Whether you’re an individual, a small business, or a large organisation, we provide thorough and efficient background screenings to meet your specific needs.
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For individuals and employers for roles that do not qualify for Standard or Enhanced DBS checks.
Suitable roles include:
For individuals and employers hiring for roles listed under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.
Suitable roles include:
For individuals and employers for roles involving regulated activities with children or vulnerable adults.
Suitable roles include:
We offer competitive bulk pricing and streamlined processing for companies requiring multiple background checks. Whether you're onboarding several employees or managing ongoing compliance across different roles, we'll create a custom package that fits your needs.
Obtain your Basic, Standard, or Enhanced DBS checks quickly and efficiently, whether you’re an individual or an organisation, to keep your hiring process on track.
We cater to individuals and businesses of all sizes, offering customised screening packages to fit your specific requirements.
Our online platform ensures a straightforward and secure ordering process, protecting your data every step of the way.
Competitive pricing without compromising on quality or reliability. Our streamlined DBS check process ensures efficiency and accuracy.
Fully compliant with UK regulations, GDPR, and ISO 27001/9001 standards. We utilise the latest encryption and security protocols to safeguard your data.
With 10+ years of experience in background screening, our knowledgeable team is available to assist you at every step.
Disclosure and Barring Service checks can help employers make informed recruitment decisions by identifying criminal-record information that is appropriate to the role being considered.
Conflict International provides DBS Checks for employers, organisations and eligible applicants requiring Basic, Standard or Enhanced screening.
The correct level of DBS check depends on the position. A Basic DBS check can be requested for any role, while Standard and Enhanced DBS checks are only available for positions that meet the relevant legal eligibility requirements.
Our screening team can help organisations coordinate DBS applications alongside wider pre-employment screening requirements.
For a fuller explanation of what DBS checks are, what the different levels can disclose and when they may be appropriate, read our guide to DBS checks for employers and employees.
There are different levels of DBS check, and they do not provide the same information.
A Basic DBS check can be used for any position or purpose.
It shows convictions and conditional cautions that are considered unspent under the Rehabilitation of Offenders Act 1974.
Basic checks may be used where an employer considers criminal-record screening proportionate but the position is not eligible for a Standard or Enhanced check.
A Standard DBS check is available only for specified roles, professions, licences and activities covered by legislation.
It can disclose spent and unspent convictions and adult cautions held on the Police National Computer that are not subject to filtering.
Examples of potentially eligible roles include certain positions in regulated professions, legal services, prisons and licensed occupations.
Eligibility depends on the actual duties of the role rather than its job title alone.
An Enhanced DBS check is available for specific eligible positions and activities.
It contains the information disclosed through a Standard check and may also include relevant non-conviction information held by local police where the statutory test for disclosure is met.
For eligible roles, an Enhanced check may also include a check against the Children's Barred List, Adults' Barred List or both.
A barred-list check is not automatically included with every Enhanced DBS check. The role must meet the relevant eligibility requirements.
Employers should establish eligibility before requesting a Standard or Enhanced DBS check.
The level of screening is determined by the duties being undertaken and the relevant legislation, not simply because an employer would prefer a more detailed criminal-record check.
Requesting a Standard or Enhanced check for an ineligible role may be unlawful.
Where eligibility is unclear, employers should review current Disclosure and Barring Service guidance or obtain appropriate advice before submitting the application.
Conflict International can support clients with the application process, but responsibility for ensuring that the role is eligible for the requested level of DBS check remains with the recruiting organisation.
A DBS check provides criminal-record information relevant to the level of disclosure requested. It does not verify every aspect of a candidate's background.
Depending on the position, a wider Pre-Employment Screening programme may also include:
Using the appropriate combination of checks allows organisations to build a screening programme around the actual responsibilities and risks of the role.
Individuals aged 16 or over can apply for a Basic DBS check directly or through an organisation providing the service.
Standard and Enhanced DBS checks normally require an eligible role and are processed through a Registered Body or umbrella body on behalf of the recruiting organisation.
This distinction is important because an individual cannot simply request a Standard or Enhanced check because they want a more detailed certificate.
The appropriate application route depends on the type of check and the circumstances of the applicant.
The presence of information on a DBS certificate should not automatically determine the recruitment decision.
Employers should consider factors such as:
A criminal record does not automatically make an individual unsuitable for employment.
Recruitment decisions should be proportionate and made in accordance with applicable law, organisational policy and the responsibilities of the role.
A UK DBS certificate does not necessarily provide a complete criminal-record history for periods an individual has lived overseas.
Where a candidate has spent significant time outside the UK, additional overseas criminal-record or police-certificate checks may be appropriate depending on the country and role.
The records available, application process and legal requirements vary significantly between jurisdictions.
Conflict International can coordinate relevant international background screening alongside a UK DBS check where required.
For organisations carrying out DBS checks alongside wider employee vetting, Conflict International can incorporate the application into a broader screening programme.
Our online vetting process can help HR, recruitment and compliance teams manage candidate applications while maintaining visibility of the wider screening requirement.
For organisations conducting ongoing or volume recruitment, this can provide a more consistent way to manage DBS checks alongside identity, employment, qualification and other screening requirements.
Organisations recruiting regularly may need to manage DBS applications across different job functions and eligibility levels.
Conflict International supports individual applications as well as ongoing and higher-volume requirements.
Where several types of role are involved, we can help structure the screening workflow so that the appropriate DBS application is coordinated with the wider checks required for each position.
The level of DBS check should still be assessed for each relevant role rather than applying one level of disclosure across the entire workforce.
A DBS certificate provides information available through the Disclosure and Barring Service at the time the check is completed.
It is not a guarantee that an individual presents no risk and should not replace appropriate recruitment procedures, references, identity checks, supervision or safeguarding controls.
Employers should therefore treat DBS screening as one component of a wider recruitment and risk-management process.
Whether you require a single DBS application or ongoing screening across multiple roles, Conflict International can support your organisation with Basic, Standard and Enhanced DBS checks where the appropriate eligibility requirements are met.
We can also incorporate DBS screening into a wider pre-employment screening programme where identity, employment, qualifications, Right to Work or other relevant checks are required.
Complete the enquiry form below to discuss your DBS Check requirements or request pricing for multiple applications.
