of contact with children or vulnerable adults.
- Assess trust and access: premises, sensitive data, financial authority, and unsupervised settings.
- Map risks to the appropriate DBS level: Basic (unspent convictions), Standard (specified roles in Rehabilitation of Offenders Act Exceptions Order), Enhanced (Regulated Activity or roles listed in Police Act regulations), or Enhanced with Barred Lists (Regulated Activity as defined by the Safeguarding Vulnerable Groups Act).
- Record the legal basis, decision-maker, date, and review point; retain evidence to demonstrate compliance with DBS, Home Office, and ICO requirements.
Examples of roles commonly requiring Enhanced or Enhanced with Barred Lists checks include teachers, healthcare professionals, social workers, carers, transport drivers for vulnerable groups, and certain emergency responders.
Always confirm eligibility against DBS guidance before submitting an application. Certain national security vetting levels, such as Security Check, include specific review periods and additional checks that employers should consider when assessing personnel access needs.
Audit Your DBS Workflows
To audit DBS workflows effectively, an organisation should map role-based safeguarding risks against DBS statutory guidance and regulated activity definitions.
From this, standardise criteria by role family, specifying when Basic, Standard, or Enhanced (with/without Barred List) checks apply.
Define approval, renewal, and exception controls, including escalation paths for positive disclosures and filtering rules under the Rehabilitation of Offenders Act 1974 (Exceptions) Order.
Align identity verification with DBS requirements, document decision rationales, and set review cycles.
Ensure data handling complies with the ICO’s guidance on criminal offence data and retention.
Conduct periodic sampling to confirm consistency across recruitment and volunteer processes.
Consult the employers guide to right to work checks for further detail on verification procedures, including the possibility of obtaining a Positive Verification Notice.
Map Role Risk Levels
Mapping role risk levels for DBS checks
Mapping role risk levels requires an objective assessment of trust, responsibility, and exposure to children or adults at risk. A structured DBS role assessment determines whether a Basic, Standard, or Enhanced check is lawful and proportionate under the Rehabilitation of Offenders Act 1974 (Exceptions) Order and the Police Act 1997.
Roles with direct, frequent, or unsupervised contact in regulated activity typically require an Enhanced check, with barred list checks where appropriate. Positions involving access to sensitive information or financial responsibility may justify a Standard check where the role is listed in the Exceptions Order; otherwise, only a Basic check is permissible.
Assess the frequency, nature, and context of interactions. Regular, unsupervised, or regulated activities increase safeguarding risk and usually require Enhanced checks. Link eligibility to defined duties, not job titles, and record the legal basis and rationale for each decision.
Maintain an audit trail to confirm renewals, capture role changes, and reflect current DBS and Home Office guidance. Ensure processing complies with UK GDPR and the Data Protection Act 2018, with retention, access, and disclosure aligned to ICO guidance.
Standardize Check Criteria
A robust audit of DBS workflows standardises eligibility by aligning each role to the correct DBS level—Basic, Standard, or Enhanced with barred list checks—based on risk, responsibility, and contact with vulnerable groups.
The process starts with role mapping and a documented risk assessment covering frequency of contact, decision-making authority, and safeguarding duties.
Roles involving positions of trust (for example in healthcare or education) typically require a Standard check to disclose relevant spent and unspent convictions. Roles that constitute regulated activity require an Enhanced check with barred list information where legally permitted.
Clear, role-linked eligibility matrices prevent over-checking or under-checking. Scheduled audits confirm compliance with DBS Code of Practice, update criteria following Home Office or DBS guidance changes, and support consistent onboarding.
This protects vulnerable individuals and ensures defensible hiring decisions under UK legislation, with appropriate data handling in line with the ICO’s guidance.
Include Filtering Rulesets References
The section directs readers to authoritative DBS eligibility criteria and statutory guidance.
It cites the DBS, Home Office, and Ministry of Justice for definitions of regulated activity, barred list considerations, and filtering rules for spent and protected convictions and cautions.
These references support lawful, proportionate decisions on when basic, standard, or enhanced DBS checks are required for specific roles, ensuring alignment with safeguarding obligations and UK legislation. You can apply for a basic DBS check through GOV.UK One Login during service hours.
Eligibility Criteria Sources
Because eligibility for Disclosure and Barring Service (DBS) checks is defined in UK statute and official guidance, key sources include the DBS eligibility guidance list, the Rehabilitation of Offenders Act (Exceptions) Order 1975, the Police Act 1997, and the Safeguarding Vulnerable Groups Act 2006.
Department for Education and NHS England safeguarding guidance provide sector-specific duties. These authorities set out when Standard and Enhanced DBS checks are lawful and proportionate, including barred list checks for regulated activity.
They also describe filtering rules that remove protected cautions and convictions from disclosure. Employers use the DBS eligibility guidance to map roles to the correct level: teaching, social work, healthcare roles, emergency medical dispatch, and healthcare support roles typically meet Enhanced criteria; some non-clinical patient-facing posts may also qualify.
Taxi and private hire licensing decisions are governed by public safety criteria under Home Office guidance.
Risk assessments should be documented and aligned to the DBS eligibility list to confirm scope and level.
Statutory Guidance Citations
Several core statutory and official sources define when DBS checks are lawful, required, and at what level, and what information must be filtered.
Key citations include the Safeguarding Vulnerable Groups Act 2006 and associated regulations defining regulated activity, the Police Act 1997 setting the legal basis for Standard and Enhanced certificates, and the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.
