DBS check

Beetrootz

Hi posting for someone 

recently got a job which required basic dbs.  They have a checkered background due to poor childhood, from age 18 and few convictions.  Nothing at all since for last 25 years.  

However all past convictions have come up on a basic dbs requested by employer who are now asking for copy of certificate.  

Sure some of these should be spent due to time lapse and filtered off.  Don’t know where stand legally as so historical.  How should this be approached? Should say to employer disputing it with dbs? And who needs to see cert? Just the HR or line manager too? So embarrassing as literally person has done a 360 in life since youth  

Job is construction working around public at times guess why dbs asked for.  

Grumpy_chap

Beetrootz said:

Hi posting for someone 

recently got a job which required basic dbs.  They have a checkered background due to poor childhood, from age 18 and few convictions.  Nothing at all since for last 25 years.  

However all past convictions have come up on a basic dbs requested by employer who are now asking for copy of certificate.  

Sure some of these should be spent due to time lapse and filtered off.  Don’t know where stand legally as so historical.  How should this be approached? Should say to employer disputing it with dbs? And who needs to see cert? Just the HR or line manager too? So embarrassing as literally person has done a 360 in life since youth  

Job is construction working around public at times guess why dbs asked for.  

Is the information on the DBS certificate factually correct?
If so, there is nothing to dispute with DBS.
Share the certificate and the online check code with the employer.
The employer will then assess the individual's suitability for the role.
A minor digression 25 years ago may possibly be wholly ignored by the employer.
Trying to hide that now would probably be a red flag to the employer.
Some digressions in some settings will be a red flag regardless of the passage of time.

General_Grant

Grumpy_chap said:

Beetrootz said:

Hi posting for someone 

recently got a job which required basic dbs.  They have a checkered background due to poor childhood, from age 18 and few convictions.  Nothing at all since for last 25 years.  

However all past convictions have come up on a basic dbs requested by employer who are now asking for copy of certificate.  

Sure some of these should be spent due to time lapse and filtered off.  Don’t know where stand legally as so historical.  How should this be approached? Should say to employer disputing it with dbs? And who needs to see cert? Just the HR or line manager too? So embarrassing as literally person has done a 360 in life since youth  

Job is construction working around public at times guess why dbs asked for.  

Is the information on the DBS certificate factually correct?
If so, there is nothing to dispute with DBS.
Share the certificate and the online check code with the employer.
The employer will then assess the individual's suitability for the role.
A minor digression 25 years ago may possibly be wholly ignored by the employer.
Trying to hide that now would probably be a red flag to the employer.
Some digressions in some settings will be a red flag regardless of the passage of time.

The information may be factually correct but if the convictions/cautions are now considered spent they shouldn't be included in a basic check certificate and therefore could be subject to dispute with the DBS.

Check rehabilitation periods at https://www.gov.uk/guidance/rehabilitation-periods .

Beetrootz

General_Grant said:

Grumpy_chap said:

Beetrootz said:

Hi posting for someone 

recently got a job which required basic dbs.  They have a checkered background due to poor childhood, from age 18 and few convictions.  Nothing at all since for last 25 years.  

However all past convictions have come up on a basic dbs requested by employer who are now asking for copy of certificate.  

Sure some of these should be spent due to time lapse and filtered off.  Don’t know where stand legally as so historical.  How should this be approached? Should say to employer disputing it with dbs? And who needs to see cert? Just the HR or line manager too? So embarrassing as literally person has done a 360 in life since youth  

Job is construction working around public at times guess why dbs asked for.  

Is the information on the DBS certificate factually correct?
If so, there is nothing to dispute with DBS.
Share the certificate and the online check code with the employer.
The employer will then assess the individual's suitability for the role.
A minor digression 25 years ago may possibly be wholly ignored by the employer.
Trying to hide that now would probably be a red flag to the employer.
Some digressions in some settings will be a red flag regardless of the passage of time.

The information may be factually correct but if the convictions/cautions are now considered spent they shouldn't be included in a basic check certificate and therefore could be subject to dispute with the DBS.

Check rehabilitation periods at https://www.gov.uk/guidance/rehabilitation-periods .

Thanks, how long does a dispute take? and what should be said to new employer, whilst waiting to dispute it? 

General_Grant

Beetrootz said:

General_Grant said:

Grumpy_chap said:

Beetrootz said:

Hi posting for someone 

recently got a job which required basic dbs.  They have a checkered background due to poor childhood, from age 18 and few convictions.  Nothing at all since for last 25 years.  

However all past convictions have come up on a basic dbs requested by employer who are now asking for copy of certificate.  

Sure some of these should be spent due to time lapse and filtered off.  Don’t know where stand legally as so historical.  How should this be approached? Should say to employer disputing it with dbs? And who needs to see cert? Just the HR or line manager too? So embarrassing as literally person has done a 360 in life since youth  

Job is construction working around public at times guess why dbs asked for.  

