An Enhanced DBS check is the highest level of criminal record check available for eligible roles in England and Wales. It includes information disclosed through a Standard DBS check, together with a check of relevant information held by local police forces. Where the role is eligible, an employer may also request a check of the Children’s and/or Adults’ Barred List.
However, employers cannot request an Enhanced DBS check simply because they want the most comprehensive level of screening available. The role must meet specific eligibility criteria.
For HR, recruitment, compliance and operations teams, this makes understanding Enhanced DBS checks important not only for safeguarding, but for building a screening process that is compliant, efficient, and appropriate to each role.
This guide covers Enhanced DBS eligibility, what an Enhanced DBS check shows, Barred List checks, costs, turnaround times, certificate handling, validity, and how employers can manage Enhanced DBS screening more efficiently at scale.
What is an Enhanced DBS check?
An Enhanced DBS check is a higher-level criminal record check provided by the Disclosure and Barring Service.
It contains the same Police National Computer information that would be disclosed on a Standard DBS certificate, including relevant spent and unspent convictions and adult cautions that are not protected by filtering rules.
The key difference is that an Enhanced DBS check can also include relevant information held by local police forces that the police reasonably believe should be disclosed.
For eligible roles, an employer can also request a check against the Children’s Barred List, Adults’ Barred List, or both.
This makes Enhanced DBS checks particularly important for organisations recruiting people into positions of trust or roles involving children or vulnerable adults.
However, Enhanced DBS checks are governed by eligibility rules. They are not simply an optional upgrade from a Basic or Standard DBS check.
Basic vs Standard vs Enhanced DBS: what’s the difference?
The main difference between Basic, Standard and Enhanced DBS checks is the level of information that can be disclosed and the roles they can legally be requested for.
A Basic DBS check can be requested for any role and shows unspent convictions and conditional cautions. Standard and Enhanced DBS checks are only available for eligible positions and can disclose additional criminal record information in line with DBS filtering rules. An Enhanced DBS check can also include relevant information held by local police forces and, where the role is eligible, a check of the relevant Barred List.
The table below provides a quick comparison of the information each level of DBS check can include.
| Information | Basic | Standard | Enhanced |
|---|---|---|---|
| Unspent convictions | ✓ | ✓ | ✓ |
| Relevant spent convictions* | ✓ | ✓ | |
| Relevant adult cautions* | ✓ | ✓ | |
| Relevant local police information | ✓ | ||
| Barred List information** | Where eligible |
*Subject to DBS filtering rules.
*Barred List checks are only available for eligible roles and are not automatically included with every Enhanced DBS check.
For employers, the key consideration isn’t simply which check provides the most information. The role must be legally eligible for the level of DBS check requested, which we’ll explain next.
When should an employer request an Enhanced DBS check?
An employer should request an Enhanced DBS check when the specific role is legally eligible for that level of disclosure.
Eligibility is determined by legislation and depends on factors including the activities the individual will perform, who they will work with and, in some circumstances, where the work takes place.
It should not be determined simply by the employer’s sector or a preference to conduct a more comprehensive check.
This distinction is important for employers. Requesting the wrong level of DBS check can create compliance issues before the screening process has even begun.
Enhanced DBS eligibility for roles working with children
Roles involving work with children may be eligible for an Enhanced DBS check depending on the nature and frequency of the activities being undertaken and the setting in which they take place.
This can include eligible positions across education, childcare, healthcare and other environments involving children.
However, working for an organisation that provides services to children does not automatically make every role eligible.
Employers should assess the specific duties of the position against current DBS eligibility guidance. This is particularly important where a role may involve regulated activity, as this can also determine whether the organisation is eligible to request a Children’s Barred List check.
The rules around regulated activity with children are also changing. Read our guide to regulated activity with children changes in 2026 to understand what employers need to know.
Enhanced DBS eligibility for roles working with adults
Some roles involving work with adults may also qualify for an Enhanced DBS check.
Eligibility is based on the activities undertaken rather than simply whether the person works with an adult who may be considered vulnerable.
Activities such as certain forms of healthcare, personal care and social work can affect the appropriate level of DBS check.
Again, employers need to consider the actual responsibilities of the role rather than applying the same screening level across an entire organisation.
The ‘Other’ workforce
Not every role eligible for an Enhanced DBS check falls neatly into the children’s or adults’ workforce.
DBS also provides eligibility guidance for positions within the ‘Other’ workforce, covering specific roles and circumstances established in legislation.
