Speed up your hiring and compliance processes with our online DBS check for employers. We help you quickly verify a candidate’s criminal record, ensuring you’re hiring safely and confidently. Our system connects directly to the UK Government Gateway, which means fewer delays and quicker turnaround times.
When Should Employers Apply for a DBS Check?
Employers should request a DBS check when hiring for roles where an individual’s criminal history could affect their ability to perform the job. High-risk or sensitive positions often require these checks—especially if the role involves access to vulnerable people, sensitive data, or high-value assets.
- During Recruitment: Include a DBS check as part of your initial hiring process.
- Periodic Renewals: For ongoing peace of mind, periodically re-check existing staff to confirm there are no new convictions or cautions.
It’s important to remember that a DBS check only includes the information up until the moment it is completed. The longer it has been since it was completed, the more ‘out-of-date’ it is.
Which DBS Check Should You Request for Your Employees?
The type of disclosure you need for your employees depends on their job role:
Basic DBS Check
This is suitable for any job role that does not legally require a Standard or Enhanced DBS check. It reveals any unspent convictions or conditional cautions.
Whilst the Basic DBS check is not a legal requirement, many organisations request it to help make a more informed hiring decision.
Standard DBS Check
A Standard DBS check is usually required for positions in finance, law, and certain regulated fields where higher trust is needed. It lists both spent and unspent convictions, cautions, final warnings, or reprimands.
To request a Standard DBS check for your employees, they must be legally eligible for it.
Enhanced DBS Check (With or Without Barred Lists)
The Enhanced DBS check is commonly required when there is close and regular contact with children or vulnerable adults. This check includes spent and unspent convictions, cautions, warnings, reprimands, plus any relevant local police information. On top of this, it may also include checks against the Children’s Barred List and/or Adults’ Barred List if legally required.