jobs without a DBS check?

[Deleted User]

Yeah that makes sense Richard

beckysheffield

Pixiedust22 wrote: »

Generally any job where you won't be working with vulnerable people (ie children, sick people, the elderly, disabled etc) won't require a DBS check. (Possibly also jobs where you have access to money? Not sure) For example an admin job in an office is unlikely to ask for a DBS check. They do sometimes ask about unspent convictions though. It also depends on what the conviction is for, I had to do a DBS check to work on open days at my uni (as the students who visit are under 18) and they told us they don't care if you have, for instance, a conviction for unpaid council tax, they're only interested in anything that's relevant to the job. But that would depend on the company I guess.

A uni open day is the same as going to a shopping Centre. Why would you need a DBS?

Les79

To be honest, I don't necessarily think that OP is looking to lie on an application form; just more get an idea of what sort of jobs they can apply for and what sort would be a waste of time trying for.

Also, OP, depending on your unspent conviction there is a possibility that the company will take you on even if declared. Not as likely as other people, but it can happen.

sangie595

RichardD1970 wrote: »

For my factory job we had to have a Disclosure Scotland check. Don't know what the difference between that and DBS is.

People who were found to have not given the full facts were subsequently sacked, but I do know a few people with convictions that they declared on the applications and interviews that got and kept jobs.

Anyone can ask for a Disclosure Scotland basic check (it's the DBS for Scotland, but they have wider categories of checks) - including English or Welsh employers. You neither needs to live nor work in Scotland. There was always supposed to be a basic check inEngland and Wakes, but it never happened. An employer can also require you to provide a subject access request from the police, which will list convictions.

I have noted that a growing number of employers are asking for one or the other. Which employers will ask and which won't is impossible to guess at. They often only ask when offering the job or even before taking up the position. So if you've lied on the application, it will come out at that stage, and they won't take well to it.

What an employer might make of a conviction depends on what it is, when and how well you explain it. As well as relevance to the job.

Savvy_Sue

MarkN88 wrote: »

I!!!8217;ve worked in areas like this so know a great deal.

If you want to chat privately than feel free to message me.

There is a correct way to declare and as long as you follow their procedures.

it would be worth getting advice on how to disclose from an organisation such as NACRO. If the OP has a probation officer, might be worth talking to them: there may be a local organisation which can offer help with the job search.

sangie595 wrote: »

I have noted that a growing number of employers are asking for one or the other.

And the request for a DBS check is, I suspect, not always 'allowed': there has to be a reason for the employer requiring one. For example, our front-line staff have to have one, but we've been advised that the employer can't require one for back office staff who don't regularly interact with our clients.

sangie595 wrote: »

What an employer might make of a conviction depends on what it is, when and how well you explain it. As well as relevance to the job.

Absolutely, which is why getting support with disclosing is a good idea.

Robin9

DBS's don't really mean a lot - there are people out there who haven't been caught yet.

sangie595

Savvy_Sue wrote: »

it would be worth getting advice on how to disclose from an organisation such as NACRO. If the OP has a probation officer, might be worth talking to them: there may be a local organisation which can offer help with the job search.

And the request for a DBS check is, I suspect, not always 'allowed': there has to be a reason for the employer requiring one. For example, our front-line staff have to have one, but we've been advised that the employer can't require one for back office staff who don't regularly interact with our clients.

Absolutely, which is why getting support with disclosing is a good idea.

I do agree. But just to be clear, I meant that I'm noticing more employers asking for a SAR or Disclosure Scotland rather than DBS per se. These are employers who wouldn't be able to ask for a DBS and know they can't. In my experience if they aren't entitled to ask for a DBS they generally can't get one anyway. However, I'm in two minds about this trend. On the one hand, I'm firmly in favour of employing people with a record - and to be honest, in some places you'd struggle too recruit if you didn't given how many people have one! On the other hand, if someone has asked, then they should be asking for evidence of fact - just like you'd ask for certificates to support qualifications listed or proof of the right to work. There's no point asking if it doesn't matter or you don't verify it. Overall, I think I'd say that the current system isn't fit for purpose. It's neither fish nor fowl. It's changed little since 1974, and I don't think that what was a good idea then is quite so good now - society has changed a lot.

twistershoot

sangie595 wrote: »

That isn't the correct question. The correct question is "I have an unspent conviction - if I fail to declare it when asked, can I be sacked?". The answer is yes, you can be dismissed at any time if you lie in a job application. Legally, if they found out a decade later, you could be sacked for lying. Don't do it. If you do it, don't complain if they find out and sack you. These things have a way of working themselves out of the woodwork.

No this is not what I asked. I am aware of what you have mentioned. I am also aware that once my conviction is spent I will not have to declare in certain situations/ jobs, which is covered by the ROA 1974.

As that is some time away, I am asking for people who are in a similar situation as to what their experience has been in terms of looking for work.

I am fully aware of the risks of not decalring it and potentially facing a sack.

twistershoot

MarkN88 wrote: »

I!!!8217;ve worked in areas like this so know a great deal.

If you want to chat privately than feel free to message me.

There is a correct way to declare and as long as you follow their procedures.

Hi I would appreciate it if you could share your ideas, I am unable to PM you as I don't have that privilege yet.

TBagpuss

Twistershoot, what kind of jobs are you interested in?

I think you will find that any job which involves working with vulnerable people such as children, patients or elderly or disabled people will require one.

A job which involves handling money may well require one, particularly if the role would involve dealing with bank accounts (retail jobs maybe not so much)

I think for a lot of employers, whether they would employ someone with convictions will depend on
(i) the type of work
(ii) the type of offence
(iii) how recent it was
(iv) the number of convictions

Larger organisations may have specific policies

As a previous poster suggested, speak to NACRO who may be able to help with more specific advice if you tell them what you conviction(s) are and what sorts of jobs you are looking for.