For employers managing varied workforces, this is another reason why role-based screening policies are preferable to applying the same background checks to every employee.
Getting DBS eligibility right
Determining eligibility can become particularly complex for organisations recruiting across multiple job families, sites or sectors.
As a DBS Registered Body and Responsible Organisation (RB/RO), EBC Global processes eligible DBS checks for employers and helps organisations manage the appropriate screening journey through EBC Global Pro.
For high-volume recruitment teams, screening requirements can be configured around different roles, helping reduce the need to manually determine which checks should be initiated for every candidate.
Employers can also refer to the official DBS eligibility guidance for the latest eligibility criteria for roles working with children, adults, and the ‘Other’ workforce.
Enhanced DBS vs Enhanced DBS with Barred List checks
An Enhanced DBS check and an Enhanced DBS check with Barred List information are not the same thing.
An Enhanced DBS check can include:
- relevant convictions and adult cautions that are not protected by filtering
- relevant information held by local police forces.
An Enhanced DBS check with Barred List(s) can additionally establish whether an individual is included on the Children’s Barred List, Adults’ Barred List, or both.
Barred List checks are subject to additional eligibility requirements.
They are commonly associated with regulated activity involving children or adults, although legislation also provides eligibility for certain other positions.
Employers should therefore not automatically request Barred List information whenever a role qualifies for an Enhanced DBS check.
Understanding that distinction is particularly important for safeguarding and compliance teams responsible for determining screening requirements.
What does an Enhanced DBS check show?
An Enhanced DBS check can provide employers with several types of criminal record and police information relevant to an eligible role.
It can contain details of spent and unspent convictions and adult cautions held on the Police National Computer that are not protected from disclosure under DBS filtering rules.
It can also contain relevant information held by local police forces.
Where the role is eligible and the appropriate check has been requested, the result may also show whether the individual is included on the Children’s and/or Adults’ Barred List.
What is local police information on an Enhanced DBS check?
The ability to include relevant local police information is one of the key differences between Standard and Enhanced DBS checks.
As part of an Enhanced DBS application, relevant police forces can consider information they hold beyond the information contained on the Police National Computer.
Where the police reasonably believe information is relevant to the position being applied for and ought to be disclosed, it may be included on the Enhanced DBS certificate.
This additional stage is also one reason some Enhanced DBS checks can take longer than Basic or Standard applications. Enhanced applications can move through several stages before the certificate is issued, including referral to relevant local police forces where required.
If you want to understand what happens after an application is submitted, read our guide to the 5 stages a DBS check can go through.
Does everything on a criminal record appear on an Enhanced DBS check?
No. DBS filtering rules mean certain old and minor convictions and cautions are protected and will not automatically be disclosed on a Standard or Enhanced DBS certificate.
Employers should therefore avoid thinking of an Enhanced DBS check as a complete record of everything that has ever happened in an applicant’s past.
The information disclosed is determined by the relevant legislation, DBS filtering rules and, for Enhanced checks, consideration of relevant police information.
How far back does an Enhanced DBS check go?
There is no single number of years that an Enhanced DBS check goes back.
Unlike some types of employment screening that examine a defined period, an Enhanced DBS check is governed by disclosure and filtering rules rather than a fixed timeframe.
It can disclose spent and unspent convictions and adult cautions that are not protected under DBS filtering rules, regardless of whether they occurred within a particular number of years.
Relevant information held by local police may also be considered as part of an Enhanced check.
For employers, the more useful question is therefore not simply “How many years does an Enhanced DBS cover?”, but what information can legally be disclosed for this particular role?
What does an Enhanced DBS certificate look like?
Once an Enhanced DBS check has been completed, the Disclosure and Barring Service issues an official DBS certificate to the applicant. The certificate provides details of the check undertaken and any information disclosed through the relevant DBS process.
An Enhanced DBS certificate contains key information that helps an employer establish who the certificate relates to, the type of check carried out and the results of the disclosure.
Key details can include:
- Personal details: The applicant’s name and other identifying information.
- Disclosure type: Confirmation of the level of DBS check carried out.
- Position applied for: Details relating to the position for which the check was requested.
- Criminal record information: Any relevant convictions, cautions or other information disclosed in accordance with the applicable disclosure rules.
- Barred List information: Where the role was eligible and the relevant Barred List check was requested, the certificate will contain the applicable result.
- Other relevant police information: Where applicable, information disclosed by a police force as part of the Enhanced DBS process.