Statutory guidance confirms Enhanced checks for roles with frequent or intensive contact with children or vulnerable adults, such as teachers, social workers, and healthcare professionals.
Department for Education and Department of Health and Social Care guidance direct employers in education and care settings on eligibility and frequency.
The DBS Filtering Rules set out when spent convictions and cautions are removed, depending on offence type and disposal.
Employers must ensure checks are necessary, proportionate, and compliant with the Data Protection Act 2018 and ICO guidance.
Non-compliance risks legal sanction and safeguarding failures.
Frequently Asked Questions
Which Jobs Do DBS Checks?
DBS checks apply to roles where safeguarding is essential. Eligible positions include:
- Education: teachers, teaching assistants, childcare providers, nursery staff, and youth workers.
- Health and social care: doctors, nurses, paramedics, therapists, care assistants, social workers, and support workers.
- Regulated activities: roles providing unsupervised or frequent contact with children or vulnerable adults.
- Transport and licensing: taxi and private hire drivers where local authority policies require checks.
- Certain legal and financial roles where the role is eligible under the Rehabilitation of Offenders Act 1974 (Exceptions) Order.
Volunteers working with children or vulnerable adults typically require the same level of check as paid staff, determined by duties and access.
Depending on role eligibility, the appropriate level is:
- Basic DBS: unspent convictions only.
- Standard DBS: spent and unspent convictions, cautions, reprimands, and warnings (where eligible).
- Enhanced DBS: as Standard plus relevant police information; with Barred List checks where the role is in regulated activity.
Eligibility must be assessed against DBS guidance and the Exceptions Order.
Employers should follow Home Office and DBS rules, ensure lawful processing under the Data Protection Act 2018 and UK GDPR, and use reputable Registered Bodies such as Checkback International or MyVetting to submit applications.
Do I Need a DBS for Every Job?
No, a DBS check is not required for every role. Eligibility depends on the role’s duties and level of contact with children or vulnerable adults, as set out in the Rehabilitation of Offenders Act 1974 (Exceptions) Order and the Police Act 1997.
- Basic DBS: May be requested for roles where an employer needs to see unspent convictions only.
- Standard DBS: Permitted for roles listed in the Exceptions Order (e.g., certain legal, financial, or regulated functions).
- Enhanced DBS (with or without barred list check): Required for regulated activity with children or vulnerable adults, including most teaching and many healthcare roles. Barred list checks are only lawful where the role meets the legal definition of regulated activity.
Employers should carry out a role-based eligibility assessment and only request the lawful level of check.
The Disclosure and Barring Service provides eligibility guidance; the Home Office and ICO provide guidance on lawful processing of criminal records data.
Vetting can be managed in-house or via providers such as Checkback International or MyVetting.
What Jobs Do You Not Need a DBS Check?
Roles that do not involve regulated activity, unsupervised work with children or vulnerable adults, or access to sensitive patient data typically do not require a DBS check.
Examples include contractors servicing laboratory equipment, technical contractors, gardeners, and general cleaning staff who do not lone work in care settings. Certain administrative roles with no access to clinical systems or sensitive records (e.g., some health records assistants) and senior HR roles at director level may also fall outside DBS eligibility.
In these cases, a Basic DBS check may be appropriate where employers need to assess unspent convictions, provided the role meets the legal basis for requesting it under the Rehabilitation of Offenders Act 1974.
Employers should conduct a role-based eligibility assessment using DBS guidance to avoid ineligible Standard or Enhanced requests.
Where a DBS check is not required, consider alternative pre-employment controls: verified identity, Right to Work checks (Home Office-compliant), employment history and references, and, for company officers, Companies House director checks.
Data handling must comply with the ICO’s UK GDPR and Data Protection Act 2018.
Employers may use vetted providers such as Checkback International or MyVetting to manage compliant screening.
Do Mcdonald’s Do DBS Checks?
McDonald’s roles in the UK generally do not require a DBS check for standard restaurant positions, as these are not normally eligible under DBS filtering rules.
Roles that involve regulated activity with children or vulnerable adults, or work in settings where safeguarding is a legal requirement, may require a Standard or Enhanced DBS check (with or without barred list checks, depending on duties).
Eligibility must be assessed against DBS guidance and the Rehabilitation of Offenders Act (Exceptions) Order. Candidates should confirm the level of check during recruitment, and consent is required for any application.
Employers must process DBS data in line with ICO guidance and store results securely.
For outsourced screening, reputable providers include Checkback International and MyVetting.
Conclusion
Employers should align DBS checks with the role’s duties and legal eligibility under the Rehabilitation of Offenders Act 1974 (Exceptions) Order and Police Act 1997. Assess whether the position involves regulated activity with children or adults, work in healthcare, teaching, social care, certain financial or legal functions, or roles requiring positions of trust. Select the correct DBS level: Basic (unspent convictions), Standard (spent and unspent convictions, cautions, reprimands, warnings where eligible), or Enhanced (as Standard plus local police information; with barred list checks where the role qualifies for children’s or adults’ lists). Apply filtering rules to disregard protected cautions and convictions.
Document the legal basis for each role’s eligibility, standardise decision-making, and maintain auditable processes. Provide clear candidate guidance on disclosure, filtering, and identity verification. Only conduct checks when necessary, and repeat them on a risk-based cycle where justified. Ensure compliance with DBS Code of Practice, ICO data protection principles, and Home Office guidance. Consider using vetted providers such as Checkback International or MyVetting for secure processing. Transparent, lawful DBS practices protect the public, uphold safeguarding, and support fair recruitment.
