This guide explains the differences between basic and enhanced DBS checks, helping businesses choose the right level of disclosure for their needs. It covers what each disclosure level includes, when to use each type, and how to avoid common mistakes in selection. Practical examples and step-by-step guidance make this essential reading for HR professionals and recruitment teams.
Understanding DBS Disclosure Levels: Basic vs Enhanced Checks
When it comes to protecting your organisation and the individuals you serve, understanding the differences between basic and enhanced Disclosure and Barring Service (DBS) checks is essential. As a business, you must ensure that your recruitment process aligns with legal requirements and safeguards, especially when employing staff who will work with vulnerable groups such as children or adults at risk.
A basic DBS check provides limited information, revealing only unspent convictions from the Police National Computer (PNC). It’s ideal for roles where there is no direct contact with vulnerable people, such as administrative or general office positions. This level of disclosure is straightforward and cost-effective, making it suitable for many standard recruitment scenarios.
In contrast, an enhanced DBS check goes beyond the basic level by including spent and unspent convictions, cautions, reprimands, and final warnings. More importantly, it also incorporates information from local police records, such as any concerns or concerns about a candidate’s suitability for a role. Enhanced checks are particularly vital for roles involving regular contact with children or vulnerable adults, such as teaching, healthcare, or social care positions.
To help you navigate these choices, consider the following scenarios:
- A receptionist in a small office may only require a basic DBS check.
- A teaching assistant working closely with children should undergo an enhanced DBS check.
- A childcare worker in a nursery must have an enhanced DBS check to meet regulatory standards.
Choosing the right level of DBS disclosure is more than a formality—it’s a critical step in safeguarding your organisation and ensuring compliance with employment and safeguarding laws. The wrong choice could lead to legal risks, reputational damage, or even the exclusion of qualified candidates due to over- or under-disclosure.
By taking time to assess the responsibilities and risks associated with each role, you can make an informed decision that balances thoroughness with efficiency. This proactive approach not only protects your business but also ensures that your recruitment decisions are both ethical and lawful.
Next, we’ll explore exactly what each DBS check level includes, so you can understand the full scope of information revealed in basic and enhanced checks.
What Each DBS Check Level Includes
When you’re selecting the right DBS check for your recruitment process, understanding what each level includes is essential. While a basic DBS check provides a straightforward overview of unspent convictions, an enhanced DBS check goes significantly further. You need to know exactly what information is revealed at each level to ensure compliance and make informed decisions.
A basic DBS check is designed for roles where a simple criminal record check is sufficient. It reveals unspent convictions only, meaning any criminal record that hasn’t been filtered out under the Rehabilitation of Offenders Act 1974. This type of check is often used for general employment roles, such as retail or administrative jobs, where the risk of harm to vulnerable groups is minimal. It does not include details about barred lists or spent convictions, so it’s not suitable for positions involving children or vulnerable adults.
In contrast, an enhanced DBS check provides a much more comprehensive picture. It includes all the information from a basic check, whilst going further by including spent convictions. With enhanced DBS checks, any additional information held by local police forces, such as intelligence about individuals who may pose a risk to children or vulnerable adults, will also be included.
Enhanced DBS checks can also include the barred list checks. The barred lists identify individuals who are prohibited from working with children or vulnerable adults. Although not every role is eligible for an enhanced DBS check with the barred list checks, this is critical for roles in education, healthcare, and social care.
For example, if you’re hiring a teaching assistant, an enhanced DBS check is not just recommended—it’s often a legal requirement. The additional information helps ensure that the candidate has no history that might make them unsuitable for working with children. Similarly, roles such as healthcare support staff, foster carers, or childcare workers also require this higher level of disclosure.
To help you make the right choice, consider the following factors:
- Is the role likely to involve contact with children or vulnerable adults?
- Are there legal or regulatory requirements for the position?
- What is the level of responsibility and trust involved?
By clearly understanding what each DBS check level includes, you can avoid both under-checking and over-checking, which can lead to compliance issues or unnecessary delays. This foundational knowledge is key to making confident, informed decisions that protect both your organisation and the individuals you serve.
