Criminal Record Check (CRC): A Guide for the UK

A criminal record check is used to confirm whether certain criminal record information is held about a person. Employers and organisations may request a check when recruiting for particular roles, especially those involving children, vulnerable adults, security or positions of trust.

The term “Criminal Records Check” (CRC) is still commonly used, but the system and terminology differ across the UK. In England and Wales, checks are generally handled by the Disclosure and Barring Service (DBS). Scotland has Disclosure Scotland, and Northern Ireland has AccessNI.

What types of check are available?

The level of check available depends on where the applicant lives and works, and on the role. Not every employer can request every type of check.

England and Wales

• Basic DBS check: Shows unspent convictions and conditional cautions. An individual can apply for their own basic check, and an employer may request one with the applicant’s consent.
• Standard DBS check: Shows relevant convictions and cautions held on police records, subject to rules on filtering. It is available only for roles specified in law.
• Enhanced DBS check: Includes the information available on a standard check and may include relevant information held by local police. It is for eligible roles.
• Enhanced DBS check with a barred list check: May be requested for certain regulated activities involving children or vulnerable adults, where the role is legally eligible.

Scotland and Northern Ireland

In Scotland, Disclosure Scotland provides disclosure checks, including checks for roles covered by the Protecting Vulnerable Groups (PVG) scheme. In Northern Ireland, AccessNI provides basic, standard and enhanced checks. Eligibility rules and application processes vary, so applicants and employers should use the relevant official service.

Who can request a criminal record check?

Anyone can apply for a basic check through the relevant service, subject to that service’s rules. Higher-level checks are restricted: an employer or organisation must be legally entitled to request the level of check required for the role. Applicants should not be asked to obtain a standard or enhanced check for a position that is not eligible.

For most checks, the applicant’s identity and address history must be verified, and their consent is required. Employers should explain why a check is needed, which level is being requested and how the information will be handled.

What information might appear?

The information disclosed depends on the type of check and the rules that apply. A basic check generally covers unspent convictions and conditional cautions. Higher-level checks may include additional information, subject to filtering rules and the relevance of the information to the role.

Some older or less serious convictions and cautions may be filtered and therefore not disclosed on standard or enhanced checks. Certain offences are not eligible for filtering. The rules are complex, and the outcome depends on the person’s record and the type of check.

How to apply

1. Confirm the correct check. The employer or organisation should establish which check is legally appropriate for the role and jurisdiction.
2. Use the official service or an authorised organisation. Application routes differ between England and Wales, Scotland and Northern Ireland.
3. Provide accurate details. Applicants may need to supply proof of identity and information about previous addresses.
4. Review the result. If information appears to be incorrect, the applicant can follow the relevant disclosure service’s process for raising a dispute.

Processing times vary. An application may take longer if details need checking or if a police force must review information. A check is not a guarantee that a person will be suitable for a particular role; employers should consider it alongside other relevant recruitment information.

Using and sharing check information

Criminal record information is sensitive personal data. Organisations should handle it securely, limit access to people who need it, and retain it only for as long as necessary. A disclosure certificate belongs to the applicant, although an employer may ask to see it or use an authorised checking process.

In England and Wales, the DBS Update Service allows eligible applicants to keep certain certificates up to date and permit employers to check whether the information has changed. Similar arrangements and rules may differ elsewhere in the UK.

Frequently asked questions

Is a CRC the same as a DBS check?

“CRC” is often used informally to mean a criminal record check. The Criminal Records Bureau was replaced by the Disclosure and Barring Service in 2012. Today, the correct process depends on the part of the UK and the type of check required.

Can an employer ask every applicant for an enhanced check?

No. Enhanced checks are available only for roles that meet the legal eligibility criteria. An employer should confirm eligibility before requesting one.

Will a criminal record always appear?

Not necessarily. What appears depends on the type of check, the record and the applicable disclosure and filtering rules. Applicants can check the relevant official guidance for information about their circumstances.

Getting reliable guidance

Criminal record checking rules are different across the UK and can change. Applicants and employers should consult the official DBS, Disclosure Scotland or AccessNI guidance before applying. A check should be requested only when appropriate for the role, and any decision should be made fairly, lawfully and in context.