DBS Checks
DBS checks are essential for businesses, but they don’t have to be time-consuming or costly. Choosing CBS ensures a faster, easier process that works for you.
DBS Checks Online
DBS checks are crucial for safeguarding your business, but they shouldn’t take up all your time. At CBS, we take care of the hard work, freeing up your valuable time. Explore our full range of DBS checks below to find the service that suits your needs.
Basic DBS Checks
A straightforward check suitable for non-job-specific purposes, applied for on behalf of employees.
Standard DBS Checks
The ‘standard’ disclosure detailing all criminal history, warnings, reprimands and convictions.
Enhanced DBS Checks
Includes Standard Checks plus access to barred lists and relevant police-held information.
Digital ID Verification
Use our Digital ID Service to verify identities for DBS and Right-to-Work checks.
International Background Checks
Screen candidates and employees worldwide with our reliable International Disclosure services.
DBS Update Service
Receive instant notifications of any changes to employees’ criminal records.
Employers Guide to DBS Checks
Criminal Records checks are a vital part of safer recruitment, and for organisations operating in regulated, high-impact or compliance-driven environments, getting the correct level of screening in place is essential. This guide provides a clear, straightforward overview of DBS checks and how to apply them correctly across your workforce.
CBS makes the process simpler, safer and smarter – so you can focus on supporting your people, your customers and your compliance responsibilities.
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Why Screening Matters: Getting Compliance Right from the Start
When safety, wellbeing and trust are central to your organisation, screening isn’t optional, it’s a duty of care. Employment screening checks that include a DBS check will help confirm suitability for roles, support safer recruitment frameworks and meet the expectations of regulators.
The consequences of inadequate screening go beyond admin errors. Delayed onboarding failed audits or missing contract obligations often signal deeper issues. In higher risk settings, using the wrong level of check or failing identity verification can lead to:
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- Regulatory action, inspection failures and contract withdrawal.
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- Legal offences: e.g., requesting an ineligible DBS check is a criminal offence.
Most organisations strive to meet standards, but confusion around evolving guidance, eligibility rules and identity requirements often causes hidden risk. CBS supports with clarity, structure and a screening process built for organisation-scale compliance.
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What is a DBS Check?
A DBS Check (Disclosure and Barring Service Check) is a criminal record check carried out by the Disclosure and Barring Service in England and Wales. It allows employers to understand whether an applicant has relevant convictions, cautions or legally disclosable police information that may impact their suitability for a role.
DBS checks are a core component of safer recruitment and are legally required for certain roles involving children or vulnerable adults. For official guidance, refer to the Disclosure and Barring Service on GOV.UK
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Why DBS Checks Matter to Employers
DBS Checks help organisations:
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- Demonstrate responsible hiring practices
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- Reduce organisational and safeguarding risk
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- Support compliance with safer recruitment frameworks
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- Ensure the right people are in the right roles
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- Provide clear evidence during inspections or audits
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- Build trust with stakeholders, service users and partners
CBS provides a structured pathway for screening, designed to reduce errors, minimise delays and support complex, multi-role recruitment environments.
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Our solutions guarantee 100% submission rate with zero errors
The Four Levels of DBS Checks
DBS checks are available in four levels. Each serves a specific purpose and should be ordered based on the responsibilities of the role.
Basic DBS Check – Shows unspent convictions and conditional cautions. This level is suitable for any purpose, including employment roles where honesty and trust are important, but safeguarding obligations are limited.
Standard DBS Check – Includes both spent and unspent convictions, cautions, reprimands and warnings. A standard disclosue is typically used for roles involving professional responsibility or access to sensitive information.
Enhanced DBS Check – Includes all Standard-level information plus any non-conviction information supplied by the relevant police forces if it is considered relevant to the role.
Enhanced with Barred Lists DBS Check – An Enhanced with Barred Lists DBS check is typically suitable for people working with children or adults in certain circumstances such as those in receipt of healthcare or personal care. An Enhanced with Barred Lists certificate will contain the same information as an Enhanced DBS certificate, but will also include a check of one or both Barred Lists.
Selecting the right level is essential for compliance. CBS guides employers through eligibility to avoid under or over-screening.
DBS Identity Verification Requirements (Updated for 2025)
From 22 April 2025, the DBS introduced updated identity-checking requirements. From 1 November 2025, these requirements become mandatory across all DBS levels.
Employers must now use one of the approved verification methods:
- Option 1 – In-person document verification Original documents must be physically checked and validated in the presence of the individual. The employer must also keep a record of the documents used to validate the identity for a minimum of 2 years.