With this understanding, you’re now better equipped to evaluate when a basic check is sufficient and when an enhanced check is necessary.
When to Choose Basic vs Enhanced DBS Checks
You should consider a basic DBS check when hiring for positions where there is minimal risk of harm to vulnerable individuals. For example, a retail assistant role is likely to only require a basic DBS check. This level of disclosure is also suitable for roles where the individual will not be handling sensitive information relating to vulnerable groups or making decisions that could impact others’ welfare. It’s a faster and more cost-effective option for low-risk positions.
However, the picture changes significantly when it comes to roles involving vulnerable groups. Enhanced DBS checks are mandatory for positions such as teachers, childcare workers, healthcare professionals, and social care staff. This check is crucial because it provides a much more comprehensive picture regarding possible spent and unspent convictions, cautions, reprimands, and final warnings an individual may have.
For certain positions, information about barred lists, which prevent individuals who pose a risk to vulnerable people from working in these roles can be included. For instance, a school teacher applying for a post must undergo an enhanced check with the children’s barred list check to ensure they are not on any barred lists and have no relevant convictions that would prevent them from working with children. Similarly, a healthcare assistant or carer working with vulnerable adults must undergo an enhanced check with the adults’ barred list check to ensure they are not on any barred list checks and have no relevant convictions that would prevent them from working with vulnerable adults.
In practice, choosing incorrectly can lead to serious consequences. A common mistake is assuming that a basic check is sufficient for roles involving vulnerable groups. This oversight can result in legal penalties, reputational damage, and even the dismissal of a candidate who was not properly vetted. To avoid this, you should always assess the nature of the role and the level of contact the individual will have with vulnerable groups.
To help you make the right decision, consider these key factors:
- Does the role involve regular contact with children or adults at risk?
- Is the position in a regulated activity, such as education or healthcare?
- Are there any specific legal or regulatory requirements for the sector?
By taking a clear-eyed look at these elements, you can confidently decide whether a basic or enhanced DBS check is the correct choice for your needs.
Common Mistakes in DBS Check Selection
When selecting the right DBS check for your organisation, one of the most common pitfalls is choosing the wrong disclosure level. Many businesses assume that an enhanced check is always necessary, especially when dealing with roles involving vulnerable groups. However, this assumption can lead to unnecessary costs and delays. You must understand the distinction between basic and enhanced checks to avoid these mistakes and ensure compliance.
A basic DBS check reveals unspent convictions only, while an enhanced check includes unspent and spent convictions, as well as any relevant information from the barred lists. Choosing incorrectly can result in either insufficient information or over-investing in unnecessary checks. For example, a retail assistant role may not require an enhanced check, yet some employers mistakenly request one, adding time and expense to the process.
To prevent such errors, consider these key points:
- Role requirements: If the job doesn’t involve working with children or vulnerable adults, a basic check is usually sufficient.
- Legal obligations: Some sectors, like healthcare or education, mandate enhanced checks for certain roles. Ensure you understand your legal responsibilities.
- Budget considerations: Enhanced checks are more expensive and take longer to process, so only request them when necessary.
Avoid the trap of defaulting to enhanced checks for all positions. Instead, evaluate each role based on its specific risks and responsibilities. For instance, a childcare worker needs an enhanced check, but a receptionist in a private office may not.
You can also reduce errors by reviewing your organisation’s recruitment policies regularly. A clear framework helps HR teams decide which DBS level is appropriate for different roles. This proactive approach prevents costly mistakes and ensures consistency across your hiring process.
By making informed decisions about DBS disclosure levels, you’ll save time, money, and avoid compliance issues. This sets the foundation for a smoother recruitment workflow and better decision-making in future hiring.
How to Select the Right DBS Check for Your Business
Choosing the right DBS check for your business is a critical step in safeguarding your organisation and ensuring compliance with recruitment regulations. The decision between the basic and enhanced DBS check can significantly impact your hiring process, legal obligations, and the level of protection your offer to vulnerable groups. This choice isn’t just about paperwork or applying for a level you would like-it’s about making informed decisions, based on the eligibility for these checks and ensuring this aligns with your role’s requirements and your organisation’s risk profile.
