Posts Tagged ‘crb checks’

CRB and VBS Changes Announced for 2011

February 14th, 2011

In February 2011 it was announced that there will be substantial changes to the current system for CRB checks, in particular for those employed with vulnerable adults and children.

The current system

On 12 October 2009 new regulation (known as VBS – Vetting & Barring Scheme) was introduced to widen the scope of Enhanced CRB checks for those working with vulnerable adults and children.  These changes effectively meant that even those working on a part time basis of a few days per month were subject to CRB and / or VBS checks.  Specifically the 2009 changes included:

  1. The Independent Safeguarding Authority (ISA) to administer two new “barred lists” for replacement of the previous lists maintained by different government departments; List 99, PoCA (Protection of Children Act) and PoVA (Protection of Vulnerable Adults)
  2. Standard CRB checks can no longer be provided to screen those who work with vulnerable adults or children, such employments require Enhanced CRB checks.
  3. Regulated activity for Enhanced CRB checks expanded to include more areas of employment. Specifically this included “Frequent” employment activity (takes place more than once per month); “Intensive” employment activity (takes place 3 or more days in any 30 day period); “Overnight” employment activity.

New changes announced in February 2011

The precise details of the changes and the dates for implementation have yet to be clarified but the changes proposed include:

  1. The ISA and CRB organisations are to be merged into a single entity to provide a “proportionate” barring and criminal records checking service.
  2.  CRB checks to be portable between employments.
  3. Prevention of employers requesting CRB checks on individuals when they are not entitled to them.
  4. A large reduction in the number of positions requiring CRB and VBS checks.

It has been estimated that the new changes will result in a reduction in the number of people in employment requiring VBS and criminal records checks by more than 9 million.

More details are to be announced in 2011.

If you would like to know more about the employment screening services provided by Credit Check Services please call us on 01992 719 234, or visit our website www.credit-check-services.co.uk

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Employment screening and unfair discrimination

March 23rd, 2010

Following the recent announcements on the extension of CRB (Criminal Records Bureau) checks for people involved in the care of children there has been a marked increase in the number of companies requesting CRB checks on their employees.  The increase identified by Credit Check Services does not really relate to those working with children, the increase is most pronounced for general areas of employment.

Credit Check Services also found that 1 in 3 employers requesting CRB checks did not know what level of CRB check would apply to the employment role, in part this is due to the lack of clarity provided on how much information a company is permitted to use for employment screening.

For example, there are currently three levels of CRB checks that can be carried out, these are termed “basic”, “standard” and “enhanced”.  The basic CRB check provides details of any criminal convictions that are determined as “unspent”.  The standard CRB check provides additional details of “spent” criminal convictions along with and police cautions or reprimands.  The enhanced check takes this one step further to provide additional information relating to adult and children’s registers and relevant information recorded by Government bodies.

The Rehabilitation of Offenders Act 1974 provides an opportunity for those with “spent” convictions to gain employment without having their previous criminal record being taken into account.  However as some types of employment are considered sensitive legislation was passed producing an “exceptions order” listing types of employment where an employer is permitted to see information on convictions as provided for in the “standard” CRB check. 

So why is this so important?  Well consider a situation where an employer does not know what level of CRB check is appropriate, consequently using the “standard” CRB check to screen an applicant and rejecting them for a role due to a “spent” conviction.  If the employment role did not come under the “exceptions order” then the employer may be breaking the law by discriminating unfairly against the applicant.

It is fundamental for all employers to ensure that “appropriate” employment screening is applied to selection processes, failure to do so could result in potential litigation for discrimination.

If you would like to know more about employment screening, including criminal record checks, call Credit Check Services on 01992 719 234

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