DBS - Print version

DBS Code of Practice

The DBS Code of Practice [https://www.gov.uk/government/publications/dbs-code-of-practice] is a set of rules issued under Section 122 of the Police Act 1997 that governs how organizations handle, store, and use criminal record information from the Disclosure and Barring Service.

Fees

DBS Prices

• Standard DBS Check - £20.00. Handling fee - £26.00. Total = £46.00.
• Enhanced DBS Check - £41.00. Handling fee - £26.00. Total = £67.00.

Last updated: October 2026

Recruitment of ex-offenders

Coventry City Council aims to promote equality of opportunity for all those with the right mix of talents, skills and potential and as such welcomes applications from all sections of the community. In terms of the recruitment of ex-offenders the Council recognises accepted research that shows employment as the single most important factor in reducing offending behaviour. To this end the Council will take criminal records into account for recruitment purposes only where the conviction is relevant to the post. A criminal record will not necessarily be a bar to obtaining a position within the City Council.

The Rehabilitation of Offenders Act 1974 was introduced to ensure that ex-offenders who have not re-offended for a period of time since the date of their conviction are not discriminated against when applying for jobs. In order to protect certain vulnerable groups in society however a number of posts are exempted from the Rehabilitation of Offenders Act.

Coventry City Council is committed to protecting those vulnerable children and adults in the community who receive our services. In cases where posts are exempted from the Rehabilitation of Offenders Act the Council will therefore request the Disclosure & Barring Service (DBS) to disclose any criminal records (including cautions, warnings, or other information that the Chief of Police deems appropriate) that relate to the preferred candidate. Offers of appointment will be confirmed only after information disclosed by the DBS has been considered against the requirements of the post.

In developing and implementing policy and procedure Human Resources will ensure that:

• Employees are briefed on Council policy
• Employees directly involved in recruitment and selection receive appropriate training
• Data protection and DBS confidentiality requirements are met
• Information provided by the DBS about the criminal record of an individual will only be used to assess the suitability of that applicant for that particular post
• Discussion with the applicant will take place prior to any decision being made to withdraw an offer of employment based on information received from the DBS

All Managers are responsible for ensuring that the Council's policy is effectively implemented in their own areas and every employee has a responsibility to abide by its content. In doing so managers and employees must comply with the following principles:

1.  As an organisation using the Disclosure and Barring Service (DBS) to help assess applicants' suitability for positions of trust, Coventry City Council complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a DBS certificate on the basis of conviction or other information revealed.
2. Coventry City Council is committed to the fair treatment of its employees, potential employees or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
3. Coventry City Council has a written policy on the recruitment of ex-offenders, which is made available to all DBS Certificate applicants at the outset of the recruitment process.
4. Coventry City Council actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. Coventry City Council selects all candidates for interview based on their skills, qualifications and experience.
5. A DBS certificate is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a DBS Certificate is required, all application forms, job adverts and recruitment briefs will contain a statement that a DBS Certificate will be requested in the event of the individual being offered the position.
6. Where a DBS Certificate is to form part of the recruitment process, the Council will encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.
7. Unless the nature of the position allows Coventry City Council to ask questions about an applicant’s entire criminal record, the City Council will only ask about "unspent" convictions as defined in the Rehabilitation of Offenders Act 1974.
8. Coventry City Council ensures that all those involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. The City Council will also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
9. At interview, or in a separate discussion, The City Council will ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
10. Coventry City Council make every subject of a DBS Certificate aware of the existence of the DBS Code of Practice and make a copy available on request.
11. Coventry City Council undertakes to discuss any matter revealed in a DBS Certificate with the person seeking the position before withdrawing a conditional offer of employment.
12. Having a criminal record will not necessarily bar an applicant from working for Coventry City Council. This will depend on the nature of the position and the circumstances and background of the offences.

Reforms to rehabilitation periods came into effect on 10 March 2014, however those applying to work in sensitive workplaces will continue to have to disclose previous convictions.

Under the new system, rehabilitation periods for community orders and custodial sentences will comprise the period of the sentence plus an additional specified period, rather than all rehabilitation periods starting from the date of conviction as is currently the case.

Custodial sentences: new rehabilitation periods

Non-custodial sentences: new rehabilitation periods

As with the current scheme, the above periods are halved for persons under 18 at date of conviction (except for custodial sentences of up to 6 months where the buffer period will be 18 months for persons under 18 at the date of conviction).