In the UK, employing apprentices and young workers comes with specific responsibilities — especially when it comes to safeguarding. DBS Checks for Apprentices and Young Workers are an essential part of ensuring a safe and compliant work environment. Employers must understand when a check is needed, what level of check applies, and how to manage data sensitively for younger applicants.
At CRB Direct, we help employers, training providers, and individuals apply for DBS checks quickly and securely. Here’s everything you need to know about age, eligibility, and best practice for DBS checks involving young workers and apprentices.
Understanding DBS Checks
A Disclosure and Barring Service (DBS) check helps employers verify whether an applicant has a criminal record or is barred from certain types of work, particularly with vulnerable groups. There are three main levels of DBS checks:
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Basic Check: Shows unspent convictions or conditional cautions.
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Standard Check: Includes both spent and unspent convictions, cautions, reprimands, and warnings.
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Enhanced Check: Provides full criminal record information, including any information held by local police.
For certain roles, such as working with children or vulnerable adults, employers may also need to request an Enhanced DBS Check with Barred List information.
Age and Eligibility for DBS Checks
In the UK, individuals aged 16 or over can legally apply for a DBS check. This means most apprentices and young workers are eligible, as apprenticeships generally begin at age 16.
However, whether a DBS check is required depends on the nature of the role rather than the worker’s age. For example:
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A 17-year-old apprentice in a care home or school would likely need an Enhanced DBS Check.
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A 16-year-old working in an office or retail environment may only require a Basic DBS Check, or none at all.
Employers should carefully assess the role’s responsibilities and environment before deciding which level of check is appropriate.
Why DBS Checks Are Important for Apprentices
DBS checks provide reassurance to both employers and training providers that young people are working in a safe and secure setting. They also help maintain public confidence in apprenticeship programmes.
For apprentices themselves, having a DBS certificate can be beneficial — especially in sectors such as healthcare, education, or childcare, where background checks are standard practice.
At CRB Direct, we make the application process simple, with clear guidance and secure online forms tailored for individuals and employers.
Best Practice for Employers
When managing DBS checks for young workers or apprentices, employers should follow these best practices:
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Assess the Role Carefully – Determine if the position requires contact with vulnerable groups or sensitive data.
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Request the Correct Level of Check – Avoid unnecessary Enhanced checks if the role does not justify them.
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Gain Proper Consent – DBS checks can only be carried out with the applicant’s permission.
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Handle Data Securely – Comply with GDPR and only use DBS information for lawful recruitment decisions.
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Renew When Needed – Periodic rechecks are advisable in long-term roles involving vulnerable groups.
FAQs
1. Can a 16-year-old apply for a DBS check?
Yes, individuals aged 16 or above can apply for a DBS check, usually through their employer or training provider.
2. What type of DBS check does an apprentice need?
It depends on the role. Positions involving contact with children or vulnerable adults may require an Enhanced check.
3. Do all apprenticeships require DBS checks?
No, only those where the apprentice’s work involves regulated activity or access to vulnerable groups.
4. Who pays for the DBS check — the employer or the apprentice?
This varies. Some employers cover the cost, while others may ask the apprentice to pay.
5. How long does a DBS check take?
Most checks are completed within a few days, though Enhanced checks can take slightly longer.
Ensuring the right level of vetting protects both employers and young workers. With CRB Direct, you can manage DBS Checks for Apprentices and Young Workers efficiently and in full compliance with UK employment laws.
