A Standard DBS Check is an employment screening mechanism that retrieves both spent and unspent convictions, cautions, reprimands, and warnings from the Police National Computer.
This check applies to positions exempt under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, including roles in finance, law enforcement, and education.
Employers must apply on behalf of candidates with their consent, as self-requests are prohibited.
The certificate details offense dates, courts, and sentences while excluding fixed penalty notices and non-conviction information.
Understanding the application process, filtering rules, and dispute procedures guarantees compliance with regulatory requirements.
Key Takeaways
- A Standard DBS Check is an employment screening tool that reveals an applicant’s criminal history from the Police National Computer.
- It discloses both spent and unspent convictions, including offense dates, courts, offenses, and sentences for employer evaluation.
- Required for specific roles like solicitors, barristers, and positions in finance, law enforcement, and education sectors.
- Employers must apply on behalf of candidates with consent; self-requests are not permitted under current regulations.
- Costs approximately £18 with a 10 working day processing time; certificates are sent directly to applicants.
Understanding the Purpose of a Standard DBS Check
A Standard DBS check serves as a critical employment screening mechanism that enables organizations to access an applicant’s criminal history before making hiring decisions. This criminal record check retrieves relevant information held on the Police National Computer, including both spent and unspent convictions, cautions, reprimands, and warnings. The Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 designates specific roles requiring this level of scrutiny, such as legal and security positions. Employers must initiate the Standard DBS check process with applicant consent, as self-requests are prohibited. The resulting DBS certificate details each conviction’s date, court, offense, and sentence, allowing employers to evaluate candidate suitability effectively. With a processing time of approximately 10 working days, this verification tool balances thoroughness with operational efficiency.
Who Needs to Apply for a Standard DBS Check
Identifying which roles require a Standard DBS Check hinges on legislative frameworks that designate exempt professions under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. Solicitors, barristers, and positions regulated by the Security Industry Authority fall within this category. Employers must apply for a standard check on behalf of candidates, as self-requests are prohibited. The disclosure reveals spent and unspent convictions, enabling employers to evaluate suitability for specific job roles. Sectors such as finance, law enforcement, and education frequently mandate Standard DBS checks to maintain workforce integrity and mitigate risk. Organizations processing fewer than 100 applications annually typically engage registered bodies to facilitate the application process, guaranteeing compliance with regulatory requirements while safeguarding operational standards.
Information Disclosed on a Standard DBS Certificate
Once an employer determines that a position requires a Standard DBS check and submits the application on behalf of the candidate, understanding the precise content of the certificate becomes paramount for informed hiring decisions. The Standard DBS check retrieves criminal records from the Police National Computer, disclosing both spent convictions and unspent convictions. Each entry provides detailed certificate information including the offense date, court of conviction, specific offense committed, and imposed sentence. This disclosure framework operates under the Rehabilitation of Offenders Act exceptions, providing employers with necessary information for risk-aware recruitment.
| Included Information | Excluded Information |
|---|---|
| Spent and unspent convictions with full details | Fixed penalty notices |
| Police National Computer records requiring consent | Out-of-court disposals |
| Date, court, offense, and sentence specifications | Non-conviction information |
How to Apply for a Standard DBS Check
Employers initiating a Standard DBS check must submit the application directly on behalf of the candidate, as individuals lack the authority to request this level of screening independently. The employer must obtain the applicant’s consent before proceeding and verify that the position qualifies under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. Applications can be completed online or by post, with registered bodies accessing the e-bulk service for expedited processing of multiple checks. The cost stands at approximately £18 per check. Processing typically requires 10 working days, though cases involving police involvement may extend this timeframe. Upon completion, the DBS dispatches the certificate directly to the applicant unless an employer waiver redirects delivery to the requesting organization.
Processing Times and Associated Costs
Understanding the financial and temporal requirements of a Standard DBS check enables organizations to budget appropriately and set realistic timelines for onboarding procedures. The Disclosure and Barring Service charges £18 for a Standard DBS check, covering both spent and unspent convictions equally. Processing times typically span 10 working days, though individual case complexities may extend this timeframe.
