When it comes to recruitment in the UK, background checks play a crucial role in ensuring that individuals are suitable for specific roles, especially when those roles involve sensitive data, vulnerable individuals, or national security. Two commonly referenced checks in the UK are the BPSS (Baseline Personnel Security Standard) check and the DBS (Disclosure and Barring Service) check. However, there is often confusion about their similarities and differences. Let’s delve deeper.
BPSS Check vs DBS Check: Understanding the Difference
BPSS Check (Baseline Personnel Security Standard):
Purpose: The BPSS check is a baseline standard for pre-employment screening. Its primary purpose is to ensure that potential hires do not pose a security risk, especially in roles related to government and the civil service.
Components: A BPSS check typically includes:
Identity check.
Right to work verification.
Employment history and reference checks for the last three years.
A basic criminal record check.
DBS Check (Disclosure and Barring Service):
Purpose: The DBS check is designed to help employers make informed decisions when recruiting individuals for roles involving children or vulnerable adults.
Levels: There are three main types of DBS checks:
Basic DBS: Shows unspent convictions and conditional cautions.
Standard DBS: Shows both spent and unspent convictions, reprimands, final warnings, and cautions.
Enhanced DBS: All of the above, plus any information local police deem relevant. An enhanced check can also be ‘barred list’ checked if the role involves working closely with children or vulnerable adults.
Why Might You Need Them?
BPSS Check: This is often required for roles in:
Government departments
Civil service
IT professionals working on government contracts
Security and defence sectors
DBS Check: This is essential for roles involving:
Teaching or childcare
Healthcare professionals working with children or vulnerable adults
Social workers
Any role which involves regular contact with these groups
UK Law and Background Checks
Under UK law, especially the Data Protection Act 2018, background checks must be carried out in a way that respects the privacy and rights of individuals. Employers must ensure that the checks are necessary for the role in question and must store any information securely.
It’s unlawful to employ someone or allow them to volunteer for a role they are barred from. This is particularly pertinent in roles involving children or vulnerable adults. Thus, a thorough
DBS check becomes essential in such contexts.
What Jobs Might Involve These Checks?
BPSS: Civil servants, IT professionals on government contracts, certain roles in the UK’s armed forces, and many contractors in the public sector.
DBS: Teachers, childcare workers, healthcare professionals, social workers, foster carers, and any volunteer or employee whose work regularly puts them in close contact with children or vulnerable adults.
In Conclusion
While both the BPSS and DBS checks aim to ensure the safety and security of workplaces and the public, they serve different purposes and are used in distinct contexts. It’s essential for employers and recruiters to understand the differences and requirements to ensure they remain compliant with UK law and best recruitment practices.
