Short-term assignments and secondments are common across UK organisations, allowing employees to temporarily take on new responsibilities, work in different departments, or support another organisation. However, a temporary change in duties can also create new safeguarding or compliance requirements. Understanding DBS Checks for Short-Term Assignments helps employers determine whether an additional check may be necessary before an employee begins a temporary role.
A DBS check is not automatically required simply because an assignment is temporary. Eligibility depends on the duties and responsibilities involved.
Do Short-Term Assignments Require DBS Checks?
The length of an assignment does not, by itself, determine whether a DBS check is required. Employers should consider the actual duties the employee will perform during the temporary placement.
A DBS check may be relevant where the new role involves eligible work with:
- Children or young people
- Vulnerable adults
- Education or healthcare services
- Regulated activities
- Other positions where DBS checks are legally permitted
Employers should assess the temporary role separately rather than relying solely on an employee's existing screening history.
What About Secondments?
A secondment occurs when an employee temporarily works in another role, department, or organisation. If their responsibilities change significantly, the DBS requirements may also change.
For example, an employee who normally works in an office may require a different level of screening if they are seconded into a role involving regular contact with children.
Employers should establish whether the new position is eligible for a DBS check before the secondment begins.
Can an Existing DBS Certificate Be Used?
An employee may already have a DBS certificate from their current role. However, an existing certificate does not automatically cover every new position.
Employers should consider:
- The level of the existing DBS check
- The workforce category
- The duties of the new role
- Whether the employee is subscribed to the DBS Update Service
- The organisation's own recruitment and safeguarding policies
Where an existing certificate is unsuitable, a new DBS check may be necessary.
Managing Temporary Staff Safely
Employers should include DBS considerations in their secondment and temporary assignment procedures. Before an employee starts a new role, HR teams should confirm whether additional screening is required.
A consistent process can include:
- Assessing DBS eligibility
- Reviewing existing certificates
- Completing identity checks where necessary
- Recording screening decisions
- Communicating requirements clearly to employees
This helps prevent temporary workers from starting duties before appropriate checks have been completed.
Common Mistakes to Avoid
Employers should avoid assuming that temporary assignments do not require screening. Other common mistakes include automatically accepting an old DBS certificate, requesting an inappropriate level of check, and failing to document eligibility decisions.
DBS checks should always be based on the legal requirements of the specific role.
Professional DBS Support
Managing DBS requirements for temporary assignments and secondments can be challenging, particularly for organisations with large or frequently changing workforces. Professional support can help employers assess eligibility and manage applications efficiently.
Through CRB Direct, organisations can access DBS application services and guidance to support safer and more compliant recruitment processes.
FAQ
Do short-term assignments automatically require a DBS check?
No. DBS eligibility depends on the duties and responsibilities of the temporary role, rather than the length of the assignment.
Can an existing DBS certificate be used for a secondment?
Sometimes. Employers should assess whether the existing certificate is suitable for the new role and meets the relevant requirements.
Does a change in job duties affect DBS eligibility?
Yes. A significant change in responsibilities can mean that a different level of DBS check is appropriate or that a new check is required.
Should employers check DBS requirements before a secondment begins?
Yes. Assessing eligibility before the employee starts their new duties helps reduce safeguarding and compliance risks.
Where can employers get help with DBS checks?
Employers can access DBS application services and guidance through CRB Direct.
Conclusion
Understanding DBS Checks for Short-Term Assignments helps employers manage temporary changes in responsibilities without overlooking safeguarding requirements. A temporary placement does not automatically require a new DBS check, but employers should assess every new role based on its actual duties and legal eligibility.
By reviewing existing certificates, documenting decisions, and obtaining new checks where appropriate, organisations can maintain safer recruitment standards across temporary assignments and secondments.