- Certificate issue date: The date on which the DBS certificate was issued.
For employers, it is important to distinguish between the DBS check completing and the applicant receiving their physical certificate. Those two events do not necessarily happen at the same time.
Can employers access an Enhanced DBS result electronically?
The official DBS certificate is issued by DBS to the applicant, but employers processing checks electronically can receive result information before relying solely on the physical certificate arriving through the post.
With EBC Global Pro, employers can access an electronic DBS result when the check completes, providing screening teams with faster visibility while the applicant waits for their official certificate where applicable.
What does EBC Global’s electronic DBS result look like?
Below is an example of the electronic DBS result available through EBC Global Pro.
For recruitment teams, this provides a clearer connection between the DBS application and the candidate’s wider screening journey.
Rather than managing DBS checks through disconnected emails, spreadsheets and physical documents, teams can monitor progress and screening outcomes alongside other employment checks within one platform.
The applicant will still receive their official DBS certificate where applicable. The electronic result available through EBC Global does not replace the official certificate or any requirement an employer may have to review it.
How do employers process an Enhanced DBS check?
Individuals cannot normally apply directly to DBS for their own Standard or Enhanced DBS check.
Instead, the application must be initiated through an eligible organisation and processed through a DBS Registered Body or umbrella body.
For employers, a typical Enhanced DBS process involves:
- Determining eligibility and confirming the appropriate level of DBS check.
- Initiating the candidate’s application and collecting the required information.
- Verifying the candidate’s identity in accordance with the relevant DBS identity-checking requirements.
- Submitting the application through the appropriate DBS route.
- Tracking its progress through the DBS checking process.
- Reviewing the result and, where required, the applicant’s certificate as part of the organisation’s recruitment and safeguarding procedures.
The process itself sounds relatively straightforward.
At scale, however, the candidate experience, identity verification, administration and visibility surrounding those six steps can have a significant impact on recruitment teams.
A faster Enhanced DBS process with EBC Global HI-ID
Identity verification is an essential part of the DBS process, but it can also become a source of friction for candidates and recruitment teams.
Manual document collection, incorrect information, repeated candidate contact, and disconnected systems all add administration to pre-employment screening.
EBC Global’s DBS HI-ID process combines digital identity verification with the DBS application journey to make the process faster and easier for candidates while reducing manual intervention for employers.
In our screening data:
1 in 2 Enhanced DBS checks completed through EBC Global’s DBS HI-ID process are returned within 24 hours.*
That matters beyond the headline number. For employers and recruiters, a faster screening journey can mean:
- less time waiting to progress successful candidates
- fewer manual candidate touchpoints
- less administration for recruitment teams
- improved visibility over outstanding screening
- a smoother pre-employment experience for new starters.
Not every Enhanced DBS check can complete within 24 hours. Some applications require further consideration by local police forces and those stages cannot simply be accelerated by a screening provider.
The aim is therefore to remove avoidable friction from the parts of the process that can be improved.
Want to experience the process from both the employer and candidate side?
What happens when DBS and other checks are completed together?
For employers, DBS is rarely the only check taking place before someone starts work.
Depending on the role, a candidate may also need to complete identity, Right to Work, employment history, driving licence or other screening requirements.
Managing each check through a separate process creates additional candidate touchpoints and makes it harder for recruitment teams to see what is still outstanding.
This is where the speed of the whole screening journey becomes more important than the turnaround time of one individual check.
In one DBS HI-ID screening workflow combining:
- ID verification and Right to Work,
- address and mortality verification,
- international sanctions and PEPs screening,
- automated DBS submission,
- and a DVLA driving licence check.
All required checks were returned within 24 minutes of the candidate completing their required actions.*
For employers managing high-volume recruitment, that demonstrates what can happen when identity verification and employment checks are designed as one connected screening journey rather than a collection of separate tasks.
Candidates complete what is required of them, while recruiters gain visibility over the screening process without repeatedly chasing documents or moving between disconnected systems.
How long does an Enhanced DBS check take?
There is no guaranteed completion time for an Enhanced DBS check.
Some applications complete very quickly, while others take longer because of the information that needs to be considered.
Enhanced DBS applications can require searches involving relevant local police forces. Where further review is necessary, this can extend the overall processing time.
This is why employers should be cautious of providers promising that every Enhanced DBS check will be returned within a fixed period.
