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Previously, the Criminal Records Bureau (CRB) was responsible for conducting criminal record checks, known as CRB checks. This body has now merged with the Independent Safeguarding Authority (ISA) to form the Disclosure and Barring Service (DBS). Consequently, CRB checks are now referred to as DBS checks.
A DBS check can be requested by organisations or employers. This check involves reviewing an individual’s police records for any spent or unspent convictions, cautions, reprimands, and final warnings. In certain cases, information from the Departments of Health and Education may also be reviewed.
Organisations may require a DBS check for various roles, particularly those involving:
Examples of professions requiring a DBS check include:
If unsure, it is advisable to consult the DBS for guidance on whether a DBS check is required for a specific role.
Generally, employers cannot request details of criminal records from job applicants. However, for roles that necessitate a DBS check, this rule does not apply. Employers must:
Employers may withdraw a job offer if the DBS check reveals that the applicant is unsuitable.
There are four main types of DBS checks:
The level of check required depends on the nature of the employment or voluntary work.
The DBS Barred Lists contain names of individuals deemed unsuitable to work, whether in a paid or voluntary capacity, where the role involves caring for, supervising, or having sole responsibility for adults or children. Employing anyone on these lists for such roles is illegal.
Employers are legally required to notify the DBS if:
If an employee resigns before termination or if termination is being considered, the employer still has a duty to inform the DBS of the situation.