The marketing movement for dbs professionals vary by sector, with many roles that work closely with vulnerable groups requiring standard or enhanced checks. Professionals in healthcare, teaching and the legal fields may also be required to have a check. Even for those whose role doesn’t require one, maintaining an up-to-date check is crucial to ensure that they are working with the most suitable people.

A dbs check can reveal both spent and unspent convictions, cautions, warnings and reprimands – it is an important tool for safeguarding vulnerable adults and children. An enhanced dbs check goes further, providing a search of the adults and children’s barred lists. These checks are not available to the general public – only employers can request them for an employee or prospective candidate and they must be done through a registered dbs checking organisation, such as uCheck.

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Employers are legally required to treat any information revealed in a dbs check fairly, and they should not discriminate against applicants for non-relevant convictions. To help employers to ensure that this is happening, we have created a policy on the recruitment of ex-offenders which they can use as guidance.

Although a dbs check doesn’t officially expire, it is important to keep it up-to-date, especially if you move between jobs regularly. You can do this by applying directly to the Disclosure and Barring Service (if you work in England or Wales) or through Disclosure Scotland if you live in Scotland, or by getting your employer to apply on your behalf. It’s also worth noting that the dbs check only gives a snapshot of your record on the day it is issued, so it can change if you have been convicted since then.