What criminal record disclosure changes mean for recruitment

What criminal record disclosure changes mean for recruitment

The new Sentencing Whitepaper released by Justice Secretary Robert Buckland has introduced new rules on criminal record disclosure rules to employers.

Aimed at helping rehabilitate offenders, the announcement will have an effect on the jobs market in the UK with citizens who hold minor criminal records having more options opened to them.

The new rules involve a reduction in the requirement to routinely partake in criminal record disclosure for non-sensitive roles. Custodial sentences of up to a year will become spent after a further 12 months without reoffending, which is down from the four years currently in place.

Sentences between one and four years will no longer be required to be disclosed after a further four crime-free years. This is down from the seven years currently in place. Sentences in excess of four years will not automatically be disclosed once a seven-year period of rehab has been served. This is a significant shift from the current rules, where offenders must disclose this information to employer for the rest of their lives.

Kerry Redmond, Head of Background Screening and Security Vetting at Morson, commented on the criminal record disclosure changes and what it means for recruitment:

“The government has been sensible in its approach, which will see thousands of ex-offenders with lower-level convictions aiming to work in non-secure or sensitive environments no longer having to disclose their criminal history, should they meet the criteria set out.

The approach continues to protect our most vulnerable communities and sectors and re-enforces the importance of background screening across all areas, yet allows for the rehabilitation of ex-offenders programme to progress positively and means some of the largest scale recruitment programmes of our time should now have access to additional talent they previously may have been forced to reject based on more stringent vetting requirements.”

Other rule changes to be introduced in the whitepaper include ending the release of offenders sentenced to between four and seven years at the halfway point, instead requiring them to serve two-thirds of the term before eligible for release.

If you are an employer and require background checks we can help. Contact backgroundscreening@morson.com for more information.

Free enhanced DBS checks for key workers

Free enhanced DBS checks for key workers

As key workers from a range of industries continue the fight against COVID-19, keeping Britain running and protecting lives, at Morson Screening we want to ensure that these individuals can get into work quickly and easily. Therefore, to support the COVID-19 response, we’re offering free enhanced DBS checks to businesses who need to apply for multiple enhanced DBS checks for key workers, such as, carers, government workers and NHS staff. We are also waiving any administration fees.

In addition to the complementary enhanced DBS checks, we are also offering the benefit of fast turnaround times, able to process screening candidates in hours, rather than days, with our 24/7 service.

As well as quick and efficient vetting, businesses will experience the peace of mind that comes with having a dedicated vetting case manager as well as no set up fees and no contract.

If you have candidates that require immediate vetting please get in touch backgroundscreening@morson.com to find out how we can help.

With a 50-year background in employment these are unprecedented times, never experienced by our business. However, we are able to harness the strength and robustness of the Morson Group to continue to support organisations and workers though this time.  Find out more about Morson Screening and our range of services here.

*Checks must be carried out during the time frame in which the government  are offering waved fees on applications for key workers.

What is an enhanced DBS check?

DBS checks are used to ensure that employers are making the right decisions during the recruitment process. Criminal record checks are especially important in finding suitable candidates to work with vulnerable groups, including children. There are three levels of DBS checks, basic, standard and enhanced.

An enhanced DBS check is only available to employers who request it on their applicant’s behalf. An enhanced DBS check’s a person’s criminal history, convictions and cautions from the Police National Computer (PNC) plus searches the DBS Children’s Barred List or the DBS Adult first. This ensures that a candidate is not barred from working with vulnerable groups.

Enhanced DBS checks are needed to protect vulnerable groups by ensuring that employees who have frequent and unsupervised contact will have a clear record, so most roles in education and health care will require the Enhanced DBS Check.

An enhanced DBS check will ensure that employers are equipped with the right information to make informed decisions on who they hire.


If you are an employer and require these checks quickly we can help, contact backgroundscreening@morson.com for more information.