Disclosure and Barring Service checks

We have a legal obligation to protect vulnerable customers and client groups from criminal activity. We aim to promote equality of opportunity for all and recognise the importance of employment in the rehabilitation of ex-offenders.

Criminal records will be taken into account for recruitment purposes only when a conviction is relevant. Unless the nature of work demands it, applicants will not be asked to disclose convictions which are spent under the Rehabilitation of Offenders Act 1974. Having an 'unspent' conviction will not necessarily bar applicants from employment, and will depend on the circumstances and background to the offence(s).

Applicants who are offered employment to posts exempted under the Rehabilitation of Offenders Act 1974, will require a disclosure from the Disclosure and Barring Service (DBS - formerly Criminal Records Bureau (CRB)) before an appointment can be confirmed. These include the posts that involve working with children or vulnerable adults. The disclosure will include details of cautions, reprimands or final warnings, as well as convictions.

All employees involved in the disclosure process and in making employment related decisions, are provided with guidance on employing people with convictions and legislative requirements. Find out more about the DBS on GOV.UK

Use of disclosure information

A disclosure will only be requested following a successful interview. It is the responsibility of us as the employer, to decide whether a person subject to a check should be appointed to or continue in a post, taking into account duties under the Criminal Justice and Court Services Act 2000 and any other relevant legal or regulatory requirements.

Applicants who have lived outside the UK within the last five years will be requested to obtain an overseas police check from the country they had residence in. They will also be required to sign a declaration relating to starting employment prior to receiving an up to date and satisfactory DBS disclosure.

Applicants are invited to provide any additional information which may improve understanding and fair decision making. Before an employment related decision is made, the applicant will be given an opportunity to discuss any issues revealed in the disclosure.

When a disclosure or other information reveals an offence the following will also be considered in decision making:

• the seriousness of the offence and its relevance to the safety of other employees, customers, clients and property
• the length of time since the offence occurred
• any relevant information offered by the applicant about the circumstances which led to the offence being committed
• whether the offence was a one-off, or part of a history of offending
• whether the applicant’s circumstances have changed since the offence was committed, making re-offending less likely
• the degree of remorse, or otherwise, expressed by the applicant and their motivation to change

Decisions will be made as soon as possible after the disclosure is received.

Security and confidentiality

We are a registered body with the DBS and as such are responsible for:

• controlling access to the information on the disclosure
• ensuring the security of that information, storing and destroying the information and ensuring that the necessary identification checks of the applicant have been made
• Ensuring disclosures are received, handled and interpreted in compliance with the guidance issued by the DBS