DBS Checks (Disclosures & Barring Service)


This policy sets out Tivoli’s approach to using Disclosures & Barring Service (DBS) checks it relates to checks carried out upon recruitment and during the lifetime of their employment.

The DBS check searches personal details provided by applicants and employees against criminal records and other sources. The DBS check will either confirm that the person named either doesn’t have a criminal record, or it will list any relevant convictions, cautions, reprimands, warnings and, if applicable, whether they have been barred from working with vulnerable groups. The police can also include non-conviction information, for example, fixed penalties, that may be relevant.

A DBS check uses a range of different information sources, including the records of the Police National Computer (PNC), and other data sources appropriate to the level of check requested.

Standard – covering spent and unspent convictions, reprimands, cautions, and final warnings.

Enhanced – covering all the above plus any relevant information held by the police

Enhanced with list checks – covering everything in the enhanced check, plus a check of the DBS barred lists

The company will decide which type of check is to be carried out based on the job the employee will be carrying out.

Under the Rehabilitation of Offenders Act 1974 a person with a criminal record is not required to disclose any spent convictions unless the position they are applying for, or are currently undertaking, is listed as an exception under the act.

A DBS check will be paid in full by Tivoli, an instruction document will be given to the employee and will provide a link that will enable the employee to automatically defer payment to the company.