Basic, Standard, and Enhanced DBS checks: What’s the difference and why does it matter?
DBS checks are part of the pre-employment screening process. When you apply for a job, your prospective employer will run a DBS check, which reviews your criminal history. This is one of the ways to promote safeguarding in employment.
There are three different levels of DBS check: basic, standard, and enhanced.
What is a basic DBS check?
A basic DBS check will disclose any unspent convictions or cautions you have. However, it will not show any spent convictions or cautions.
What is a standard DBS check?
A standard DBS check on the other hand will show your spent convictions, cautions, reprimands and final warnings, as well as your unspent criminal convictions and conditional cautions.
What is an enhanced DBS check?
The enhanced DBS is the most rigorous and involves police checks.
It will show:
unspent criminal convictions and conditional cautions
spent convictions, cautions, reprimands, and warnings
Pending criminal cases
Whether or not the individual is on a barred list for working with children or vulnerable adults.
The police will check the Police National Computer as part of the search. That means that your details will be checked against their records for any possible matches. The police could invite you to provide fingerprints if there is any ambiguity.
Why does it matter?
The type of DBS check is important for the role you intend to take on.
Standard DBS checks are the norm for healthcare professionals, lawyers, and security personnel for example.
Enhanced DBS checks are usually required for anyone working with children and vulnerable adults.
If you know that you have convictions or other information that might show up on a DBS check, it’s usually best to inform the employer before they run the check. This shows that you’re open and honest and gives you a chance to explain the circumstances. It may have been a misunderstanding, or the incident on paper may look worse than the actual event.
Once you know which sort of DBS check your employer will run, then you know whether or not you need to make an early disclosure.
If you’d like any guidance, please speak to one of the team at Harewood Law and we can advise you.
0333 3448377 | info@harewoodlaw.com