Key considerations for employers include:
- Registered bodies utilizing the e-bulk service often achieve faster processing times
- Results are sent directly to the applicant unless a waiver redirects delivery to the employer
- Organizations may absorb DBS check costs, with total expenses varying based on service provider fees
Accurate planning around these processing times and costs guarantees compliance procedures remain efficient without compromising thoroughness or creating unnecessary delays in hiring workflows.
Filtering Rules and What Gets Excluded
While Standard DBS checks reveal both spent and unspent convictions, the filtering rules framework determines which historical records remain visible on disclosure certificates. Unspent convictions always appear on a Standard Criminal Record, whereas spent convictions may be excluded when specific criteria are met, including the individual’s age at offense and time elapsed since conviction. However, specified offenses bypass filtering rules entirely, appearing permanently on any Standard DBS check regardless of rehabilitation period completion.
October 2023 updates modified these parameters, allowing custodial sentences exceeding four years to become spent after designated timeframes, excluding serious crimes. These filtering rules directly impact employability, as applicants may now see different personal information disclosed compared to previous regulations. Knowing which convictions remain visible helps both employers assess risk appropriately and individuals anticipate their Standard DBS check outcomes.
Handling Errors or Disputes on Your Certificate
Errors on Standard DBS certificates, though uncommon, require immediate attention through specific dispute procedures depending on the nature of the inaccuracy. Personal information errors necessitate a data entry dispute directly with the DBS, while challenging conviction details requires contact with the original data source, typically the Police National Computer.
The dispute process demands careful preparation:
- Gather all supporting evidence to substantiate your claim
- Contact the appropriate authority based on the error type
- Submit your challenge promptly, as resolution can take several weeks
The DBS provides extensive guidance on initiating disputes for Standard check inaccuracies. Applicants must understand that different types of errors follow distinct pathways—personal details go through DBS correction processes, whereas conviction information disputes require engagement with police databases to verify certificate accuracy.
Frequently Asked Questions
What Does a Standard DBS Check Show?
A Standard DBS Check discloses both spent and unspent convictions, cautions, reprimands, and final warnings held on the Police National Computer. Each conviction entry provides thorough details including the offense date, sentencing court, specific offense committed, and the sentence imposed. The check excludes fixed penalty notices and out-of-court disposals. This disclosure level serves employers evaluating applicants for positions requiring heightened scrutiny under the Rehabilitation of Offenders Act 1974 (Exceptions) Order.
What Is the Difference Between a Standard and an Enhanced DBS Check?
The primary difference lies in scope and application. A Standard DBS Check discloses spent and unspent convictions, cautions, reprimands, and warnings from the Police National Computer. An Enhanced DBS Check includes all Standard check information plus relevant local police intelligence and may verify against barred lists. Enhanced checks apply to roles involving regular contact with children or vulnerable adults, requiring heightened scrutiny under safeguarding legislation, while Standard checks serve broader employment purposes.
What Are the 3 DBS Checks?
The three DBS checks are Basic, Standard, and Enhanced, each offering progressively detailed criminal record information. Basic checks disclose only unspent convictions and cautions, available to any individual. Standard checks reveal both spent and unspent convictions, cautions, reprimands, and final warnings for specific positions. Enhanced checks provide thorough information including Standard check details plus additional local police records, with potential barred list verification for roles involving vulnerable groups or children.
How Do I Get a Standard DBS Check?
To obtain a Standard DBS check, one must apply through an employer or registered body, as self-applications are not permitted. The employer initiates the application process online or by post with the applicant’s consent. The standard fee is £18, though volunteers may qualify for fee exemption. Processing typically requires ten working days, after which the DBS certificate is sent directly to the applicant’s registered address for verification purposes.
Conclusion
Standard DBS checks remain a critical component of employment screening frameworks, particularly for roles involving financial accountability or regulated environments. Organizations must guarantee compliance with current filtering rules while maintaining robust verification processes. Applicants should verify certificate accuracy upon receipt and utilize established dispute procedures when necessary. Understanding processing timelines and associated costs enables proper workforce planning. Employers hold responsibility for determining check necessity based on position-specific risk assessments and regulatory requirements. Adherence to disclosure protocols protects both organizational integrity and individual rights throughout the background verification process.