Which DBS check do you need? A quick guide to getting it right

There’s no shortage of confusion when it comes to DBS checks.

Basic, standard, enhanced. They sound self-explanatory, but in practice, knowing which level to request (and when) can be less than straightforward. Especially when you’re juggling different roles, risk levels, and regulatory expectations.

Whether you're hiring, onboarding, or reviewing your current checks, here's a practical breakdown to help you match the right level of check to the role and avoid the common pitfalls.

This blog refers to DBS checks in England and Wales only. Eligibility is based on where the work takes place, not where the individual lives.

Basic DBS check

What it covers:

• Unspent convictions and conditional cautions

Who it’s for:

• Roles with no formal legal requirement for vetting
• Office-based roles with no access to sensitive data or vulnerable individuals

When it's used:

• As part of a general employment screening process
• For roles in finance, retail, or administration

A basic check is available to anyone and can be requested by either the individual or the employer. It's often used as a foundation when no other check is legally required.

Standard DBS check

What it covers:

• Unspent and spent convictions
• Cautions, reprimands, and warnings

Who it’s for:

• Roles in legal, financial, or licensing sectors
• Certain NHS administrative and support positions

When it's used:

• When an employer is legally entitled to request it under the Rehabilitation of Offenders Act (ROA) 1974 (Exceptions) Order

Standard checks aren’t available for all roles. You must be legally eligible to request one. It's commonly required for positions of trust that involve access to sensitive information, even if the role doesn’t involve vulnerable groups.

Enhanced DBS check

What it covers:

• Everything in a standard check
• Any relevant information held by local police forces
• Checks against the children’s or adults’ barred lists (if the role involves regulated activity)

Who it’s for:

• Teachers, healthcare professionals, social workers
• Roles involving direct, unsupervised contact with vulnerable people

When it's used:

• For positions that meet the definition of regulated activity under safeguarding law

Barred list checks are only legally permitted when the role involves regulated activity. Requesting them without eligibility can breach legislation and expose the employer to scrutiny.

The risks of getting it wrong

Getting the level of check wrong can have serious consequences:

• Under-checking can leave your organisation exposed to risk. Gaps in vetting erode trust in your safeguarding standards.
• Over-checking can breach privacy rights and data protection law. Asking for more than you're entitled to can be unlawful.

This is where filtering rules matter. Even when a check is carried out correctly, some older or less serious convictions may be filtered out depending on the type of check and the nature of the offence.

Understanding the legal framework is important, but so is knowing what the role actually involves in practice.

How to determine the right level

Start by asking:

• Will the person have regular contact with children or vulnerable adults?
• Will the role involve regulated activity as defined in law?
• Is there a legal exemption that entitles you to request a standard or enhanced check?

If you're unsure, check the official guidance or speak with your screening partner. DBS eligibility isn’t always obvious. Taking a moment to confirm could prevent a more serious issue later.

A quick recap:

Choosing the right DBS level is about more than policy. It affects compliance, onboarding, and trust. Getting it wrong can cause delays, raise concerns, or breach safeguarding obligations.

At Giant Screening, we help organisations match the right check to the right role, validate eligibility, and build screening programmes that balance risk, compliance, and fairness.

Need clarity on what your roles require? We're ready when you are.