- Option 2 – Video verification with original documents held The identity checker must be in possession of the original documents and the applicant can be on video link. If option 2 is used, the employer must keep a record of why option one was not used, along with a record of the documents used to validate the identity, for a minimum of 2 years.
- Option 3 – Video verification followed by in-person validation Used when immediate face-to-face verification isn’t possible. The ID checker must record the date the ID check was completed in person and cross reference the details recorded from the video link ID check. If there are any discrepancies, the DBS check may be invalid. And again, if option three is used the employer must keep a record of why options one and option two were not used, along with a record of the documents used to validate the identity, for a minimum of 2 years.
CBS supports employers with compliant identity verification, reducing rejected applications and ensuring smoother onboarding.
Types of DBS Checks
Basic
Basic level disclosure – this is a non-specific check that is available to anyone who requires certification. Basically, it is available to anyone for any purpose. It is commonly used for personal licence holders, couriers or similar.Disclosure Scotland produce this level of Disclosure, as well as the DBS from June 2017.
Unspent Criminal Convictions
Spent Criminal Convictions
Inclusion on the Children’s Barred List
Inclusion on the Adult’s Barred List
Inclusion on List 99 – Section 142 Education Act 2002
Other Relevant Information held by local police forces (Soft Intelligence forces disclosed at Chief Police officer’s discretion)
Standard
Standard level disclosure – this level of disclosure is subject to eligibility in accordance to legislative criteria. This more in-depth check is often required for careers such as accountants or solicitors.
Unspent Criminal Convictions
Spent Criminal Convictions
Inclusion on the Children’s Barred List
Inclusion on the Adult’s Barred List
Inclusion on List 99 – Section 142 Education Act 2002
Other Relevant Information held by local police forces (Soft Intelligence forces disclosed at Chief Police officer’s discretion)
Enhanced
Enhanced level disclosure – this detailed check is also subject to eligibility in accordance to legislative criteria. Individuals who wish to work with vulnerable people will require this disclosure.
Unspent Criminal Convictions
Spent Criminal Convictions
Inclusion on the Children’s Barred List
Inclusion on the Adult’s Barred List
Inclusion on List 99 – Section 142 Education Act 2002
Other Relevant Information held by local police forces (Soft Intelligence forces disclosed at Chief Police officer’s discretion)
Choosing the Correct Level for the Role
A correct DBS level of disclosure must be selected based on the role’s responsibilities. The DBS eligibility tool as well as their eligibility guide provides a comprehensive guidance on whether the role is eligible for a standard, enhanced or enhanced with barred lists disclosure, If unclear, our team of specialists can help to determine eligibility based on the official DBS role guidance too.
Employer Responsibilities for DBS Checks
Employers must:
- Obtain applicant consent
- Follow the 2025 identity verification requirements
- Request the correct level of DBS Check
- Handle certificates securely and confidentially
- Apply information fairly and in line with the DBS Code of Practice
- Keep audit evidence of identity verification
CBS provides documentation, audit logs and guidance to help organisations meet their obligations with confidence.
DBS Checks Across High-Risk and Regulated Sectors
CBS supports organisations operating in environments with high accountability, including:
- Education and childcare
- Healthcare and NHS services
- Social care and residential settings
- Security and facilities management
- Financial services
- Government and regulated contractors
- Charity and voluntary sectors
Our platform is built for multi-site, multi-role recruitment, giving employers visibility and consistency across their entire organisation.
Ongoing Compliance: The DBS Update Service
The DBS Update Service allows employers to check the status of an applicant’s existing DBS certificate, supporting continuous compliance without the need for repeated full applications.
CBS integrates Update Service checking into organisational workflows to ensure ongoing safeguarding compliance and monitoring.
Our solutions guarantee 100% submission rate with zero errors
How CBS Supports Employers
Our screening platform is designed to make compliance manageable:
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- Bulk applications for large recruitment volumes
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- Real-time progress tracking
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- Digital Identity
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- Applicant pay where required
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- Automated validation to reduce errors
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- Secure digital document handling
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- Integration with HRIS/ATS systems
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- Full audit trails for inspections
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- Dedicated support teams with sector knowledge
We help employers maintain safer recruitment standards while removing process friction from both their applicants as well as the onboarding their teams.
DBS Check Turnaround Times
Typical turnaround times:
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- Basic DBS: 1–5 working days
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- Standard DBS: 1–5 working days
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- Enhanced DBS: 1–10 working days
CBS validates identity information early to reduce delays caused by incomplete data or address history issues.