What employers can improve is the process surrounding the check: collecting accurate information, verifying identity efficiently, submitting applications correctly and maintaining visibility throughout the candidate journey.
For current processing data and a more detailed explanation of what affects completion times, see our DBS turnaround times guide.
How much does an Enhanced DBS check cost?
The current statutory DBS fee for an Enhanced DBS check is £41.
Additional processing or platform charges may apply depending on how an organisation manages its DBS applications.
For the latest fees and a full breakdown of the costs employers should consider, read our DBS check costs and pricing guide.
How long is an Enhanced DBS check valid for?
An Enhanced DBS certificate does not have an official expiry date.
It provides information based on the records available when the certificate was issued. This means the information becomes historical from the point the check is completed.
Employers therefore need to decide when rechecking is appropriate based on factors such as:
- the nature of the role
- safeguarding responsibilities
- regulatory or sector requirements
- contractual requirements
- organisational screening policy
- the level of risk associated with the position.
Some organisations conduct periodic rechecks, while others use the DBS Update Service where appropriate.
The important point is that employers should have a consistent, documented approach rather than assuming an Enhanced DBS certificate automatically remains ‘valid’ for a set number of years.
What is the DBS Update Service?
The DBS Update Service allows eligible applicants to keep certain Standard and Enhanced DBS certificates up to date.
Where the relevant requirements are met, an employer can use the service to check whether new information has been identified since the original certificate was issued, rather than automatically requesting a completely new DBS check.
However, employers still need to establish that the existing certificate is appropriate for the new role and that the correct workforce and level of check are covered.
This makes the Update Service useful, but it does not remove the employer’s responsibility to establish appropriate DBS eligibility.
Can an Enhanced DBS check be transferred between employers?
An existing Enhanced DBS certificate may sometimes be used by another employer, particularly where the applicant is subscribed to the DBS Update Service.
However, employers should not simply accept any existing Enhanced DBS certificate because it says ‘Enhanced’.
They need to consider whether:
- it is the correct level of check
- it relates to the appropriate workforce
- the Barred List information, where relevant, is appropriate
- the individual’s identity matches the certificate
- the organisation’s own safeguarding and screening requirements are satisfied.
If those requirements are not met, a new DBS application may be necessary.
For high-volume employers, having clearly defined screening rules by role can help prevent recruiters from having to make these decisions manually for every new starter.
What should an employer do if an Enhanced DBS check contains information?
Information appearing on an Enhanced DBS certificate does not automatically mean an applicant is unsuitable for employment.
Employers should consider the information fairly and in the context of the role.
Relevant considerations may include:
- the nature of the information disclosed
- its relevance to the duties being performed
- how long ago the event occurred
- the circumstances surrounding it
- safeguarding or regulatory requirements
- the organisation’s recruitment and risk policies.
- Employers should also comply with applicable legislation and the DBS Code of Practice when using disclosure information as part of recruitment decisions.
A structured decision-making process is particularly important for larger organisations, where inconsistent approaches between hiring managers can create unnecessary compliance and candidate-experience risks.
What happens if a candidate disputes information on their DBS certificate?
If an applicant believes information on their DBS certificate is incorrect, they can raise a dispute with DBS.
The appropriate process depends on the type of information being challenged.
Employers should be cautious about making assumptions while information is being disputed and should follow their internal safeguarding, recruitment and compliance procedures.
Can employers request Enhanced DBS checks for overseas candidates?
DBS checks relate primarily to relevant records held within the UK system and should not automatically be treated as a complete criminal record history for time an individual has spent overseas.
Where a candidate has lived or worked outside the UK, employers may need to consider appropriate international criminal record checks or overseas police certificates alongside the DBS check.
The appropriate screening should reflect the candidate’s history, role, and the organisation’s screening policy.
Why manage Enhanced DBS checks through EBC Global?
For an employer processing one DBS application, manually managing the journey may seem relatively straightforward.
The challenge changes when an organisation is screening tens, hundreds or thousands of candidates across different roles.
Recruitment teams then need to determine eligibility, initiate the correct checks, verify identities, monitor candidate actions, track outstanding applications, review results, and maintain appropriate records – often while trying to get people into work as quickly as possible.
EBC Global has built its DBS process around those operational challenges.
A DBS Registered Body and Responsible Organisation
EBC Global is a DBS Registered Body and Responsible Organisation (RB/RO), enabling us to process eligible Basic, Standard, and Enhanced DBS applications through the appropriate DBS routes.
