What Is a DBS Check? Basic, Standard and Enhanced Checks Explained

A DBS check is a criminal-record check carried out through the Disclosure and Barring Service in England and Wales.

Employers and organisations use DBS checks to obtain criminal-record information that is appropriate to a particular role. They are commonly used during recruitment, but the level of information that can lawfully be requested depends on the position.

There are three principal levels of DBS check:

• Basic
• Standard
• Enhanced

An Enhanced check may also include a check against the Children's Barred List, Adults' Barred List or both where the role meets the relevant legal eligibility requirements.

The most important point for employers is that the highest level of check is not automatically the correct one.

Eligibility depends on what the person will actually be doing.

What Does DBS Stand For?

DBS stands for Disclosure and Barring Service.

The Disclosure and Barring Service helps employers make safer recruitment decisions by processing criminal-record checks and maintaining the lists of people barred from undertaking certain regulated activities with children or adults.

A DBS certificate provides information according to the level of disclosure requested.

It is not a general assessment of somebody's character, integrity or suitability for employment.

The employer must consider any information disclosed in the context of the role.

What Is a Basic DBS Check?

A Basic DBS check is available for any role or purpose.

It shows convictions and conditional cautions that are considered unspent under the Rehabilitation of Offenders Act 1974.

An individual can apply directly for a Basic DBS check, or an employer can arrange one through an appropriate Responsible Organisation with the applicant's involvement.

Basic checks may be relevant where an employer has a justified reason for criminal-record screening but the position does not qualify for a Standard or Enhanced check.

Examples can include some positions involving:

• Financial responsibility
• Access to valuable assets
• General employment screening
• Contractor onboarding
• Other roles where a Basic check is proportionate

The employer should still consider whether criminal-record screening is necessary for the particular position rather than applying Basic checks automatically to every applicant.

What Is a Standard DBS Check?

A Standard DBS check provides a greater level of criminal-record information.

It can disclose relevant spent and unspent convictions and adult cautions held on the Police National Computer, subject to the applicable filtering rules.

Unlike a Basic check, a Standard DBS check is not available for every job.

The role must be covered by legislation that allows the employer to ask an individual about a broader criminal history.

Potentially eligible roles include certain positions within:

• Financial services
• Legal services
• Accountancy
• Courts and prisons
• Certain licensed occupations
• Other specified professions or activities

The actual duties and legal basis determine eligibility.

A job title alone does not establish that a Standard check can be requested.

What Is an Enhanced DBS Check?

An Enhanced DBS check contains the information that would be disclosed through a Standard check and may also contain relevant information held by local police.

Police information is not simply added automatically. It is subject to the statutory disclosure test.

Enhanced checks are available only for eligible positions and activities, including certain roles involving children or adults and other specified occupations.

Employers need to establish the correct workforce and eligibility before submitting an application.

The fact that a position involves responsibility, seniority or trust does not itself make it eligible for an Enhanced DBS check.

What Is an Enhanced DBS Check With Barred Lists?

Some roles are eligible for an Enhanced DBS check together with a check of one or both barred lists.

The barred lists contain individuals who are legally prevented from carrying out particular forms of regulated activity with children or adults.

However, a barred-list check is not automatically included with every Enhanced DBS application.

The role must meet the specific legal definition that provides eligibility.

This is particularly important for employers in healthcare, education, care and other safeguarding environments because small differences in duties can affect the appropriate level of check.

Who Is Responsible for Checking DBS Eligibility?

The employer or organisation requesting the check is responsible for making sure that the position is eligible for the level requested.

DBS guidance states that employers are legally responsible for ensuring eligibility before asking somebody to apply for a Standard or Enhanced check.

This means employers should not simply request an Enhanced check because they would prefer access to more information.

Where a role does not qualify for Standard or Enhanced disclosure, a Basic DBS check may still be available if criminal-record screening is appropriate.

If eligibility is uncertain, the organisation should review the current DBS eligibility guidance before submitting the application.

What Are DBS Filtering Rules?