DBS Check FAQs
A DBS certificate is valid up until the day it is printed. Employers decide how often they should be renewed based on risk, role requirements and any sector or regulatory expectations. The update service will also provide assurance should employers wish to regularly monitor an employee’s criminal history.
Only if the role is the same.
Yes – consent is mandatory for all background screening, including DBS applications
Police force backlogs, incomplete identity documents, incorrect address history, or eligibility errors.
Yes. CBS supports high-volume screening across multi-site organisations.
A CRB (Criminal Records Bureau) check was the predecessor to the DBS. Following the Protection of Freedoms Act 2012, the DBS combined the functions of the CRB and the Independent Safeguarding Authority (ISA) to modernise the process.
Employers and organisations can request DBS checks for roles that involve working with children or vulnerable adults or are exempt under the Rehabilitation of Offenders Act 1974.
A spent conviction has reached a set period defined by the Rehabilitation of Offenders Act 1974 and has been removed from an individual’s criminal record. Its unspent counterpart has not reached this defined period yet and therefore will appear on DBS checks.
This depends on your industry and role requirements. Many organisations conduct Basic DBS checks for general roles and Enhanced DBS checks for roles involving vulnerable groups.
This expedited check provides a preliminary review of the Adults Barred List, allowing employers to assess suitability for roles involving vulnerable adults while waiting for a full Enhanced DBS check.
The certificate is sent directly to the applicant, but CBS provides an online notification and full audit trail for employers.
ID validation is required for all checks. CBS recommends Route 1, using primary documents like a passport or driving licence, for faster processing.
An ‘exempted question’ refers to when a registered body asks an individual to reveal their full criminal history, including spent convictions.
Soft intelligence, such as police-held information that isn’t part of a conviction, is included in Enhanced DBS checks when relevant to the role.
A List 99 check identifies individuals barred from working in educational settings. It is often included in Enhanced DBS checks for schools and childcare providers.
Vertex Pharmaceuticals
“CBS offers unparalleled customer service, responding to queries and solving issues efficiently, something we found lacking with our previous supplier. We feel like we have a really good partnership and that CBS genuinely wants to help us, not just saying what we want to hear.”
Bristol City Council
CBS has consistently proven to be knowledgeable, friendly, and efficient in their service to Bristol City Council. The support we receive and the opportunity to seek advice from professionals with their level of expertise is truly invaluable. Cerys and Sarah, in particular, stand out for going above and beyond in their support of our organisation. The entire CBS team deserves recognition for their exceptional work. Their support is greatly appreciated, and we value them not just as a supplier, but as people. As we look forward to continuing our partnership in 2024
FAW
CBS has proven to be an exceptional service partner, demonstrating remarkable responsiveness and a commitment to supporting our organizational needs. Our experience with their team has been consistently positive, characterized by their accommodating approach and willingness to provide tailored solutions. The account management has been outstanding, with CBS consistently delivering high-quality assistance. Rachel Bedgood have been particularly instrumental in supporting our organizational development and process improvements. CBS has shown a genuine commitment to understanding and addressing our specific requirements. We wholeheartedly recommend CBS as a trusted and reliable service provider. Their professional approach, combined with their genuine desire to support our organization, makes them an invaluable partner in our ongoing efforts to enhance our operational effectiveness. We look forward to continuing our collaborative relationship and exploring further opportunities for refinement and improvement together.
Wigan Council
Our overall perception of their services is very good, and we consistently value the account management we receive. What truly sets CBS apart is their outstanding customer support, particularly through their team member Rachel, who always provides quick and efficient responses to our inquiries. Her proactive approach ensures that our organisational needs are met promptly and professionally.
Why Screening Matters
Getting Compliance Right from the Start
When safety, wellbeing and trust are central to your organisation, screening isn’t optional, it’s a duty of care. Employment screening checks that include a DBS check will help confirm suitability for roles, support safer recruitment frameworks and meet the expectations of regulators.
The consequences of inadequate screening go beyond admin errors. Delayed onboarding failed audits or missing contract obligations often signal deeper issues. In higher risk settings, using the wrong level of check or failing identity verification can lead to:
Regulatory action, inspection failures and contract withdrawal.
Legal offences: e.g., requesting an ineligible DBS check is a criminal offence.
Most organisations strive to meet standards, but confusion around evolving guidance, eligibility rules and identity requirements often causes hidden risk. CBS supports with clarity, structure and a screening process built for organisation-scale compliance.
CBS IN NUMBERS
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DBS and Employment checks a year
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