To begin, you must evaluate the nature of the position and the level of contact the candidate will have with children, vulnerable adults, or other protected groups. For example, if you’re hiring a cleaner for a corporate office, a basic DBS check may be sufficient. However, if you’re recruiting a teacher or care worker, an enhanced DBS check is likely required to meet regulatory standards and safeguarding expectations.
Here are key factors to consider when selecting the appropriate DBS check:
- Role Requirements: Does the role involve regular contact with children or vulnerable adults? If yes, an enhanced check is typically necessary.
- Legal Compliance: Some sectors, such as education and healthcare, mandate enhanced checks by law.
- Risk Assessment: Consider the level of responsibility and access the role provides to sensitive areas or information.
Let’s take a practical example: A local charity hiring a volunteer to assist with after-school activities for children would benefit from an enhanced DBS check to ensure the safety of the young participants. In contrast, a temporary office assistant role might only require a basic check.
Avoid the common pitfall of over-checking or under-checking. Over-checking can lead to unnecessary delays and costs, while under-checking can expose your organisation to legal and reputational risks. Always refer to the official government guidance and sector-specific regulations to support your decision.
By clearly identifying your recruitment needs and aligning them with the appropriate DBS disclosure level, you can make confident, compliant choices that protect both your business and those you serve. This foundational step sets the stage for a smoother, more efficient recruitment process moving forward.
Benefits of Using APCS for Your DBS Checks
When it comes to safeguarding your organisation and ensuring compliance, choosing the right DBS disclosure level is essential. APCS understands that this decision can feel overwhelming, especially when balancing the need for thorough background checks against time and cost considerations. That’s why our service is designed to make DBS checking straightforward, efficient, and tailored to your specific needs.
Using APCS for your DBS checks brings a range of benefits that go beyond just speed and reliability. We offer the fastest DBS checking service in the UK, ensuring you get results quickly without compromising on quality. Whether you’re a small business or a large organisation, our streamlined processes mean you can integrate DBS checks seamlessly into your recruitment workflow. With no registration or yearly fees, you only pay for what you need, when you need it — making budgeting simple and predictable.
One of the standout features of APCS is our user-friendly online system. Designed with efficiency in mind, our platform allows you to manage applications easily, track progress in real time, and receive results faster than ever before. This means less time spent on administrative tasks and more time focusing on building your team. Our award-winning service has been trusted by over 19,000 organisations, proving our commitment to excellence and customer satisfaction.
In addition to our core DBS services, we offer a full suite of background screening solutions including overseas checks, digital ID verification, right to work checks, and credit checks. All of these services are available without any hidden costs or long-term commitments, giving you complete flexibility in how you protect your business.
Whether you’re hiring for a role that involves working with children or vulnerable adults, or simply want to ensure you’re making informed recruitment decisions, APCS provides the tools and support you need. Our team of experts is always ready to guide you through the process, helping you avoid common pitfalls and select the most appropriate DBS check for your situation.
By choosing APCS, you’re not just opting for a service — you’re investing in a smarter, faster, and more cost-effective way to manage your background screening requirements. The result? A smoother recruitment process, greater peace of mind, and a stronger, more secure workforce.
Streamline Your Recruitment with APCS
When selecting the right DBS check for your recruitment process, it’s crucial to understand not only the differences between basic and enhanced checks but also what each level actually reveals. While the previous section outlined the general scope of both disclosures, this section dives deeper into the specific information included in each type, helping you make an informed decision that aligns with your organisation’s needs.
- https://www.onlinecrbcheck.co.uk/eligibility-tool.html – our eligibility tool designed to help organisations understand what the appropriate level is for them (based on DBS guidance).
- Fully integrated systems aiming to submit DBS checks we receive to the DBS within 1 hour (based on working hours).
- Specialist advice on offer through our helplines (Monday to Friday 9am -5pm).