2026 DBS guide for early years professionals 

In early years settings, safeguarding is at the heart of everything we do. One of the key ways we protect children is by ensuring that the adults working with them are suitable, safe, and appropriately vetted. This is where DBS checks come in.  

Whether you are a practitioner applying for your first role or a manager responsible for recruitment, understanding how the Disclosure and Barring Service (DBS) works is essential. Just as important, it is vital to understand how DBS checks now sit within the wider expectations around safer recruitment. 

What is a DBS check? 

A DBS check is a criminal record check carried out by the Disclosure and Barring Service. It helps employers make safer recruitment decisions by identifying whether an individual has a criminal history that may affect their suitability to work with children. 

There are three main types of DBS checks: 

• Basic DBS check – shows unspent convictions only 

• Standard DBS check – shows spent and unspent convictions, cautions, reprimands and warnings 

• Enhanced DBS check – includes all of the above plus any relevant information held by local police 

For early years roles, an Enhanced DBS check, including a children’s barred list check, is required. 

Why are DBS checks necessary in early years? 

Children are among the most vulnerable members of society, and early years practitioners are in positions of trust. DBS checks are a key part of ensuring that those working with children are safe and suitable. They help to prevent unsuitable individuals from working with children, support safer recruitment decisions, reassure parents and carers, and demonstrate compliance with safeguarding requirements. DBS checks are also a statutory requirement under the EYFS framework in England. However, it is important to understand that they are not designed to be used in isolation. Recent updates to the EYFS place greater emphasis on safer recruitment as a whole, meaning that DBS checks must now be clearly supported by references, policies, and ongoing monitoring of staff suitability. 

Who can apply for a DBS check? 

Individuals cannot usually apply for an enhanced DBS check themselves. Instead, it must be requested by an employer or a registered organisation. The process typically involves completing an application, providing proof of identity such as a passport or driving licence, verification by the employer or umbrella body, and submission to the DBS. Many settings choose to use a third-party provider or an umbrella organisation to manage this process. 

In early years settings, DBS checks are required for nursery staff and practitioners, managers and room leaders, volunteers who work regularly with children, childminders and those living in their household aged 16 and over, and committee members in some settings. 

In general, anyone working in a regulated activity with children or with regular access to sensitive information should be appropriately checked. Although a DBS certificate itself does not expire, many employers choose to request a new DBS check periodically (often around every three years) or use the DBS Update Service to keep checks current.  

What does it cost? 

There is no single rule about who must pay, and this may be covered by the employer, the employee, or shared between both. In December 2024, DBS fees were set at £21.50 for a basic and standard check, and £49.50 for an enhanced check with the barred list. The government publish the fees on gov.uk and it is always advisable to check the most up-to-date fees as they can change. Additional administration fees may apply depending on how the application is processed and whether an umbrella organisation is used. For volunteers, DBS checks are usually free, although there may be a small administrative fee if processed through an umbrella body. 

The DBS Update Service 

The DBS Update Service allows individuals to keep their certificate up to date and reuse it for new roles. Employees can pay a small fee, currently £16 per year, and employers can check whether there have been any changes since the original certificate was issued. This can speed up recruitment, reduce costs over time, and provide ongoing reassurance. 

How long does a DBS check take? 

Most DBS checks are completed within a few days for basic checks, and typically between two and six weeks for standard and enhanced checks. 

Delays can occur if there are errors in the application, if further checks are required by local police, or if the applicant has lived at multiple addresses. For this reason, it is good practice to begin the process as early as possible during recruitment. 

What happens if something appears on a DBS check? 

A DBS certificate may show criminal convictions, cautions, or other relevant information. This does not automatically mean that someone cannot work in early years. Employers must carry out a risk assessment, considering the nature of the offence, how long ago it occurred, whether it is relevant to the role, and any evidence of rehabilitation. 

However, if an individual appears on the children’s barred list, they are legally prohibited from working with children, and it would be unlawful to employ them in an early years setting. 

Employer responsibilities  

As previously stated, employers in early years settings must ensure that all staff are suitable to work with children, and DBS checks form an important part of this process. However, under current EYFS expectations, settings must go further than simply obtaining a DBS certificate. They must be able to demonstrate how they ensure staff suitability through a clear and consistent safer recruitment process. 

In practice, this means ensuring DBS checks are completed before staff begin any unsupervised work, obtaining and considering references as part of recruitment, and keeping clear records that show how decisions about suitability have been made. 

Safeguarding policies must also clearly explain how the setting ensures only suitable individuals are recruited and how concerns about staff are managed. This includes having effective whistleblowing procedures and responding promptly to any issues that arise once employment has started. Students and trainees must also meet relevant requirements and be appropriately supervised.  

DBS checks apply in England and Wales. In Scotland, the system is managed through Disclosure Scotland using the PVG (Protecting Vulnerable Groups) scheme, and in Northern Ireland through AccessNI. While the systems differ slightly, the purpose is the same: to ensure safe recruitment and protect vulnerable groups. 

A DBS check is only one part of the recruitment process and should always sit alongside references, interviews, and ongoing supervision to build a full picture of a person’s suitability for the role.  

More information & articles:
Talk PANTS: Essential Guide To Protecting Children
Disclosure and Barring Service 
UK Government – DBS checks: guidance for employers
Keeping Children Safe in Education
AccessNI