Basic, Standard, or Enhanced DBS: What’s the difference — and when can you request them?

DBS checks are not interchangeable. Each level reveals different types of information and can only be used under specific legal conditions. Yet many employers either over-request — risking non-compliance — or under-request, exposing their organisations to avoidable risk.

‍

Understanding the difference between Basic, Standard, and Enhanced checks is essential to running a compliant and proportionate hiring process.

‍

What each DBS check includes

The Disclosure and Barring Service (DBS) offers three main levels of criminal record checks in England and Wales. 

‍

Each level builds on the last, providing progressively deeper information.

‍

Employers cannot legally request a Standard or Enhanced check unless the role meets strict eligibility criteria under the Exceptions Order to the Rehabilitation of Offenders Act 1974.

‍

Who each DBS check is for — and what makes a role eligible

Basic DBS check

This is the only check that does not require the role to meet a legal threshold. It reveals unspent convictions only, and can be used for any role — provided it’s relevant and proportionate.

‍

Typical examples include:

• Administrative staff not handling sensitive data
• Warehouse or delivery roles
• Hospitality staff
• Self-employed individuals requesting a check on themselves
  
  

The Basic check is often used as a “lowest common denominator” for organisations wanting some form of reassurance. But even here, employers must show that the check is justified — UK GDPR requires a lawful and necessary reason for processing criminal offence data.

‍

Standard DBS check

This level can only be used for roles that are legally exempt from the Rehabilitation of Offenders Act. These are roles that require a higher degree of public trust, security, or professional accountability.

‍

Eligible roles include:

• Accountants, auditors, and other regulated financial positions
• Legal professionals (e.g. solicitors, barristers, paralegals)
• Certain civil service posts with access to sensitive information
• Jobs involving the administration of justice (e.g. court staff)
• Foster carers and people applying for alcohol or taxi licences
  
  

Eligibility is not based on seniority, exposure to confidential data, or internal policy. The role must appear on the Exceptions Order list to qualify.

‍

Enhanced DBS check

Enhanced checks are intended for roles involving close, regular, and direct contact with children or vulnerable adults. They include everything in a Standard check, plus any “soft” information held by local police that they consider relevant — such as allegations, investigations, or intelligence that did not lead to a conviction.

‍

Roles commonly eligible for Enhanced checks include:

• Teachers, teaching assistants, and education support staff
• Care workers and social workers
• Doctors, nurses, and paramedics in direct patient-facing roles
• Childminders and sports coaches
• Charity workers in child or adult support services
  
  

The job must involve a level of unsupervised access or responsibility, typically on a frequent or intensive basis.

‍

Enhanced DBS with Barred List check

This check includes a search of one or both of the DBS barred lists — which identify individuals legally prohibited from working with children or vulnerable adults.

‍

Barred list checks can only be requested if the role involves regulated activity, as defined under the Safeguarding Vulnerable Groups Act 2006. This includes:

• Providing personal care (e.g. feeding, washing, dressing)
• Administering healthcare or medication
• Supervising children without another adult present
• Driving children or vulnerable adults as part of the role
  
  

It is not enough for a role to involve contact with vulnerable groups. Regulated activity is a defined legal category — and unless the role meets that definition, barred list checks are not permitted.

‍

Filtering still applies

Even where higher-level checks are allowed, some offences will be automatically excluded from disclosure under DBS filtering rules. These typically include old or minor convictions, particularly where the person was under 18 at the time.

‍

Filtered offences must not be asked about or taken into account during recruitment. Doing so may breach both the DBS Code of Practice and data protection law.

‍

The consequences of overchecking

Requesting a Standard or Enhanced check for a role that does not qualify is a violation of the Data Protection Act 2018. The risks include:

• Complaints to the Information Commissioner’s Office (ICO)
• Legal challenges from rejected candidates
• Damage to employer brand and candidate trust
• Suspension or removal of access to DBS services
  
  

Case studies from Unlock show that unlawful checks often stem not from malice, but from misunderstanding — especially when internal policies are not aligned with the law.

‍

How to choose the right level

Before submitting a check request:

• Review the job description and match duties against legal eligibility criteria
• Use the DBS eligibility tool as a starting point, not a final answer
• Confirm whether regulated activity applies (especially if you plan to request barred list checks)
• Document your justification and inform the candidate of what you’re requesting and why
  
  

When in doubt, do not escalate the check level — escalate the question to someone qualified to advise.

‍

Need help getting this right? Download the guide today.

‍A Practical Guide to UK Criminal Record Checks for Employers

The guide covers the following:

• How to interpret results fairly
• What to do when police intelligence is disclosed
• How to store certificates securely under UK GDPR
• What to do if a mistake has already been made

A resource for HR, compliance, and hiring teams across the UK.

‍