DBS update: Simplifying manual ID verifications for a global, hybrid workforce

Over the last five years the hiring landscape has shifted significantly, with the pandemic acting as a catalyst. UK-based organisations are now routinely hiring across borders, supporting hybrid and remote teams, and managing a broader variety of identity credentials than ever before. In autumn 2024 more than a quarter of UK working adults were in hybrid working arrangements. 
Coupled with the fact that in 2024, it was recorded that there were more than 421,000 identity-fraud cases, marking one of the highest levels on record. Which means, the risk is real and growing. 
To respond to these evolving conditions, the Disclosure and Barring Service (DBS) published revised identity-checking guidelines on 22 April 2025, covering Basic, Standard and Enhanced checks. From 1 November 2025 the updated version became the standard that employers and screening organisations must follow.  

What has changed 

Here is a high-level overview of the most significant updates that affect how your team should operate: 

• The guidance now applies to all levels of check: Basic, Standard and Enhanced.  

• Manual ID verification is organised around a three-route framework: 

1. Route 1: In-person, original documents present. 
2. Route 2: Video link, with physical documents in the verifier’s possession. 
3. Route 3: Video link without physical documents at the time of call; documents must be seen before employment begins.  

• Acceptable identity documents have been broadened to reflect global mobility  for example e-Visas, Biometric Residence Permits (BRPs) and Application Registration Cards (ARCs).  

• The previous requirement that a document must show the applicant’s current address has been removed in many cases, delivering more flexibility for mobile and remote candidates.  

• Verifiers must log which route was used, document details (type, country of issue, document number, expiry), name on the document if different, and any verifier notes. Records must be retained for a minimum of two years.  

• The guidance emphasises that digital identity verification should be the primary method wherever feasible; manual verification remains a compliant fallback when digital checks cannot be used.  

Why this matters now 

For HR teams and recruitment leads managing global, remote or hybrid hiring, the verification methods of the past simply do not match today’s challenges. The updated Disclosure and Barring Service guidelines offer a clearer framework for handling diverse applicant credentials and sophisticated fraud tactics, including synthetic identities and manipulated documents. 
By adopting a consistent approach across Basic, Standard and Enhanced checks, you reduce process variation, support scalability and avoid piecemeal, region-by-region solutions. At the same time, the requirement to retain detailed audit logs and document verifier decisions means you must show how checks were performed, not just that they were completed. 

What to do now 

Here are strategic actions your team should prioritise: 

1. Review your manual ID-verification workflow and policy so it aligns with the three-route framework and the updated document set. 
2. Update your candidate communications to clearly explain acceptable credentials, how verification may proceed (in person or remotely) and what you will ask for. 
3. Confirm that your screening partner or internal team supports the updated requirements for digital identity verification, data capture, audit logging and two-year retention. 
4. Provide training for your screening/verifier teams on how to select the correct route, assess non-traditional documents and manage remote verification scenarios. 

The DBS’s updated identity-checking guidance places manual ID verification front and centre in the context of global, hybrid hiring and rising identity-fraud risk. By adopting digital identity verification where possible and using manual routes as robust fallbacks, you will strengthen your hiring operations, improve the candidate experience and maintain compliance at scale. 
If you’d like help reviewing your workflows, revising policy or training your team on this updated standard, the team at Giant Screening is ready to support you.