When it comes to protecting vulnerable individuals, safeguarding is a top priority across many sectors in the UK. Whether in education, healthcare, or social care, ensuring the safety of children and at-risk adults is crucial.
When it comes to protecting vulnerable individuals, safeguarding is a top priority across many sectors in the UK. Whether in education, healthcare, or social care, ensuring the safety of children and at-risk adults is crucial. One of the most effective tools in achieving this is the Disclosure and Barring Service (DBS) check. In this article, we’ll explore the critical link between safeguarding and the role of DBS checks in recruitment, and how organisations can use these checks to hire responsibly.
What Are DBS Checks?
A DBS check is a background check conducted by the Disclosure and Barring Service. It helps employers make safer hiring decisions by revealing whether a candidate has a criminal record or is barred from working with vulnerable groups. There are four levels of DBS checks:
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Basic – shows unspent convictions.
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Standard – includes both spent and unspent convictions, cautions, reprimands, and warnings.
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Enhanced – provides the same as standard checks plus any information held by local police.
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Enhanced with Barred List – includes all of the above plus a check against the children’s and/or adults’ barred lists.
Why Are DBS Checks Important for Safeguarding?
The core purpose of safeguarding is to protect vulnerable individuals from abuse, harm, and neglect. DBS checks support this goal by providing a clear picture of an applicant’s criminal background. This enables employers to assess whether someone is suitable for a role involving contact with vulnerable groups.
Failing to carry out the appropriate level of check can lead to serious consequences—not only for the organisation but also for the people they serve. It could mean placing someone with a history of harmful behaviour in a position of trust, potentially putting others at risk.
Legal Responsibilities for Employers
In the UK, certain roles require a DBS check by law. For example, teaching positions, healthcare roles, and jobs in care homes typically require an enhanced check. Employers must also follow guidance on regulated activity—work that involves close and unsupervised contact with vulnerable people—which requires the highest level of DBS screening.
Employers have a legal obligation to not knowingly hire someone who is barred from working with children or adults in regulated activities. Doing so could result in criminal charges and reputational damage.
Best Practices in Recruitment
To align with safeguarding best practices:
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Request the correct level of DBS check based on the job role.
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Use a reliable DBS service provider like Clear Check to manage the process smoothly.
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Include safeguarding policies in your recruitment and onboarding process.
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Regularly update DBS checks, especially in long-term positions, to maintain ongoing safety.
Final Thoughts
Incorporating DBS checks into your recruitment process isn’t just a legal requirement—it’s a vital part of ensuring safe and responsible hiring. By understanding the role of DBS checks in safeguarding, employers can create a secure environment that protects both their organisation and the vulnerable individuals in their care.
