A retail client contacted me after a new hire’s DBS (Disclosure and Barring Service) check came back showing historical convictions. They weren’t sure what to do next—and were worried about getting the legal and ethical balance wrong. They wanted to handle it fairly, respectfully, and in line with safeguarding expectations, but didn’t have a clear process in place.
Together, we created a step-by-step approach using templates from my Safeguarding and Recruitment Toolkits, backed up by bespoke advice.
Step 1: Understanding the Legal and Policy Framework
We started by reviewing the relevant legislation—particularly the Rehabilitation of Offenders Act 1974—to clarify what had to be disclosed and when.
Next, we looked at the client’s recruitment and safeguarding policies. While they had some general guidance, it wasn’t specific enough on how to handle disclosures—so I helped them tighten it up.
Step 2: Strengthening Internal Policies
Using templates from my Recruitment Policy Toolkit, we added a clear section on how DBS disclosures would be managed—covering confidentiality, fair risk assessment, and safeguarding responsibilities.
We also
