CharteredInstitute

ofPersonneland
Employingexoffenders
Development Apracticalguide
 Introduction 2

Part1
Backgroundandcurrentlegislation 3

Part2
Employingpeoplewithacriminalrecord 4

Figures1and2
Flowcharts:Disclosureduringtheinitial
recruitmentprocessandatthepointof
offeringthejob

Assessingtherelevanceofcriminalrecords 6

Figure3
Contents

Flowchart:assessingthejobforrisk

Adviceforemployersonmanagingsensitive
information 8

Figure4
Flowchart:Dealingwithadditionalinformation
fromthepolice

Reviewingpoliciesandprocedures 10 AppendixA
Peoplebannedfromworkingwithchildren 11
Figure5
Flowchart:Whattodoifanexistingemployeeis AppendixB
foundtohaveacriminalrecord TheRehabilitationofOffendersAct1974 12

AppendixC
Usefulorganisationsandpublications 13

Glossaryofterms 14

Bibliography 15

Usefulweblinks 16
2
Introduction

ThecompetitiveadvantageofUKbusiness
dependsonitsabilitytotapintotheskillsand
inventivenessofthelabourmarketasawhole.
Duetorapidtechnologicalchangeandglobal
competition,thecharacteristicsofthelabour
markethavechangedradicallyoverthe
pasttwodecades.Astraditionalmanual
occupationshavedeclinedinimportance,part
timeworkers,womenandolderworkershave
becomeanincreasinglyprominentpartofthe
workforce.

Morerecently,unemploymenthasfallen.Some Thispracticalguideisconcernedwiththissignificant
organisationsthathavefaceddifficultiesrecruiting andhiddengroupwithintheworkforce,namely
newemployeeshavebeguntofocusongroups exoffenders.Part1setsoutthelegislativeacts
that,traditionally,foronereasonoranother,have thatarerelevanttotheemploymentof
beenmarginalisedfrommainstreamemployment. exoffenders,whilePart2offersguidancefor
implementingfairandresponsiblepolicyand
Employersdohaveconcernsabouttherisks practiceforemployingexoffenders,basedona
involvedinemployingexoffendersandneedto fullassessmentoftherisksinvolved.
minimisethesewithappropriatesafeguards.They
canaskpeopletovolunteerinformationabout Thispublicationprovidesemployerswithahow
criminalconvictionswhichhavenotbeenspent toguideonemployingpeoplewithcriminal
butwhenaconvictionhasbecomespent,anex recordsandcoversthejobapplication,recruitment,
offendercandeclinetovolunteersuchinformation interviewingandpostapplicationprocess.
unlesstheemployerhasspecialrightstoaskforit.
Becausesomeemployershavealegaldutyto
makesuretheydontemploypeoplewhohave
committedcertainsexualoffenceswhichmight
endangerchildrenorvulnerableadults,theycan
verifyconvictioninformationfromacentralsource
theDisclosureService,offeredbytheCriminal
RecordsBureau.
 Thereare7.3millionpeopleinEnglandandWales
3
(around20percentoftheworkingage population)
ontheHomeOfficeOffenders Index, the official
registerofallthosewithcriminalconvictions.The
indexshowsthatoneinthreemenandalmost
oneintenwomenbornin1953hadbeen
convictedofanoffencebeforetheageof46.
However,fewoftheseoffenderswilleverhave
beeninside.Halfthe1953cohortofmale
offendersandthreequartersoffemales have just
oneconviction,typicallyforanoffence committed
intheirteensorearly20s.
Mostoffenderssentencedtoimprisonmentreceive
shortsentences.Byfarthemajorityofprisoners
66percentofalladultprisonersin1999serve
sentenceslessthan12monthslong.
In1992,around90percentofoffendersfaced
Part1
unemploymentonreleasefromprison.Most
offendersaremale,withthepeakoffendingage
being18.Themajorityofoffendersceaseto
offendaftertheageof25.ResearchbytheCIPD
exoffendersintheworkforce
revealedthatemploymentisthesinglemost
importantfactorinreducingreoffending.Ofthe
144HRprofessionalswhohaveknowingly
employedexoffenders,only8havereportedcases
ofreoffending.Inaddition,twothirdsofHR
managersstatethatemployingexoffendershas
beenapositiveexperience.
Backgroundand
TheRehabilitationofOffendersAct(ROA)1974
TheROAwasintroducedin1974toensurethat
exoffenderswhohavenotreoffendedforaperiod
currentlegislation:
oftimesincethedateoftheirconvictionarenot
discriminatedagainstwhenapplyingforjobs.The
ROAenablesexoffenderstowipetheslateclean
oftheircriminalrecordsinthesensethattheyare
nolongerlegallyrequiredtodisclosetoorganisations
convictionsthatarespent,unlessthejobtheyare
applyingforisexemptedfromtheAct.Arangeof
differenttypesofwork,occupations,employment
andprofessionsareexemptedandarecontained
intheExemptionsOrderoftheROA.Thisincludes
workthatinvolvesaccesstochildren,young
people,theelderly,disabledpeople,alcoholor
drugmisusersandthechronicallysick.Insuch
cases,organisationsarelegallyentitledtoask
applicantsfordetailsofconvictions,irrespective
ofwhethertheyarespentorunspentunder
theAct.Thelengthoftimerequiredforanex
offendertobecomerehabilitateddependsonthe
sentencereceivedandtheagewhenconvicted.
Custodialsentencesofmorethantwoandahalf
yearscanneverbecomespent(seeAppendixB
formoredetailonrehabilitationperiods).
ThePoliceAct1997
PartVofthePoliceAct1997allowsallthose
organisationsinEnglandandWalesthatare
entitledtoaskexemptedquestionsunderthe
termsoftheROAtoobtaininformationonthe
criminalrecordsofprospectiveemployeesand
volunteersfromacentralisedsource.SinceMarch
2002,criminalrecordchecks(knownasDisclosures)
havebeencarriedoutbytheCriminalRecords
Bureau(CRB).
InScotland,theScottishCriminalRecordOffice
performsthesamefunction.Arrangementsfor
NorthernIrelandareyettobefinalised.
TherearetwokindsofDisclosurecurrentlyrelevant
toemployers:
StandardDisclosure appliestopostsexempted
undertheROAandrelatesparticularlytocertain
sensitiveareasofemployment,suchasjobs
involvingregularcontactwithchildrenand
vulnerableadults.StandardDisclosurecontains
detailsofbothspentandunspentconvictions,as
wellascautions,reprimandsandfinalwarnings
heldonthePoliceNationalComputer.Ifthepost
involvesworkingwithchildrenorvulnerable
adults,thelistsheldbyothergovernment
departmentsofthosebannedfrom,orrestricted
in,workingwiththesegroupsarealsosearched.
EnhancedDisclosure appliestopostsinvolving
greatercontactwithchildrenorvulnerableadults
(forexample,jobsinvolvingcaringfor,supervising,
trainingorbeinginsolechargeofchildrenand
vulnerableadults).EnhancedDisclosurecontains
thesameinformationasStandardDisclosurebut
alsoincludesnonconvictioninformationfrom
localpolicerecordsifitisthoughttoberelevant
tothepositionbeingappliedfor.
ApplicationsforStandardandEnhancedDisclosures
canbemadeonlybyorganisationsthathave
registeredwiththeCRBorthroughotherspecific
organisationsthatareregisteredwiththeCRB.
Applicationsmustbemadewiththeexpress
agreementoftheindividualconcernedandsigned
byboththeapplicantandtheregisteredbody.
OrganisationsthatregisterwiththeCRBtoobtain
StandardandEnhancedDisclosuresarerequired
toadheretoastrictcodeofpractice,designed
specificallytoensurethatDisclosureinformation
isusedfairly,sensiblyandconfidentially.
 Part2ofthispracticalguidetoemploying
4
exoffendersoffersadviceandguidanceonhow
organisationscanimplementfairandeffective
policyandpracticeforrecruitingpeoplewitha
criminalrecordbasedonafullassessmentofthe
risksinvolved.Thisrecruitmentprocesscoversthe
jobapplication,recruitment,interviewingand
postappointmentprocess.
Organisationsthatareeligibletomakeuseofthe
CRBtoobtaincriminalrecordinformationneed
todecidehowtohandlesensiblyandresponsibly
theincreasedflowofinformationoncriminal
records,takingintoaccountlegalobligationsand
goodpractice.
Thefollowingframeworkgivesyouagood
Employingpeople
filledinvolvesadegreeofriskorwherethereisa
legalrequirementtodoso.Disclosureshouldnot
beusedasablanketrequirementinall
circumstances.Thefactthatapersonhasa
criminalrecordisfrequentlyirrelevanttothejob
forwhichtheyareapplying.
Organisationsthatdecidetoaskapplicantsabout
criminalrecordsshoulddosoinsuchawayasto
encouragehonesty.Applicantsshouldbeinformedat
theoutsetifcriminalrecordinformationwillbe
requestedfromthem.Thiswillprovideabasisforthe
applicanttodecidewhetherornottoapplyforthe
post.Organisationsshouldemphasisethatthis
informationwillbeusedonlytoassesstheapplicants
suitabilityforemploymentinsofarasitisrelevant,
andthattheywillbeconsideredonmeritandability