Is the information on the DBS certificate factually correct?
If so, there is nothing to dispute with DBS.
Share the certificate and the online check code with the employer.
The employer will then assess the individual's suitability for the role.
A minor digression 25 years ago may possibly be wholly ignored by the employer.
Trying to hide that now would probably be a red flag to the employer.
Some digressions in some settings will be a red flag regardless of the passage of time.

The information may be factually correct but if the convictions/cautions are now considered spent they shouldn't be included in a basic check certificate and therefore could be subject to dispute with the DBS.

Check rehabilitation periods at https://www.gov.uk/guidance/rehabilitation-periods .

Thanks, how long does a dispute take? and what should be said to new employer, whilst waiting to dispute it? 

I've no idea how long it might be but if you do begin a dispute then ask the DBS if they don't automatically tell you.

Regarding what to say to the employer, NACRO may be able to advise.  Look at https://www.nacro.org.uk/nacro-services/criminal-record-support/ .

Will the employer let the person begin working before they see the DBS cert?  Some may, depending on supervision levels.  Was the person asked about their conviction status during the recruitment process or simply advised that a DBS check would be required if to be appointed?  If they were asked, what did they tell the employer?

TELLIT01

Won't disputing the information already provided to the employer be pointless?  They already know of all the convictions anyway.  Isn't it best just to provide the requested certificate and then complain to the DBS.  Is it possible the DBS check wasn't just the basic one, but one which would show all convictions?

Savvy_Sue

TELLIT01 said:

Won't disputing the information already provided to the employer be pointless?  They already know of all the convictions anyway.  Isn't it best just to provide the requested certificate and then complain to the DBS.  Is it possible the DBS check wasn't just the basic one, but one which would show all convictions?

I think - could be wrong - that the certificate is sent to the applicant, and NOT to the employer. Which means that the applicant can query whether some things should have 'timed out' BEFORE showing it to the employer - but we don't know if it's an enhanced or basic check, and the delay may leave the employer asking questions anyway. 

Beetrootz

Savvy_Sue said:

TELLIT01 said:

Won't disputing the information already provided to the employer be pointless?  They already know of all the convictions anyway.  Isn't it best just to provide the requested certificate and then complain to the DBS.  Is it possible the DBS check wasn't just the basic one, but one which would show all convictions?

I think - could be wrong - that the certificate is sent to the applicant, and NOT to the employer. Which means that the applicant can query whether some things should have 'timed out' BEFORE showing it to the employer - but we don't know if it's an enhanced or basic check, and the delay may leave the employer asking questions anyway. 

Yes it’s been sent to the employee and employer has asked for a copy.  Don’t know how long it takes to dispute? and if would have time to even  query without causing questions…..they said its just basic and the certificate says basic.  But for example there’s a driving without licence back 25 years ago ….. still on there 

EnPointe

are you sure it;s a Basic DBS  not a Standard or Enhanced  due to the nature of contracts the employer holds  ?

YBR

Generally it is best to declare to the employer and discuss before they see the DBS, that openness puts a different perspective on things. Something like driving without a licence can be considered irrelevant to a care role, but a fraud conviction is relevant to accountancy, as examples.

Savvy_Sue

Beetrootz said:

Savvy_Sue said:

TELLIT01 said:

Won't disputing the information already provided to the employer be pointless?  They already know of all the convictions anyway.  Isn't it best just to provide the requested certificate and then complain to the DBS.  Is it possible the DBS check wasn't just the basic one, but one which would show all convictions?

I think - could be wrong - that the certificate is sent to the applicant, and NOT to the employer. Which means that the applicant can query whether some things should have 'timed out' BEFORE showing it to the employer - but we don't know if it's an enhanced or basic check, and the delay may leave the employer asking questions anyway. 

Yes it’s been sent to the employee and employer has asked for a copy.  Don’t know how long it takes to dispute? and if would have time to even  query without causing questions…..they said its just basic and the certificate says basic.  But for example there’s a driving without licence back 25 years ago ….. still on there 

Well, it would not be untruthful to say to the employer "the Certificate has arrived but does not seem to be accurate, please bear with me while I make enquiries about what has happened." 

Although I'd second the advice about speaking to NACRO: 

General_Grant said:

I've no idea how long it might be but if you do begin a dispute then ask the DBS if they don't automatically tell you.

Regarding what to say to the employer, NACRO may be able to advise.  Look at https://www.nacro.org.uk/nacro-services/criminal-record-support/ .

Will the employer let the person begin working before they see the DBS cert?  Some may, depending on supervision levels.  Was the person asked about their conviction status during the recruitment process or simply advised that a DBS check would be required if to be appointed?  If they were asked, what did they tell the employer?