For employers, that means DBS screening is being managed by a provider that works directly within the DBS framework and understands the eligibility, identity, and processing requirements surrounding these checks.
Digital identity built into the DBS journey
Our DBS HI-ID process integrates identity verification into the candidate screening journey rather than treating identity as a disconnected administrative step.
The result is a simpler candidate experience and less manual intervention for recruitment teams.
And the performance speaks for itself:
1 in 2 Enhanced DBS checks processed through DBS HI-ID are returned within 24 hours.*
Manage more than DBS
Most organisations do not recruit people based on one background check.
EBC Global Pro allows employers to bring DBS together with wider pre-employment screening, helping teams manage candidate checks from one place.
Depending on the role and organisation, that can include checks such as:
- Right to Work
- identity verification
- DVLA driving licence checks
- employment history verification
- international criminal record checks
- other role-specific employment screening.
Rather than candidates navigating separate processes and recruiters monitoring multiple systems, screening can be designed around the requirements of the role.
Built for candidate experience as well as compliance
Pre-employment screening happens at an important point in the candidate journey.
The individual has often accepted an offer and wants to start work. The employer wants them onboarded. Neither benefits from unnecessary emails, repeated document requests or unclear outstanding actions.
A good screening process should therefore do more than collect information.
It should make it clear what the candidate needs to do, what the employer is waiting for, and what happens next.
That is the experience EBC Global Pro is designed to create.
Experience EBC Global’s screening process for yourself
If your organisation currently manages DBS checks through manual processes, multiple providers or disconnected screening systems, the easiest way to understand the difference is to experience the process yourself.
Our free 12-day screening trial lets you see the EBC Global journey from both sides – including the experience your candidates receive and the visibility available to your screening team.
See how quickly you can initiate checks, verify candidates and manage screening through EBC Global Pro.
Or speak to our team about your current DBS and employment screening process.
Enhanced DBS FAQs
Individuals cannot normally apply directly to DBS for their own Standard or Enhanced DBS check. The application must be initiated by an eligible organisation and processed through the appropriate DBS route.
Potentially. Employers need to establish whether the existing certificate is appropriate to the new role and workforce. Where the applicant is subscribed to the DBS Update Service and the relevant requirements are satisfied, the employer may be able to carry out a status check rather than requesting a new certificate.
Enhanced DBS certificates do not have an official expiry date. They show relevant information available at the time the certificate was issued. Employers should determine an appropriate rechecking policy based on the role, regulatory requirements and organisational risk.
The statutory DBS fee for an Enhanced DBS check is currently £41. Additional processing or platform charges may apply depending on the provider and service used. Please see the current statutory DBS check prices.
There is no guaranteed turnaround time. Some Enhanced DBS checks complete quickly, while applications requiring further consideration by local police forces can take longer. Please see the latest DBS turnaround times and police performance information.
EBC Global’s screening data shows that 1 in 2 Enhanced DBS checks completed through our DBS HI-ID process are returned within 24 hours, although individual turnaround times cannot be guaranteed.
It can. Relevant information held by local police forces may be included where the police reasonably believe it is relevant to the role and ought to be disclosed.
An Enhanced DBS certificate can contain both spent and unspent convictions and adult cautions that are not protected under DBS filtering rules. Certain old and minor information is protected and will not automatically be disclosed.
Enhanced is the highest level of DBS disclosure, but there are different forms depending on whether the role is also eligible for a check of the Children’s and/or Adults’ Barred List.
The correct check is therefore the highest level the specific role is legally eligible for, rather than simply the highest level an employer would prefer to request.
Both Standard and Enhanced DBS checks can disclose relevant convictions and adult cautions that are not protected by filtering rules. An Enhanced DBS check can additionally include relevant information held by local police forces. Eligible Enhanced applications may also include the appropriate Barred List check.
Enhanced DBS checks can only be requested for positions that meet the relevant legal eligibility requirements. Applications are normally initiated by an eligible organisation and processed through a DBS Registered Body or umbrella body rather than being requested directly by the individual.
A note on our screening performance data: Performance figures referenced in this guide are based on EBC Global’s own screening data. The 1 in 2 Enhanced DBS checks returned within 24 hours figure relates to checks completed using our DBS HI-ID process. The 24-minute DBS and DVLA result reflects recorded performance where candidates completed their required actions through the combined screening journey. Individual screening times can vary, particularly where checks require information or processing from third parties, and these figures should not be interpreted as guaranteed turnaround times.
