Types of DBS Checks - Understanding the 3 Types

It’s no secret that hiring an unsuitable employee can be incredibly costly for your business. Employing a bad candidate for a mid-management role is estimated to cost around £42,000 a year, according to REC.

Given the high stakes, it is essential — and in many cases legally required — that your recruitment process includes thorough background screening. One of the most effective ways to mitigate the risk of employing the wrong individual is by conducting the appropriate DBS (Disclosure and Barring Service) check.

But, with three types of DBS checks available — Basic, Standard, and Enhanced — understanding which level of check is required for a specific role can be confusing. Without the right knowledge, employers risk financial sanctions, legal action, or worse – harm to the people under their supervision.

In the following article, we will break down each type of DBS check, outlining what they reveal, who they are designed for, and when they should be used to ensure your business remains protected and compliant.

Contents:

1. What is a DBS check?
2. What are the three types of DBS check?
3. How to determine which DBS type your employee needs
4. Which type of DBS check do volunteers require?
5. Final thoughts

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What is a DBS check?

A DBS (Disclosure and Barring Service) check is an official background check of a person’s criminal convictions and cautions. It’s commonly used by employers to assess the suitability of an applicant for a specific role within their company. While a DBS check is not mandatory for every opening, they are a legal requirement when filling positions that involve working with children, vulnerable groups or where the employee will be in a significant position of trust. DBS checks are therefore essential for maintaining regulatory compliance in sectors such as childcare, healthcare, financial services, justice, and education.

Every DBS check will result in a DBS certificate being issued, detailing any previous convictions, cautions or reprimands revealed by the check. The level of detail in the certificate will depend on the type of DBS check performed – Basic, Standard or Enhanced. See our ‘What is a DBS Check?‘ blog for more information.

Why are there three types of DBS check?

The three types of DBS checks – Basic, Standard, and Enhanced – exist to provide different levels of scrutiny, based on the nature and responsibility of the job role. This ensures that the level of vetting is sufficient for the risk posed by the position, while also ensuring compliance with GDPR and preventing those with spent criminal convictions from being unfairly screened out for roles they can legally apply for.

The more in-depth and detailed a check is, the more personal the information it will reveal about the employee. At the same time, a less intrusive check may miss details in a candidate’s criminal history that would make them unsuitable for the role. This is why more detailed checks are mandatory for certain roles, but not legally required for others.

What is the law for applying for DBS checks?

All three DBS check types are not openly available to every employer. Under the Rehabilitation of Offenders Act 1974, it is illegal to access a person’s full criminal history. However, under the Exceptions Order 1975, there are particular roles and activities which are exempted from this act, known as “excluded positions”. For these roles, employers are entitled by law to ask an individual to reveal their full criminal history with a Standard or Enhanced DBS check, often including spent convictions. Though it’s equally important to remain cautious. Knowingly requesting a higher-level check than the law allows is illegal, and may breach the Data Protection Act 2018.

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Basic DBS checks

A Basic DBS Check is the lowest level of check available to businesses in the UK, highlighting convictions, cautions and fixed penalty notices in a person’s criminal history that are “unspent”. These are instances where the rehabilitation period has either not expired, or the crime was serious enough that it can never be spent.

Any business can request a Basic DBS check, as long as a higher level of check is not legally required. This is usually any role that doesn’t involve being responsible for children, vulnerable adults, money or elements of the justice system.

Who needs a Basic DBS check?

There is no eligibility requirement for a Basic DBS check and all employers are entitled to know about any unspent convictions an applicant may have. Basic DBS checks are often requested for roles such as administration, office-based positions, and some customer-facing jobs where the risk of harm to vulnerable individuals is low.

You may choose to request a basic DBS if you are hiring for:

• Shop assistants
• Office assistants
• Receptionists
• Waiters, bartender or hotel staff
• Call centre agents

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Standard DBS checks

Standard DBS Checks are only available for roles where they are a legal requirement. These checks provide a more in-depth look at an individual’s criminal history, including unspent convictions, cautions, and certain spent convictions.

Standard checks are mandatory for roles that require a higher level of trust and responsibility, typically those falling within the government’s definition of ‘Regulated Activity’ – a term broadly related to working with children or vulnerable adults. Some roles may require a Standard DBS check to become initially registered in the profession and others might require repeated DBS checks every two or three years.

Who needs a Standard DBS check?

