What Is a Basic DBS Check?
A Basic DBS Check is the most accessible level of criminal record check carried out by the Disclosure and Barring Service. It reveals only unspent convictions and unspent conditional cautions.
This makes it suitable for roles where a general level of trust and integrity is required, but where the applicant is not working in a regulated or high-risk environment.
What a Basic DBS Check Includes
A Basic check will confirm whether the applicant has any unspent criminal convictions or conditional cautions that are still legally relevant.
What a Basic DBS Check Does Not Include
It will not show any spent convictions, police intelligence, warnings, reprimands, or information related to the children’s or adults’ barred lists. It also excludes any information that would only appear on Standard or Enhanced checks.
Who Is Eligible for a Basic DBS Check?
One of the most important points to understand is that anyone can apply for a Basic DBS check. Unlike higher-level checks, a Basic DBS does not require a specific legal justification or job role.
This means it is available to:
• Individuals applying on their own behalf
• Employers hiring for low-risk roles
• Contractors and freelancers
• Volunteers, depending on organisational policy
There are no role restrictions or eligibility criteria beyond basic identity verification.
When Should Employers Use a Basic DBS Check?
Employers commonly use Basic DBS checks when a role involves trust, access to company property, handling money, or interacting with the public — but does not involve working with vulnerable people.
Typical roles where a Basic DBS may be appropriate include customer service, retail, hospitality, logistics, admin positions, delivery driving, domestic services, and entry-level security or IT roles.
In short, a Basic DBS is best used where an employer wishes to assess general reliability, integrity and risk without requiring a deeper level of vetting.
Why Employers Request Basic DBS Checks
A Basic DBS check provides a straightforward snapshot of an applicant’s current criminal record status and offers reassurance without breaching regulatory boundaries.
Employers choose Basic checks because they:
• Demonstrate due diligence
• Reduce risk of fraud or misconduct
• Improve trust with clients and customers
• Strengthen safeguarding and workplace safety
For many businesses, a Basic check is a practical part of a wider screening strategy.
How Individuals Apply for a Basic DBS Check
Individuals can apply for their own Basic DBS online without needing an employer to initiate the request.
To complete the application, they must provide valid identification, a five-year address history, and accurate personal details such as full name and date of birth. Processing usually takes between one and five working days.
How Employers Request Basic DBS Checks
Employers can apply directly on behalf of candidates or invite applicants to complete the check through a secure link.
This often helps streamline the onboarding process, offers faster ID verification, and provides the ability to track multiple applications at once — especially useful for HR teams handling high-volume recruitment.
Basic DBS Eligibility Compared With Other Levels
Understanding the difference between DBS levels is important for compliance.
A Basic DBS only shows unspent convictions and is suitable for almost any role. A Standard DBS goes further by including spent convictions but can only be requested for legally eligible professions. An Enhanced DBS includes all the above and may include relevant local police information. For those eligible, it may also include barred list checks. Enhanced checks are strictly limited to those legally eligible.
If a role is not legally eligible for a Standard or Enhanced check, the employer must use a Basic DBS — making eligibility a key compliance issue.
Can Employers Request a Basic DBS Check?
Yes, employers can legally request a Basic DBS check as long as it is relevant to the role and consistent with their hiring policy. They also need to ensure that the applicant themselves is aware of this and have sought the applicant’s permission to request this check on their behalf.
They must also comply with employment law and data protection legislation, and cannot ask a candidate to disclose spent convictions unless the role is legally entitled to a higher-level check under the Rehabilitation of Offenders Act (Exceptions) Order.
How Long Is a Basic DBS Check Valid For?
A DBS certificate does not have a fixed expiry date. It is only accurate at the time it is issued.
Because of this, many employers choose to re-check after 12 months, during contract renewals, or when an employee moves into a new role. Regular re-checking policies help maintain compliance and ensure any changes in criminal history are identified.
However, the DBS recommend for certificates to be updated every 3 years.
Common Myths About Basic DBS Checks
There are several misconceptions about Basic DBS checks:
• Myth: Only employers can apply for DBS checks.
In reality, individuals can apply for their own Basic DBS without employer involvement.
• Myth: Self-employed people cannot get a DBS.
They can — and often should for client trust.
• Myth: A Basic DBS reveals everything.
It only shows unspent convictions and nothing more.
• Myth: All jobs legally require DBS checks.
Only certain regulated roles have legal requirements. Basic checks are usually optional but recommended.
Conclusion
Basic DBS checks are an essential part of modern recruitment, offering a clear and accessible way to review unspent criminal convictions. They are suitable for almost any job role, easy for individuals and employers to request, and vital for creating safer, more trustworthy workplaces.