Introduction
When it comes to safeguarding, some roles carry more responsibility and more risk than others. If you’re hiring someone to work with children or vulnerable adults, it’s not enough to simply run a basic criminal record check. You need to know whether that person has been legally barred from working in those roles.
That’s where the Barred Lists come in. In this blog, we’ll break down what the Barred List is, why it matters, who needs to be checked, and how to do it properly, so you can hire with confidence and stay fully compliant.
Index
What Is the Barred List?
The Barred Lists also known as the Children’s Barred List and the Adults’ Barred List are official registers maintained by the Disclosure and Barring Service (DBS). These lists contain the names of individuals who are legally barred from working with children, vulnerable adults, or both.
Being included on a Barred List means the person has been assessed as posing a risk to the vulnerable groups they are barred from working with. This decision is based on serious safeguarding concerns often following a criminal offence, professional misconduct, or harmful behaviour.
It is a criminal offence for someone on the Barred List to apply for a job involving regulated activity with the group they’re barred from (e.g., working in a care home if barred from working with adults). It’s also a criminal offence for an employer to knowingly employ someone in such a role.
What Is ‘Regulated Activity’?
The term “regulated activity” refers to specific roles and duties that involve close, unsupervised work with vulnerable people. It’s a legal classification that helps determine whether a Barred List check is required.
Examples of regulated activity with children include:
- Teaching, training, or supervising children regularly
- Providing personal care (e.g., washing, dressing)
- Transporting children for work purposes
- Working in schools, nurseries, or youth clubs in unsupervised roles
Regulated activity with adults includes:
- Providing healthcare or personal care
- Assisting with finances, bills, or welfare benefits
- Helping someone manage their medication
- Working in care homes or hospitals
If the job falls under regulated activity, an Enhanced DBS check with a Barred List check must be carried out.
When Do You Need to Check the Barred List?
You should request a Barred List check when:
- The role involves regulated activity with children and/or adults
- You’re hiring for a position in education, healthcare, care services, or similar high-trust environments
- Your organisation is legally required to carry out Enhanced DBS checks with Barred List information
It’s important to note:
- Barred List checks are only available as part of an Enhanced DBS check
- You cannot request a Barred List check separately
- You must have legal eligibility to include a Barred List check in your DBS application
If your role does not fall under regulated activity, including a Barred List check in your DBS request is not just unnecessary it’s against the law.
What Happens If Someone Is on the Barred List?
If a candidate is found on the Children’s or Adults’ Barred List:
- They cannot legally be employed in any role involving regulated activity with the relevant group
- Continuing the recruitment process could result in criminal charges
- You are legally required to withdraw the offer and prevent the individual from undertaking the role
In some cases, if the role doesn’t involve regulated activity, you may still choose not to proceed with the hire based on risk and reputation factors. But this decision must be fair, evidence-based, and compliant with employment and equality laws.
How Can You Access the Barred List Safely and Legally?
At Eurocom C.I., we offer Enhanced DBS checks with the appropriate Barred List checks included but only where the role meets the legal eligibility criteria.
Here’s how we support employers:
- Role assessment: We help determine whether the position qualifies for a Barred List check
- Legal compliance: We ensure your request follows current DBS regulations
- Guided application: Our digital process makes it easy to select the right level of check
- Expert advice: If a disclosure is returned, we support you in handling it fairly and lawfully
This means you get peace of mind, full compliance, and better safeguarding all without second-guessing the process.
The Risks of Not Checking the Barred List (When You Should)
If you skip a Barred List check where one is legally required, you may face:
- Safeguarding failures that put vulnerable people at risk
- Criminal liability if a barred person is hired for a regulated role
- Reputational damage to your organisation
- Loss of funding, contracts, or regulatory approval
In regulated sectors like education, care, or healthcare, this isn’t just a best practice it’s a legal and ethical necessity.
The Bigger Picture: Why Barred List Checks Matter
Barred List checks are about more than legal compliance. They’re about:
- Creating safe environments for vulnerable people
- Building public trust in your organisation
- Making responsible hiring decisions that reflect your values
By actively checking the Barred List, you demonstrate that your organisation takes safeguarding seriously and follows the highest standards of care.
Final Thoughts
Understanding when and how to use the Barred List is essential for any organisation hiring for regulated activity. It’s a simple step that plays a huge role in protecting vulnerable people, maintaining legal compliance, and building trust in your brand.
At Eurocom C.I., we’re here to make that process easier. Whether you’re unsure if your role qualifies or need help managing large-scale hiring, we’ll guide you through every step.