There is a wide range of occupations and regulated professions which require a standard DBS check, the common thread being that they all involve a degree of trust. This is commonly relevant for roles involving access to people’s personal information, contact with vulnerable groups, or in the financial or legal sectors.

Some examples of roles that may require a standard DBS check include:

• Work in the Financial Sector
• Football Stewards
• Barrister or Solicitor
• Chartered or Certified Accountant
• Veterinary Surgeon
• Actuary
• Registered Foreign Lawyer
• Chartered Management Accountant
• Notary Public
• Justice Clerk
• Carer for Vulnerable Adults
• Work in the Prison Service
• Work for an Adoption Service

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Enhanced DBS checks

An Enhanced DBS check is the most in-depth level of criminal record check available in the UK, and – like Standard Checks – they can only be requested by an employer if they are legally required to do so. This level of check shows all spent and unspent convictions, cautions and reprimands, and can also include non-conviction information from the local police force relevant to the role being applied for.

Enhanced DBS Checks also give access to both the Children’s and Adults’ barred lists, which contain the names of people who are specifically barred from working in roles that would bring them into contact with either children or vulnerable adults, due to their criminal history.

If a person is submitted for an Enhanced DBS Check with Barred List, they will be checked against the relevant list to ensure their name is not present, signifying that they are barred from working with that group.

Who needs an Enhanced DBS check?

An Enhanced DBS check is mandatory for roles in “Regulated Activity” – that is, roles that involve significant levels of trust and responsibility, particularly when working with vulnerable groups.

Some common examples of roles that would require an Enhanced DBS Check include:

• Teachers, Teaching Assistants and School Support Staff
• Nursery Workers and Childminders
• Social Workers
• Nurses and Doctors
• Youth Workers or Coaches for Youth Sports
• Foster Carers

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How to determine which DBS type your employee needs

The type of DBS check you need for your employee depends primarily on the nature of their role and the level of risk involved.

As a rule, applicants for roles that would put them in positions of trust, or give them access to sensitive information will require Standard DBS Checks. New employees for roles that involve working with children and vulnerable adults on a regular basis will require Enhanced DBS Checks. If neither of these apply, then a Basic DBS Check is likely the most suitable option.

However, it is illegal to request a Standard or Enhanced DBS Check for a role that does not require it. At the same time, for roles in positions of trust or which demand regular contact with children or vulnerable adults, Standard or Enhanced DBS Checks are legally required. As an employer, you may face criminal charges if you fail to request the necessary DBS check for a role, or if you demand a check that is excessive for the responsibilities of the role.

In almost all situations, employers are advised to work with a DBS umbrella body, regardless of their experience in managing checks. By working with Checks Direct employers can alleviate any confusion or concern throughout the DBS process. Our accredited, sector-specific experts will determine the level of checks your employees require and ensure the most appropriate vetting is in place for a wide range of positions, protecting both your business, reputation and people from potential harm.

If you are still uncertain about which DBS check your employees may require, read our ‘Expert Guide to Employee DBS Checks‘ blog for more information.

Which type of DBS check do volunteers require?

Volunteers will require either Standard or Enhanced DBS checks, depending on the nature of their role. Some volunteer roles will not meet the eligibility criteria for a Standard or Enhanced – in these cases a basic must be run.

Volunteer DBS Checks are free-of-charge, as long as the applicant adheres to the following rules:

• They must not benefit financially from the position they are applying for.
• The applicant must not receive any payment (except for travel and other out-of-pocket expenses).
• They must not be on a work placement.
• They cannot be in a trainee position or be undertaking a course of study that will lead to a qualification or a full-time role.
• They must not be a paid foster carer or a member of a foster care household.

Volunteers cannot apply for their own DBS check; it must be initiated by the organisation they are volunteering for. In turn, the organisation must have a legitimate reason for requesting a DBS check and must inform the volunteer of this reason.

As a DBS umbrella body Checks Direct can help ensure your volunteers get the level of check they require for just a small admin fee.

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Final thoughts

Understanding the different types of DBS checks is essential for employers to avoid legal action and protect vulnerable groups. By choosing the appropriate check, you can help to protect your organisation and maintain high standards, while preserving your candidate’s right to privacy.

If you’re unsure about which DBS check is right for your needs, we can help. At Checks Direct, we handle tens of thousands of DBS checks every year, with most checks returning within 24 hours. If you need trustworthy, accurate and fast background checks to support your hiring process, we can help. Register today to start making faster, more effective DBS and vetting checks.