Not every historic conviction or caution will necessarily appear on a Standard or Enhanced DBS certificate.

DBS filtering rules determine whether certain older or specified records are excluded from disclosure.

The rules distinguish between information that must always be disclosed and information that becomes protected and therefore no longer appears on the certificate after the relevant conditions are met.

This also affects what an employer can ask a candidate to disclose.

Employers should not assume they are entitled to ask applicants about every criminal matter that has ever occurred.

The appropriate question depends on the role and level of DBS check for which the position is eligible.

Does a DBS Check Show Everything?

No.

A DBS check provides criminal-record information according to the relevant disclosure level and the records available through the DBS process.

It does not provide a complete background investigation.

For example, a DBS check does not normally verify:

• Employment history
• Academic qualifications
• Right to Work
• Professional credentials
• Financial history
• General reputation
• Social media activity

It may therefore form one part of a wider Pre-Employment Screening programme where additional checks are relevant.

What If a Candidate Has Lived Overseas?

A DBS check primarily concerns information held through the UK criminal-record system.

If a candidate has lived or worked abroad, a DBS certificate may not provide a complete picture of their criminal-record history during that period.

Depending on the role and country involved, an employer may consider an overseas police certificate or other appropriate criminal-record check.

The information available varies considerably between jurisdictions.

Some countries have established application procedures. Others provide limited information or impose restrictions on who can obtain criminal-record records.

Overseas screening should therefore be assessed separately from the UK DBS process.

Does a Criminal Record Mean Someone Cannot Be Employed?

No.

The appearance of information on a DBS certificate does not automatically mean that an individual cannot be employed.

An employer may need to consider:

• The nature of the offence
• Its relevance to the position
• How long ago it occurred
• The circumstances
• Whether there is a pattern of offending
• Any explanation provided by the applicant
• Safeguarding or regulatory obligations

Different rules apply where an individual is legally barred from carrying out regulated activity.

Outside those circumstances, recruitment decisions should generally be based on relevance and proportionality rather than the simple existence of a criminal record.

How Long Does a DBS Check Take?

There is no guaranteed universal processing time.

Turnaround can depend on:

• The level of check
• Accuracy of the application
• Identity verification
• Whether local police information needs to be considered
• Applicant responsiveness
• Whether further information is required

Employers should therefore build appropriate time into the recruitment process rather than assuming every DBS application will be returned within a fixed period.

Does a DBS Check Expire?

A DBS certificate does not have an official expiry date.

It records information available up to the point when the certificate was issued.

An employer decides when a new check is appropriate, taking account of the role, applicable rules and its own proportionate screening policy.

For eligible Standard and Enhanced certificates, applicants can subscribe to the DBS Update Service. With the individual's permission, employers can use it to check whether relevant information has changed since the certificate was issued. The Update Service is not available for Basic DBS certificates.

Can DBS Checks Be Used With Other Screening?

Yes.

A DBS check is often one component of a wider background-screening programme.

Depending on the position, other checks may include:

• Identity and Right to Work verification
• Employment-history checks
• Qualification verification
• BPSS screening
• SMCR screening
• Credit checks where appropriate
• Social media screening
• International checks

The combination should reflect the responsibilities and risks associated with the role.

More screening is not automatically better screening.

The objective is to choose the checks that are genuinely relevant.

DBS Checks From Conflict International

Conflict International provides specialist DBS Checks for employers and eligible applicants requiring Basic, Standard or Enhanced screening.

We can support individual applications as well as ongoing and higher-volume recruitment programmes.

Where additional checks are required, DBS screening can be integrated with our wider pre-employment screening process and managed alongside identity, employment, qualification and other appropriate verification.

The employer remains responsible for determining the appropriate level of DBS check and making the final recruitment decision.

Need a DBS Check?

If your organisation requires DBS screening for a single appointment or an ongoing recruitment programme, Conflict International can discuss the appropriate application process and wider screening requirements.

Complete the enquiry form below to discuss your DBS Check requirements.