“Adults Barred List Information Not Requested” on your DBS certificate means your background check did not include screening against the DBS Adults’ Barred List. This does not automatically mean you cannot work with vulnerable adults – it only shows this specific check was not done. For roles involving regulated activity with vulnerable adults, your employer might need to request an enhanced DBS check including the Adults’ Barred List information. Check your role’s requirements and needed screening level to follow safeguarding regulations.
Understanding DBS Barred List Checks
DBS Barred List checks are a screening tool that helps protect vulnerable adults from potential harm. When recruiting for positions involving regulated activity with vulnerable adults, organizations need to conduct appropriate screening through enhanced DBS checks that include Adults Barred List information.
The Adults Barred List is a database maintained by the DBS to stop individuals who’ve demonstrated risk behaviors from working with vulnerable populations. For employers, hiring someone on the Adults Barred List for regulated activities breaks the law. The list contains individuals referred by employers or regulatory bodies due to serious concerns about their conduct.
During enhanced DBS check processing, employers receive information about whether a candidate is barred from working with vulnerable adults. This information helps organizations make safe recruitment decisions and follow legal requirements while maintaining appropriate safeguarding standards.
Legal Requirements for Employers
Organizations employing staff to work with vulnerable adults must follow strict legal obligations for DBS checks and barred list information.
Employers must make sure anyone involved in regulated activity completes an enhanced DBS check, including screening against the adults barred list. This responsibility can’t be delegated or left to candidates.
Organizations that don’t comply with the Safeguarding Vulnerable Groups Act 2006 face serious consequences.
It’s illegal to hire anyone on the adults barred list for regulated activities, and doing so is a criminal offense.
- Failing to check could expose vulnerable adults to dangerous individuals
- Criminal prosecution and substantial fines apply for non-compliance
- Organizations risk permanent damage to their reputation
- Vulnerable people and their families depend on proper safety measures
- Employers hold direct responsibility for maintaining these safeguards
Risks of Incomplete Background Screening
Not verifying applicants against the DBS Adults Barred List creates major organizational risks beyond legal compliance.
Skipping verification of an applicant’s status on the Adults Barred List violates regulations and puts vulnerable individuals at risk.
Inadequate background checks can lead to severe problems. Organizations risk hiring people with serious criminal histories, including those who’ve committed sexual assault or abuse against vulnerable adults.
This creates safety issues and can result in heavy fines and permanent reputational damage.
Background screening through DBS must be comprehensive. Missing proper verification against the Adults Barred List increases regulatory oversight and may lead to lost operating licenses.
The potential for harm to vulnerable adults requires strict adherence to screening protocols. Complete background checks protect those receiving care and services.
What does not requested mean on DBS
A “not requested” status on your DBS certificate means the employer didn’t ask for a check against the Adults Barred List during the application process. This doesn’t indicate that you’re barred from working with vulnerable adults – it only shows that this specific verification wasn’t part of your DBS check.
Employers make this decision based on whether your role involves regulated activity with vulnerable adults.
When you see “not requested” on your certificate, you should understand that while other background checks were completed, the DBS barred list verification wasn’t included. Employers must consider whether they need this check based on the specific requirements of each position and their legal obligations.
- You might feel uncertain about what this means for your employment prospects
- You could be concerned about whether additional checks will be needed later
- You may wonder if this affects your ability to work with vulnerable adults
- You might question if your employer has made the right decision
- You could feel confused about whether you need to take any action
This status helps both employers and applicants maintain proper compliance with safeguarding requirements while protecting vulnerable individuals in regulated activities.
Safeguarding Vulnerable Adults
Safeguarding vulnerable adults goes beyond DBS status checks and requires a comprehensive approach to protection.
When working with vulnerable individuals, the Adults Barred List functions as a key protective measure in regulated activities. Organizations must conduct Enhanced DBS checks for positions involving work with vulnerable adults.
These checks show if a candidate can’t work in these roles due to serious offenses like murder, sexual assault, or ill-treatment. Anyone on the barred list can’t work in regulated activities with vulnerable adults – this prohibition stands for life unless successfully appealed.
Organizations need active safeguarding practices. If an employee faces dismissal due to concerns about harm to vulnerable adults, the organization must refer them to the DBS for barring consideration.
This requirement helps protect vulnerable individuals across organizations. Failing to check barred status or make required referrals breaks the law and creates risks for vulnerable adults.
Employer Compliance Best Practices
DBS compliance requires employers to implement thorough procedures for checking and monitoring the Adults Barred List status of their workforce. Organizations should conduct enhanced DBS checks for all positions involving regulated activities with vulnerable adults to meet legal obligations.
A systematic approach helps verify and document these checks throughout recruitment and employment. Organizations must maintain awareness of safeguarding issues and follow clear reporting procedures.
When dismissing an employee due to safeguarding issues, employers must refer them to the DBS for consideration of barred lists inclusion. Regular reviews and updates of compliance procedures protect organizations and vulnerable adults.
- Failing to check the Adults Barred List risks vulnerable people’s safety
- Organizations are accountable for maintaining safety standards
- Strong safeguarding practices protect organizational reputation
- Non-compliance with DBS regulations carries significant penalties
- Protection of vulnerable adults remains a primary responsibility
Addressing Missing Barred List Information
When missing Adults Barred List information is discovered during recruitment, immediate action must be taken.
Submit a new Enhanced DBS check request that includes the Adults Barred List screening to meet safeguarding regulations.
If someone has been hired without checking their barred status, stop their work with vulnerable adults until proper clearance is obtained.
Allowing a barred individual to work in these roles breaks the law and endangers vulnerable people.
To avoid future mistakes, update recruitment policies to require Adults Barred List checks for applicable positions.
Train HR staff on which roles need this screening and set up a system to verify all necessary checks before employment starts.
Employers must follow proper screening requirements or face legal consequences.
Use a checklist that confirms Adults Barred List information to maintain DBS compliance.
Frequently Asked Questions
What Does “Not Requested” Mean on a DBS?
When your employer submits your DBS check, “not requested” means they didn’t ask to check if you’re on the barred list during the application.
What Does DBS Adults Barred List Information Mean?
The DBS Adults Barred List contains information about people who are not allowed to work with vulnerable adults because of previous harmful behavior. You must check this list for safety requirements.
What Is the Difference Between DBS Not Requested and None Recorded?
A DBS check marked “Not Requested” means no check has been applied for. A status of “None Recorded” shows a completed check found no issues.
How Do I Get off the DBS Barred List?
You must wait 5-10 years based on your age before requesting a review. Contact DBS, include your ID documents, and you may want to seek legal help for appealing.
Conclusion
DBS Adults Barred List checks are a necessary part of hiring. Research indicates 85% of safeguarding incidents could have been prevented through proper screening. When a DBS certificate shows “not requested,” organizations should obtain this information. Making barred list checks mandatory during recruitment helps protect vulnerable adults and maintains organizational standards.