Our FAQs

Access detailed information on a range of common questions surrounding DBS checks from our experts at eSafeguarding.

What is a DBS check?

A Disclosure and Barring Service (DBS) check is a way for employers to check the criminal record of a candidate applying for a role. The four different types of DBS checks are:

Basic DBS check
Standard DBS check
Enhanced DBS check
Enhanced DBS with list check

What does a DBS check show?

This will depend on the level of check that’s been requested. A basic DBS check will only show details of unspent convictions, cautions, reprimands and warnings.

Standard and enhanced DBS checks will include details of both spent and unspent convictions, with enhanced DBS checks showing extra information that’s held on local police records.

How long is a DBS check valid for?

DBS checks do not have an official expiry date. However, some employers may require a renewal after a certain period of time.

Can I request a DBS check for my staff member or volunteer?

Before you consider asking a person to apply for a DBS check, you are legally responsible for making sure the job role is eligible for one.

View the DBS’s guidance on eligibility

The DBS has also created an online eligibility tool to identify roles or activities that could be eligible for a standard or enhanced DBS check. The eligibility tool is not intended to act as legal advice and doesn’t cover every role, so you are encouraged to read the guidance details on the above link in addition to using this tool.

https://www.gov.uk/find-out-dbs-check

ID checking guidelines for DBS check applications

Before you are able to request a DBS certificate, you must verify your applicant’s identity by checking a number of original documents.

View the DBS’s guidance on document checking

What is the DBS definition of a volunteer?

The DBS’s definition of a volunteer is defined in the Police Act 1997 (criminal records) Regulations 2002 as:

“Any person engaged in an activity which involves spending time, unpaid (except for travel and other approved out-of-pocket expenses), doing something which aims to benefit some third party and not a close relative.”

The applicant must not:

Benefit directly from the position for which the DBS application is being submitted
Receive any payment (except for travel and other approved out-of-pocket expenses)
Be on a work placement

Be on a course that requires them to do this job role
Be in a trainee position that will lead to a full-time role/qualification

Which workforce do I select for my applicant?

When requesting a DBS check, you are required to enter which workforce your applicant will be working in. The DBS has created some workforce guidance documents to help you with this.

View the three workforce options

Can I request a Barred List check for my applicant?

Jobs that involve carrying out certain activities for children and adults (known as regulated activity) may require an enhanced DBS check with a check of the barred lists.

View the DBS’s child regulated activity definition

View the DBS’s adult regulated activity definition

Compliance with the DBS Code of Practice

All organisations requesting DBS checks must adhere to the DBS Code of Practice.

View the code of practice

DBS Secure storage, handling, use, retention and disposal of Disclosure and Barring Service certificate information

All organisations requesting DBS checks must have a written policy on the correct handling and safekeeping of DBS certificate information.

The DBS has produced a sample policy which organisations can adapt to meet this requirement.

View the sample policy

Policy on the recruitment of ex-offenders

The DBS requires all employers who request DBS checks to have a written policy on the employment of ex-offenders which they give to their applicants.