We’ve recently been involved in a case where a training provider offering vocational and online courses to apprentices was requesting an enhanced Disclosure and Barring Service (DBS) check for an individual being employed as an account manager.

The primary role of the account manager was to liaise with the training company’s current partners and to find and sell training courses to new customers.

On the DBS application form, the training company had stated that the position would form part of the child workforce.

From the job description that we had been provided with, we did not believe that the role would be eligible for an enhanced level check as it did not involve working in regulated activity with children.

Although the training company offered courses to 16-19 year olds, the Account Manager never had any contact with the students as part of their job and we were concerned that the company had submitted a DBS application form stating quite clearly that the role involved working with children.

Armed with this information, an individual who had applied for the raised the issue with the HR department. He provided them with links to our website for employers and also guidance from the DBS. Once they had reviewed the information provided, the company agreed that the check was ineligible and withdrew the application.

Lessons

This case demonstrates how employers can assume that an enhanced DBS check is eligible merely because an employee will be working in a training organisations, rather than considering the  job role that an individual will have.

Links

• We have guidance on doing the correct level of criminal record check which employers can use.

Notes about this case study

• This case study relates to the work we’re doing to support and challenge employers as part of our work on fair access to employment.
• Names and details have been changed to protect the identity of those involved.