Including DBS check requirements in job advertisements is a common and sensible step for UK employers, particularly in roles involving trust, children, or vulnerable adults. However, stating DBS obligations incorrectly can lead to legal issues, discourage suitable applicants, or breach employment and data protection rules.
This guide explains how to reference DBS checks in job adverts clearly, fairly, and in line with UK law.
Why DBS Check Wording Matters in Job Adverts
Job advertisements are often the first point of contact between an employer and a candidate. Poorly worded DBS requirements can:
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Appear discriminatory
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Discourage rehabilitated applicants
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Breach the Rehabilitation of Offenders Act
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Create confusion about eligibility
Clear and lawful wording helps candidates understand expectations while protecting employers from compliance risks.
When You Are Allowed to Mention a DBS Check
You should only reference a DBS check in a job advert when it is relevant to the role. This usually applies to positions involving:
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Regular contact with children or vulnerable adults
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Positions of trust or authority
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Security, care, or safeguarding responsibilities
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Regulated activity as defined by UK law
Avoid stating DBS checks for roles where there is no clear safeguarding or legal justification.
Choosing the Correct Level of DBS Check
Before writing the advert, decide which level of DBS check applies:
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Basic DBS – Shows unspent convictions only
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Standard DBS – Shows spent and unspent convictions, cautions, and warnings
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Enhanced DBS – Includes local police information and barred list checks (where applicable)
Your job advert should match the correct level. Overstating the level required can be misleading and unlawful.
How to Phrase DBS Requirements Clearly
Good DBS wording should be factual, neutral, and proportionate. Examples of compliant phrasing include:
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“This role is subject to a Basic DBS check.”
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“An Enhanced DBS check will be required due to safeguarding responsibilities.”
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“Employment is conditional upon a satisfactory DBS disclosure.”
Avoid phrases such as:
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“Clean criminal record required”
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“No criminal history”
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“Must have no convictions”
These can unfairly exclude candidates and breach legal guidance.
Transparency and Fair Recruitment
UK employers must follow fair recruitment practices, including:
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Assessing DBS results on a case-by-case basis
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Considering relevance, time passed, and role responsibilities
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Giving candidates an opportunity to explain disclosures
Stating in your advert that disclosures will be assessed fairly reassures applicants and demonstrates compliance.
Data Protection and Candidate Privacy
Job adverts should never ask candidates to disclose criminal history upfront. DBS checks should only be carried out at the appropriate stage in the recruitment process, typically after a conditional offer.
Using a trusted DBS provider such as https://crbdirect.org.uk/ helps ensure checks are requested lawfully and handled securely.
Best Practice Checklist for Employers
When including DBS obligations in job adverts:
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Confirm the DBS level is legally justified
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Use clear, neutral wording
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Avoid discriminatory language
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Do not request disclosure details in the advert
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Explain that checks are role-related
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Link DBS checks to safeguarding or trust duties
This approach protects both your organisation and your candidates.
Final Thoughts
Including DBS check obligations in job advertisements is entirely acceptable when done correctly. Clear, lawful wording helps attract suitable candidates, supports safeguarding, and ensures compliance with UK employment law. Employers who take a transparent and fair approach build trust from the very first stage of recruitment.
Frequently Asked Questions
Is it legal to mention DBS checks in job adverts?
Yes, as long as the DBS check is relevant to the role and phrased correctly.
Can I ask candidates to declare convictions in the advert?
No. Criminal history should only be discussed later in the recruitment process.
Do all roles require a DBS check?
No. DBS checks should only be used where legally justified.
What happens if a candidate has a criminal record?
Employers must assess disclosures fairly and consider relevance to the role.
Can I specify the level of DBS check in the advert?
Yes, provided the level is appropriate and lawful for the position.
Who can help with compliant DBS checks?
Registered providers such as https://crbdirect.org.uk/ can guide employers through the correct process.
