BPSS or DBS? What Employers Need to Know About Screening Requirements

If you’ve ever been unsure whether a role requires a Disclosure and Barring Service (DBS) check or Baseline Personnel Security Standard (BPSS) clearance, you’re not alone.

We often speak to HR and compliance professionals who understand the need for robust screening but aren’t always clear on which check is appropriate – especially when handling government contracts, regulated roles or positions of trust.

Both BPSS and DBS checks help assess suitability, but they serve different purposes and are applied in different contexts. Knowing which one you need is key to getting it right.

What Is BPSS?

BPSS is a government framework for pre-employment screening. It’s considered the baseline level of national security clearance and is often required for individuals working with or for government departments, agencies or on public sector frameworks.

BPSS is not a certificate you apply for. It’s a process led by the employer to confirm an individual’s identity, legal right to work, criminal record and employment history. For organisations delivering services on behalf of the government – directly or as subcontractors – BPSS is often a non-negotiable requirement for public sector roles, as outlined in the UK Government’s official vetting guidance.

What Does BPSS Involve?

BPSS screening includes four key components, often referred to by the acronym RICE:
Right to Work – Proof of eligibility to work in the UK
Identity Check – Verification using official documents such as a passport
Criminal Record – A Basic DBS check for unspent convictions
Employment History – Minimum of three years’ history, with any gaps explained

Organisations may also include sanctions checks or financial screening as part of internal policy, but the four elements above are the formal minimum for BPSS.

What Is a DBS Check?

A DBS check refers to the process carried out by the Disclosure and Barring Service, used to help employers assess whether someone is suitable for certain roles, especially those involving vulnerable people.

There are three levels of DBS check:

Basic – Shows unspent convictions (this is the level included in BPSS)
Standard – Includes spent and unspent convictions, cautions and warnings
Enhanced – Adds local police intelligence and checks against barred lists (for roles in education, healthcare, social care and youth services)

Employers must meet specific legal criteria to request Standard or Enhanced DBS checks. Eligibility is tightly controlled, and requesting the wrong level can result in a fine. The DBS eligibility guidance outlines which roles meet the threshold.

Key Differences Between BPSS and DBS

Although BPSS and DBS both involve background checks, they serve different purposes and follow different rules.

BPSS is designed to confirm a person’s identity, right to work, criminal record (at the Basic DBS level), and employment history. It’s typically required for those working on government contracts, accessing secure information, or entering government premises. Employers are responsible for carrying out the checks and keeping internal records – there’s no formal certificate issued by a government body.

DBS checks, on the other hand, focus specifically on an individual’s criminal record and safeguarding suitability. They are processed through the Disclosure and Barring Service and provide an official certificate.

The level of check (Basic, Standard, or Enhanced) depends on the role, and employers must meet strict eligibility criteria to request the higher levels.

Here’s how they differ at a glance:

BPSS includes a Basic DBS but is broader, covering right to work, ID, and work history
DBS checks can go further into an individual’s criminal history but don’t confirm work history or identity
BPSS is required for public sector and government-related roles
Standard or Enhanced DBS checks are required by law for roles involving vulnerable people or regulated services

Many employers require both – especially where the role is both security-sensitive and safeguarding-related.

When Do You Need BPSS?

You may need BPSS screening for roles that involve:

Working with public sector frameworks
Access to government IT systems or premises
Handling sensitive public data or working on classified projects
Employment within or alongside the Ministry of Defence, Cabinet Office, DEFRA or NHS Digital

It’s also required for many roles listed under the G-Cloud or Crown Commercial Service frameworks.

In these situations, BPSS is often a contractual requirement before individuals can be issued security passes or given access to systems.

When Do You Need a DBS Check?

DBS checks are typically needed when the role involves:

Regular contact with children or vulnerable adults
Delivery of education, health or social care
Positions in regulated financial services
Charity and trustee roles involving safeguarding responsibility

The CBS DBS service covers all levels of checks, ensuring staff and volunteers are cleared in line with legal requirements.

Can Someone Need Both?

Yes, in some cases both checks are needed. For example, a contractor delivering a safeguarding programme for a government department may require:

BPSS clearance to meet contractual terms
An Enhanced DBS check due to the nature of the work involving children or vulnerable adults

These checks are complementary – one confirms legal status and trustworthiness in secure environments, while the other addresses safeguarding suitability.

Why This Matters for Employers

According to the DBS Annual Report 2022–23, over 7.1 million checks were processed last year – a reflection of how central this process has become across sectors.

When something does go wrong, the first question is rarely about intent – it’s about process. “What checks were done?” is the line of enquiry that follows incidents, public scrutiny and even legal action. That’s where inconsistent vetting or missing documentation can quickly unravel.

Recent sector audits, public inquiries and procurement reviews have all pointed to one root cause: a lack of standardised, end-to-end screening processes. Whether it’s safeguarding, contractual compliance, or access to sensitive environments, organisations are now expected to have a clear, defensible approach in place.

BPSS and DBS are more than acronyms – they’re frameworks for trust. And increasingly, they’re how clients and regulators judge whether you take risk seriously.

How CBS Can Help

At CBS, we support employers with straightforward, secure screening services that meet the expectations of modern compliance.

For BPSS, we:

Manage the full process in line with UK government guidance
Provide a web-based system through eBulk and eScreening
Help clients maintain records for internal audit and contract reviews

For DBS checks, we:

Offer Basic, Standard and Enhanced checks
We work with a wide range of organisations – from schools, charities and NHS providers to aviation, defence and government contractors – helping them meet compliance with confidence.
Deliver results quickly, backed by expert support

We also help employers understand which checks apply, how to stay compliant and how to keep the process clear for candidates and internal teams.

Let’s Take the Uncertainty Out of Screening

Whether you’re reviewing your screening approach or building a new process for government or regulated roles, CBS is here to help.

Call our team on 01443 799 900, or make an enquiry here to speak to one of our screening specialists.