Good safeguarding means having the right policies, procedures, and checks in place to make sure your volunteers, staff, and the people you support are protected.
DBS checks (Disclosure and Barring Service checks) help ensure that the people you work with are suitable for their roles, especially when they are in contact with children, young people or vulnerable individuals. Whether you’re recruiting staff, volunteers, or trustees, it’s important to get your DBS checks right and follow the rules.
This means understanding when a DBS check is needed, ensuring compliance with the DBS Code of Practice, and following the Rehabilitation of Offenders Act to avoid unfair exclusions. You also need to keep any sensitive information collected during the process secure and in line with data protection laws.
Getting DBS checks right helps you protect both your team and the people you support. It’s a key part of your safeguarding responsibilities!
The Disclosure and Barring Service (DBS) provides background checks to help organisations make safer recruitment decisions, particularly for roles involving vulnerable groups. There are four levels of DBS checks, each offering different levels of scrutiny:
Only unspent criminal convictions under the Rehabilitation of Offenders Act 1974.
Roles that require general background checks but do not involve working with vulnerable groups (e.g., some employers, landlords, or licensing authorities).
Spent and unspent convictions, cautions, reprimands, and final warnings.
Roles in financial services, legal professions, or security where a more thorough background check is needed.
Everything in a Standard DBS check, plus any additional relevant information held by local police.
Roles involving close contact with children or vulnerable adults (e.g., teachers, social workers, healthcare workers).
Everything in an Enhanced DBS check, plus whether the individual is on the DBS barred lists (children, adults, or both).
It is illegal to allow someone on the barred list to work in a regulated activity.
People engaging in regulated activity with children or vulnerable adults, such as care workers, teachers, or volunteers in safeguarding roles.
If you are uncertain which level of check is required for a staff of volunteer role use the DBS eligibility checker tool.
Find out which DBS check is right for your employee
Remember line managers and supervisors are eligible for the same level of checks as the people they are responsible for.
Trustees of charities that provide support to children or vulnerable people are eligible for enhanced checks. They could also be eligible for checks against barring lists if they supervise or manage people who are in regulated activity.
As a charity or voluntary organisation, it’s vital to have clear policies in place to ensure the safety and wellbeing of those you support. DBS checks can be incorporated into your existing safeguarding or safer recruitment policies, or you may choose to develop a standalone DBS policy tailored to your needs. It’s important to approach DBS checks with fairness and consideration, particularly when it comes to individuals with a criminal record, ensuring alignment with rehabilitation principles. If you use DBS Checks you also have a duty to refer individuals to the DBS when necessary, ensuring compliance with legal requirements and maintaining the highest safeguarding standards.
