The Difference Between a DBS Check and an Employee Background Check
When it comes to hiring employees, conducting background checks is a fundamental part of ensuring that you’re making the right choice for your business. However, it’s important to understand the distinction between a DBS check and a general employee background check, as both serve different purposes and provide different levels of information.
1. What is a DBS Check?
A DBS (Disclosure and Barring Service) check is a specific type of background screening used in the UK to verify an individual’s criminal history. The primary purpose of a DBS check is to determine whether a potential employee has any criminal convictions, cautions, warnings, reprimands, or if they are listed on barred lists (such as those preventing individuals from working with vulnerable groups like children or adults).
DBS checks are typically required in roles that involve working with vulnerable individuals or positions of trust, such as in:
There are different levels of DBS checks, with the Enhanced DBS Check providing the most detailed information, which may also include additional relevant details from local police forces.
What is an Employee Background Check?
An employee background check is a broader term that refers to a range of screenings that employers conduct to verify the credentials and history of potential employees. These checks may include several different elements, such as:
- Criminal Record Checks (which can include DBS checks)
- Employment History Verification (confirming previous job roles, responsibilities, and periods of employment)
- Educational Verification (confirming the candidate’s qualifications and academic credentials)
- Credit History Checks (especially relevant for roles in finance or those handling sensitive financial data)
- Reference Checks (contacting former employers or colleagues to gather feedback on the applicant’s character and work ethic)
- Social Media Checks (reviewing the candidate’s online presence for any red flags or concerning behaviour)
While a DBS check focuses specifically on criminal records and safeguarding, an employee background check provides a more comprehensive overview of an individual’s professional background, personal history, and general reliability.
Key Differences:
informational differences:
- A DBS check focuses primarily on an individual’s criminal history and safeguarding concerns. It is tailored to roles where safety, trust, and the protection of vulnerable groups are paramount.
- An employee background check is much broader, encompassing not only criminal records (which can include a DBS check) but also verifying qualifications, employment history, references, and sometimes credit reports.
Legal and Regulatory Requirements:
- DBS checks are often legally required for specific roles, particularly those in healthcare, education, social services, and finance, where employees will be working with vulnerable individuals or handling sensitive information.
- An employee background check, while valuable in many hiring situations, is not mandated by law in most cases, unless a role requires it for compliance or regulatory reasons.
Use Cases:
- DBS checks are specifically for safeguarding and regulatory compliance. They are essential for ensuring that employees are not listed on barred lists or have a criminal record that could endanger vulnerable individuals.
- Employee background checks are used by employers to gain a fuller understanding of an applicant’s qualifications, past behaviour, and overall suitability for a role, extending beyond just criminal records.
Geographical Focus:
- A DBS check is specific to the UK and is governed by UK law.
- An employee background check can be conducted in any country and will be tailored to the specific legal and compliance requirements of that country, which may vary significantly.
What is suitable for your business?
DBS Checks are essential when hiring for roles that require strict regulatory compliance, such as:
- Teachers, childcare workers, and anyone working with children.
- Healthcare professionals, such as doctors, nurses, and carers.
- Employees working in social services or financial roles that involve sensitive data or access to vulnerable individuals.
Employee Background Checks are more appropriate when employers want a comprehensive assessment of an applicant’s suitability for a job in terms of their professional and personal background, such as:
- Verifying employment history for senior-level roles.
- Checking the authenticity of educational qualifications.
- Ensuring the financial reliability of candidates in finance or accounting positions.
- Conducting reference checks for an overall assessment of a candidate’s character and work ethics.
Find out what is right for your business with PayEscape
Making the right hire is crucial for any business, and with PayEscape’s fully managed DBS check service, you can simplify the process while ensuring compliance and reducing risk. Our service provides fast, accurate background checks, helping you make informed hiring decisions with confidence.
Standalone DBS HR Service
PayEscape offers a dedicated DBS HR service designed for businesses that require a seamless background check solution without additional payroll or HR software integration. Our standalone Enhanced DBS Check service provides a fast, reliable, and compliant solution for businesses looking to verify employee backgrounds efficiently.
Whether you are a small business, a large corporation, or a non-profit organisation, our DBS service helps you meet safeguarding obligations while reducing administrative complexity. PayEscape ensures that businesses can hire with confidence, protecting their workforce and reputation.
