new job - standard DBS check

Burnz0

Hi. I've just got a new job offer and they've asked to do a standard DBS check. It's within financial services although they've not specifically mentioned that it's a listed controlled function.
I have a police caution (within 5 years) that from what i gather won't be filtered i.e. will appear so i'm now worried it will probably result in the job offer being pulled (or at best it will be very awkward when they find out).
I'm a qualified accountant and was granted membership despite of the caution but not actually moving into an accountant role so i would hope they might consider the fact that the accountancy body has ignored it as good enough.
I'm just wondering if it's worth challenging why they are asking for a standard check or if that will just create suspicion anyway so as bad as just letting them do it?

jonnygee2

What was the caution for?

(or at best it will be very awkward when they find out).

It will be if you don't give them a heads up! If you've already passed interview stage, give them a call and explain.

I'm just wondering if it's worth challenging why they are asking for a standard check

Generally challenging an employers recruitment process, when you still want a job from them, is a bad idea.

Burnz0

It was for possession of a class A substance. A silly drunken mistake.
I'm just a bit reluctant to tell them on the off chance it doesn't show up as I'm sure my current employer carries out checks and it hasn't appeared before but that might be the lower level, basic check.
I've not lied at all so far as i haven't been asked and I'm sort of tempted to just play it that i thought a 'standard' check was just that and so it won't show up - in which case i don't think anyone would go out of their way to declare things they don't have to? Unless they specifically said 'we're checking, is there anything to declare in advance?' and you then didn't say anything/lied.
It'll be awkward no matter what I do now and i'm leaning towards thinking if it's an issue for them it will be no matter what I do now.

Yep, agreed, i don't think there's much to gain from asking why they're doing it as i'm sure they're well within their rights to ask for that level of detail. It's just that I don't actually know why they need this level as i think unless it's an FCA controlled function (which they've not mentioned it is and I'd reasonably assume it isn't, given that my previous roles haven't been), they've no right to do anything other than a basic check. I think anyway...

Masomnia

Is it definitely a standard check and not a basic check? It's not an automatic right for employers to request standard checks.

If standard I think, though I'm not 100% sure, it will show up so it might be better giving them the heads up. In a kind of so-it's-not-a-shock-I-did-do-some-things-when-I-was-younger-that-I-now-regret kind of way. It's most likely not relevant to the role so I wouldn't worry too much.

If it's a basic check it won't show up if it's spent so the answer may be different!

Burnz0

From a lot of the websites i've read, the suggestion is that it should be a two-way thing really and the employer should make it clear as early as possible that they'll be checking etc. and the level of check to give you an opportunity to disclose.
I realise financial services often require a higher level but I don't think it's any and every role in FS is it as that would cover loads of different roles and varying levels?

jonnygee2

Almost anyone working in the financial sector for an FCA regulated firm is eligible for a standard check.

jonnygee2

It was for possession of a class A substance.

At some banks this might mean you fit in quite well.

Burnz0

They've called it 'standard' but that could be just them using the wrong word. That's why I'm reluctant to say anything i might not have needed to but obviously asking if it's a basic or actually standard would be an odd thing to ask!

Ader1

You could always telephone the DBS people. I telephoned them last year and the guy I spoke to said that the agency I was employed by had asked for a Standard DBS check. But the DBS people had informed them that the role I needed a check for only required a Basic check so they had refused the more stringent check. So, I think the DBS people will be able to give you some advice regarding the level of check required for the post you are hoping to get. If you don't get any joy, which I think is unlikely, you could always telephone the people at the charity 'Unlock'.

Burnz0

Thanks. I've been reading the Unlock website today and it's still not particularly clear as financial services are mentioned as a possible exception but from looking at FCA's website it's only if you're in a 'controlled function' where a standard check is needed. Given that im moving to a very similar role i wouldn't necessarily know that the role is now considered a 'controlled function' (assuming it is) but then i think it is also for the employer to determine who are in the controlled functions (probably to eliminate the need for every single person to be FCA registered). The issue being that im moving from a large company to a <10 person company so there might be a requirement to have nominated people for controlled functions. It's not clear though.
Unlock do suggest that the employer should declare to the prospective employee the level of check they require so as to encourage disclosures in advance of the check. That has happened to me though so i could legitimately not know...

[Deleted User]

You will find that even a caution that has been "spent" will show up on a standard DBS, see..

"Under the Rehabilitation of Offenders Act 1974 (ROA), most convictions are considered to be ‘spent’ after a certain period of time, and if no further offence has taken place. This period of time depends on the severity of the conviction. Whilst Basic Disclosures will only list unspent convictions, a Standard DBS Check will also list spent convictions. They therefore allow you to make a more informed decision as to whether or not the candidate poses any potential risks.

A Standard DBS Check also includes all cautions, reprimands and warnings held on the Police National Computer in England and Wales, and may also include most of the relevant convictions in Scotland and Northern Ireland. "

On a side note, depending on the wording of the application form, you are not obliged to disclose all convictions or cautions if they have become "spent".

If the application form only asked you to declare only "unspent" then you have done nothing wrong.


If the application form asked about "spent" convictions and cautions then you should of really disclosed.


Again, if they hadnt asked about comvictions or cautions thropughout the recruitment process than again you have done nothing wrong.


Can you confirm if they asked anything in relation to this on the form or at interview or anything after before the DBS requirement was declared to you?