DBS checks are a vital part of safeguarding practices across many sectors in the UK, particularly in roles involving children, vulnerable adults, or positions of trust. Despite their widespread use, there are still many myths about DBS checks that cause confusion for both employers and job applicants.
To help clear things up, here’s a breakdown of some of the most common misconceptions about DBS checks—and the facts that debunk them.
Myth 1: A DBS Check Shows Everything About Your Past
Truth: A DBS check does not show your entire life history. What’s shown depends on the type of DBS check:
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A Basic DBS Check only shows unspent convictions.
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A Standard DBS Check includes both spent and unspent convictions, cautions, warnings, and reprimands.
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An Enhanced DBS Check includes everything in a standard check plus any relevant information held by local police, and may include a check against the barred lists if working in regulated activity.
Your credit score, parking fines, or non-criminal information like employment history do not appear.
Myth 2: You Can Request a DBS Check on Yourself for Any Role
Truth: You can only request a Basic DBS check on yourself. Standard and Enhanced DBS checks must be requested by an employer or organisation, and only when the role legally qualifies for that level of check. Not all jobs are eligible for a Standard or Enhanced DBS check.
Myth 3: If You Have a Criminal Record, You’ll Never Get a Job
Truth: Having a criminal record does not automatically disqualify you from employment. Many employers assess applicants based on the relevance and severity of the conviction, how long ago it occurred, and whether it’s spent or unspent.
The Rehabilitation of Offenders Act 1974 means many convictions become "spent" after a certain period, and employers cannot hold them against you in most cases.
