Criminal record checks may be one of the key parts of how UK employers build trusted hiring processes, particularly for roles involving safeguarding responsibilities or regulated activity. The Disclosure and Barring Service (DBS) issues various types of criminal record checks, and understanding which check applies, and when, is essential for proportionate, lawful screening.
This guide shares basic information on how criminal record checks work in the UK, the different types of DBS checks available, and how identity verification could support a structured screening programme. It forms part of our wider Digital Identity & Right to Work Compliance resource series, alongside our guide to Right to Work Checks Explained.
In this article, we explore:
- What UK criminal record checks are
- The different types of DBS checks
- When employers may need DBS screening
- How identity verification supports DBS screening
- How employers can build a structured screening programme
What are criminal record checks in the UK?
A criminal record check in the UK provides certain information on an individual’s criminal record history to help employers make more informed hiring decisions and comply with applicable legislation and regulations. In the UK, these checks are issued by the Disclosure and Barring Service (DBS). While Standard and Enhanced checks are generally reserved for regulated or safeguarding-sensitive positions, such as those involving children, vulnerable adults, or positions of trust, a Basic DBS check is available for any role and can support a more informed hiring decision regardless of sector. For more information, see the DBS website: Check someone’s criminal record: Checks you can make on someone’s record – GOV.UK.
Not every role is eligible for the same DBS check configuration. Eligibility depends on the specific duties involved and on the Rehabilitation of Offenders Act 1974, which governs how and when criminal record information can be disclosed. Employers are responsible for confirming that a role is eligible before requesting a Standard, Enhanced or Enhanced with barred list check. Employers should work with their legal counsel to design a screening programme that supports their specific requirements.
What types of DBS checks are available?
There are four DBS check configurations, each disclosing a different level of information based on role eligibility.
Basic DBS check
Shows unspent convictions and conditional cautions. Available for any role, with no eligibility requirement.
Standard DBS check
Shows spent and unspent convictions and cautions. Only available for roles eligible under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, such as certain legal and financial roles.
Enhanced DBS check
Includes Standard-level information plus relevant local police information. Used for roles involving closer contact with the public, children or vulnerable adults, where the role is eligible. See our DBS Screening service for more. For more information, see the DBS website: Check someone’s criminal record: Checks you can make on someone’s record – GOV.UK.
Enhanced DBS check with barred list check
Includes the same information as an Enhanced DBS check and may also include information on whether the individual is on the DBS Children’s and/or Adults’ Barred List, where the role involves regulated activity. The barred lists are maintained by the DBS and record individuals who are barred by law from working in regulated activity with children or vulnerable adults. This check is only available where the role is eligible.
DBS check comparison
| DBS check | Information disclosed | Typical roles | Eligibility |
|---|---|---|---|
| Basic | Unspent convictions and conditional cautions | General employment | No eligibility requirement |
| Standard | Spent and unspent convictions and cautions | Certain legal, financial and regulated roles | Eligibility guidance for Standard DBS checks – GOV.UK |
| Enhanced | Standard information, plus relevant local police information | Roles involving closer contact with the public, children or vulnerable adults | Eligibility guidance for Enhanced DBS checks – GOV.UK |
| Enhanced with barred list check | Enhanced information, plus Children’s and/or Adults’ Barred List status | Regulated activity with children or vulnerable adults | Role must be eligible for barred list check. See Eligibility guidance for Enhanced DBS checks – GOV.UK |
When may employers need DBS checks?
Whether a DBS check is needed, and which configuration applies, depends on the specific duties of the role rather than the sector alone. Roles that may require a more detailed DBS check configuration can include those in education, healthcare, social care, certain financial services roles, government and regulated environments, roles involving children or vulnerable adults, and certain volunteer roles.
Employers should confirm eligibility against the relevant legislation, consult with their legal counsel, and refer to official DBS eligibility guidance before requesting a check.
How does digital identity verification support DBS screening?
Identity verification plays a supporting role in DBS screening by helping confirm that the person applying for a check is who they claim to be. Digital identity verification, carried out through a provider certified under the Digital Identity and Attributes Trust Framework (DIATF), can help streamline this step as part of a wider digital onboarding process, alongside Right to Work checks and broader identity checks.
Digital verification may support faster, more consistent onboarding and help maintain an auditable record of the steps completed, particularly for organisations managing high volumes of hiring or distributed teams. Please refer to the DBS digital identity verification guidance: DBS digital identity verification guidance – GOV.UK.
What are the common challenges with DBS screening?
Organisations managing DBS screening at scale may encounter practical challenges, including selecting the appropriate check configuration for each role, understanding and confirming eligibility requirements, maintaining consistent screening processes across teams and locations, supporting remote and distributed hiring, verifying identity and documentation efficiently, avoiding onboarding delays, and scaling screening programmes as hiring volumes grow.
Addressing these challenges typically depends less on any single check and more on how consistently screening is applied across the organisation.
How can employers build a structured screening programme?
A structured approach can help organisations apply DBS screening consistently. This may involve integrating DBS checks into existing hiring workflows, connecting identity verification with background screening, establishing consistent screening governance across teams, centralising screening operations for better oversight, integrating with ATS or HRIS platforms where relevant, and working with an established employment screening provider.
First Advantage supports employers with DBS screening, digital identity verification, and Right to Work checks within a single, structured process, helping organisations manage screening requirements consistently across their workforce.
Key takeaways
- DBS check eligibility depends on the role and the relevant legislation, not the sector alone.
- Basic, Standard and Enhanced DBS checks disclose different levels of information.
- Barred list checks may apply where a role involves regulated activity.
- Digital identity verification can support secure, efficient screening workflows.
- A structured, role-based approach may help organisations manage screening requirements consistently.
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Frequently asked questions
What is the difference between Basic, Standard and Enhanced DBS checks?
A Basic check shows unspent convictions and conditional cautions and is available for any role. A Standard check shows spent and unspent convictions and cautions, but only for eligible roles. An Enhanced check includes Standard-level information plus relevant local police information, generally for roles involving closer contact with children, vulnerable adults, or the public.
Who can request a DBS check in the UK?
Anyone can request their own Basic check. Standard, Enhanced and Enhanced with barred list checks are available only where the role meets the relevant eligibility requirements and the application is made through an appropriate organisation or process.
Are DBS checks mandatory for all employees?
DBS checks depend on the specific duties of the role. Please refer to the DBS eligibility guidance – GOV.UK.
What roles require an Enhanced DBS check?
Roles that may require an Enhanced check often involve close contact with children or vulnerable adults, or other safeguarding responsibilities, subject to eligibility under the relevant legislation. Please refer to the eligibility guidance published by DBS: Eligibility guidance for Enhanced DBS checks – GOV.UK.
How long do DBS checks take?
Turnaround times vary depending on the type of DBS check, the information required and the processing involved. Enhanced checks may take longer where additional information or checks are required.
Can DBS checks be completed digitally?
The application process can be completed digitally, and digital identity verification can be carried out through a DIATF-certified provider. The DBS check itself is still processed by the Disclosure and Barring Service.
Sources
Digital Identity & Right to Work Compliance in the UK | DBS Screening | Identity Verification | Employment Screening | Right to Work Checks Explained | Disclosure and Barring Service – GOV.UK | DBS eligibility guidance – GOV.UK | Check someone’s criminal record – GOV.UK | Eligibility guidance for Standard DBS checks – GOV.UK | Eligibility guidance for Enhanced DBS checks – GOV.UK | DBS digital identity verification guidance – GOV.UK | Rehabilitation of Offenders Act 1974 – legislation.gov.uk
