When Should Employers Request an Enhanced DBS Check?
Summary
Enhanced DBS checks are required when recruiting for roles involving regular, unsupervised contact with vulnerable groups such as children or adults receiving care. Employers should assess eligibility under DBS guidance, gain consent, and use secure online platforms to process applications.
Whether you’re hiring a healthcare worker, teacher, or volunteer, knowing when and how to request an enhanced DBS check helps ensure safety, compliance, and trust in your workplace.
This guide provides a clear, practical overview for UK employers, HR teams, and recruiters who want to stay compliant while protecting the people they serve.
Introduction
In regulated sectors and roles involving contact with vulnerable individuals, it’s crucial to go beyond basic recruitment practices. One of the most important tools employers have is the enhanced DBS check - a detailed background screening that helps ensure safer hiring decisions. But when should employers request an enhanced DBS check, and what does the process involve? Read on to find out more.
Understanding Enhanced DBS Checks
What is an Enhanced DBS Check?
An enhanced DBS (Disclosure and Barring Service) check is the most detailed level of criminal background check available in the UK. It reveals:
- Spent and unspent convictions
- Cautions, reprimands, and warnings
- Information held by local police deemed relevant to the role
- A check against the adults’ and/or children’s barred lists (if eligible)
This level of screening is primarily used for positions involving close and regular contact with children or vulnerable adults, including roles in healthcare, education, social care, and charity work. Learn more about enhanced checks with barred lists here.
Enhanced vs Standard DBS Checks
Unlike standard DBS checks, which only show spent and unspent convictions, enhanced checks may also include non-conviction information and access to the barred lists. This makes them essential for safeguarding-sensitive positions.
When to Request an Enhanced DBS Check
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Roles Involving Safeguarding Responsibilities
Employers must request an enhanced DBS check when hiring for roles that involve direct, unsupervised contact with:
- Children (e.g. teaching staff, youth workers, sports coaches)
- Vulnerable adults (e.g. carers, medical professionals, social workers)
If the job includes supervision, healthcare, personal care, or teaching, an enhanced check, sometimes with a barred list check is likely required.
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Legal and Regulatory Requirements
In many sectors, requesting an enhanced DBS check isn’t optional, it’s a legal obligation. For example:
- Healthcare workers under NHS guidance
- Teachers and school staff under Department for Education rules
- Social care workers governed by the Care Quality Commission (CQC)
Employers must ensure that checks are only carried out when legally permitted. You must confirm that the role is eligible under DBS eligibility criteria before applying.
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Volunteers in Sensitive Roles
Even volunteers may require enhanced DBS checks if they work with vulnerable groups. This includes scout leaders, charity volunteers in care homes, and mentors in youth programs.
Note: Enhanced checks for volunteers are free of charge, but the eligibility rules still apply.
If you're confused about which DBS check you require, read our blog here for more clarity.
Step-by-Step: How to Request an Enhanced DBS Check
Step 1: Assess Eligibility
Confirm the role’s eligibility for an enhanced check using the official DBS eligibility tool or guidance on GOV.UK. Consider whether the duties meet the threshold for regulated activity.
Step 2: Obtain Consent from the Applicant
Always obtain written consent from the individual before initiating any DBS check. This is a legal requirement and also an important part of respecting candidate privacy.
Step 3: Submit the Application
Applications can be submitted directly through the DBS or through a registered umbrella body such as Eurocom CI. Most employers use umbrella bodies to simplify the process and ensure compliance.
Step 4: Use Online DBS Checks
Opting for online DBS checks speeds up processing and reduces paperwork. Online portals also make it easier to track applications, verify identity documents, and receive updates securely.
Step 5: Review the Results Carefully
Once the certificate is issued, review it for:
- Any disclosed criminal history
- Additional police information (if present)
- Barred list status (if requested)
Keep in mind that employers are responsible for assessing the relevance of any findings to the job in question.
Best Practices for Employers
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Establish Clear DBS Policies
Have a written policy outlining:
- Which roles require enhanced DBS checks
- How results will be used in hiring decisions
- How long data will be retained
- How you'll handle disputes or appeals
This helps ensure fairness, transparency, and legal compliance.
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Conduct Thorough Background Checks
Don’t rely solely on DBS results. A full background check for employees may include reference checks, qualification verifications, and right-to-work documentation.
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Train Staff on Safeguarding and Compliance
Your HR and hiring teams should be trained on DBS check requirements, safeguarding policies, and how to interpret results. This ensures consistent, lawful hiring decisions across the board.
Conclusion
Knowing when to request an enhanced DBS check is essential for employers operating in sensitive sectors. These checks help protect children, vulnerable adults, and your organisation from risk while demonstrating your commitment to safeguarding and legal compliance.
By following the correct eligibility rules, maintaining transparent policies, and using trusted DBS partners, you can implement an effective, secure screening process that keeps your hiring practices both ethical and compliant.
