What shows up on a DBS certificate — and how to interpret it

When a DBS certificate comes back marked “contains information,” it can raise alarms. But that label alone doesn’t tell you what the information is — or whether it’s relevant.

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Criminal record checks aren’t verdicts. They’re tools to help you make informed hiring decisions, especially for roles involving risk or trust. But if you don’t understand what shows up — or how to interpret it — you risk making decisions that are unfair, non-compliant, or just plain unnecessary.

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Let’s unpack what a DBS certificate actually includes, what different result statuses mean, and how to assess the findings fairly and within the law.

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The four levels of DBS check — and what they reveal

The Disclosure and Barring Service offers four types of checks. Each one is tied to the nature of the role and governed by strict eligibility rules.

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Basic check

A Basic DBS check will only show unspent convictions — that is, convictions that are still legally relevant under the Rehabilitation of Offenders Act. This is the level most commonly used for general roles where no exemptions apply.

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Standard check

Standard DBS checks go further. They include both spent and unspent convictions, cautions, reprimands, and warnings. But even here, not everything is disclosed. Filtering rules automatically exclude certain old or minor offences from appearing — even if the job is legally eligible for a Standard check.

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Enhanced check

The Enhanced check includes all the above, but with an added layer: relevant police-held information. That could mean details from an investigation that didn’t result in a conviction, or local intelligence the police believe is important for the role — say, for someone applying to work in a school or care setting.

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Enhanced check with a Barred List

Finally, if the role involves regulated activity, you may request an Enhanced check with a Barred List search. This shows whether the applicant is on a list of people legally prohibited from working with children or vulnerable adults.

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Understanding these differences matters — not just for compliance, but for setting expectations. A “clear” result on a Basic check means something very different from a “clear” result on an Enhanced one.

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What does “contains information” actually mean?

When a DBS certificate states that it “contains information,” it simply means something was disclosed. But that could mean many things: a single caution from years ago, a more recent conviction, or a note from local police.

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It’s not uncommon for hiring managers to overreact at this stage — assuming that any record is a red flag. But context is everything.

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A cannabis caution from 2017, disclosed on a Standard check, might look concerning until you realise the applicant was 17 at the time and hasn’t had any issues since. A minor theft conviction from eight years ago may be irrelevant for a warehouse role, but more material for a finance position. The key is understanding what the offence was, when it happened, and how (or if) it relates to the responsibilities of the job.

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How police-held information works

One area that often causes confusion is the disclosure of non-conviction information on Enhanced checks. This is where local police forces can add relevant details — even if the person has never been charged or convicted.

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For example, if someone was named in a domestic abuse investigation that was later dropped, the police might choose to include that detail if the role involves unsupervised work with vulnerable people.

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These disclosures are rare and must pass a legal relevance test. But they’re not always straightforward — and they require careful, case-by-case assessment. In most cases, employers are advised to speak with the candidate directly before making assumptions about what the information means.

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Reading a DBS result fairly — and lawfully

Fairness doesn’t mean ignoring risk. It means recognising that not all offences are equal, and not all records are disqualifying.

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If a certificate shows something, the first question to ask is: does this affect the person’s ability to do the job safely and responsibly? Then consider when the offence happened, what the outcome was, and whether any pattern is involved.

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The DBS Code of Practice sets out clear expectations: employers must treat applicants fairly and not discriminate based on criminal records unless there’s a demonstrable risk. That means no blanket bans, no automatic exclusions, and no assumptions.

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What to do when something is flagged

If a check reveals information, start with a conversation — not a decision.

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Give the candidate a chance to explain. Often, what shows up is something they’ve moved past, and they may be surprised it’s still disclosed. Ask questions, take notes, and weigh the facts in the context of the job. The goal is not to judge a person’s past, but to assess any current, job-related risks.

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Then document your reasoning. If you decide not to proceed, you should be able to explain why the offence was incompatible with the role — not just that “something came up.”

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The bottom line

A DBS check is not a pass/fail test. It’s a layer of information — and one that needs to be interpreted with care.

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A “clear” certificate doesn’t guarantee a perfect hire. A “content” certificate doesn’t mean a bad one. What matters is whether the information disclosed is relevant, recent, and material to the job in question.

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If you understand what shows up — and how to respond — you’ll make better decisions, avoid legal missteps, and treat candidates with the fairness they deserve.

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Want the full breakdown? Download our guide today.

A Practical Guide to UK Criminal Record Checks for Employers‍

Our guide covers everything from check types and eligibility to interpreting results and storing them lawfully.

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Built for hiring, HR, and compliance teams that want to do this right — clearly, confidently, and fairly.

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