foundationonwhichtobaseyouractions. andnotdiscriminatedagainstunfairly.

Gatheringinformationaboutcriminalrecords
Attheoutset,organisationsneedtodecide
whether,giventhenatureofthejobtheyare
tryingtofill,itisappropriatetoaskaboutcriminal
recordsandobtainaDisclosure.Organisations
withacriminalrecord
TheflowchartsinFigures1and2outlinethe
stepsthatwerecommendemployerstake
whengatheringinformationaboutcriminal
recordsduringtheinitialrecruitmentprocess
andatthepointofofferingthejob.

shouldseekaDisclosurewherethepositiontobe

Figure1:Howtogathercriminalrecordinformation
Part2

Makeitclearinanyadvertisementorrecruitmentbrieftoanagencywhethera
Disclosurewillberequired,especiallyifthejobisexemptedfromtheROA

Issueastatementexpressingyourorganisationswillingnesstoconsiderexoffenders
andincludeacopyofthestatementwiththejobinformationtoallapplicants

Detailsaboutconvictions(notaDisclosure)shouldberequestedonlyfrompeopleinvited
tointerview.Thisshouldbedoneconfidentially,inaseparateletter,notintheapplicationform

Gettheinformationyouneedfromtheapplicantsbeforeyoumakeafinalrecruitment
decision.Atthisstage,ifyouneedto,applytotherelevantbodyforaDisclosure.
5 Figure2:DealingwithDisclosuresatthepointofajoboffer

Joboffermade,subjecttoreferences

EmployerreceivesDisclosure

Disclosureconfirms Disclosurerevealsnewand
informationalreadyprovided relevantinformationabouta
byapplicantoratinterview criminalrecord

Confirmappointment Discusswithapplicant

Applicantconfirms Applicantdisputesthe
informationiscorrect informationontheDisclosure

Newinformationistoo Newinformation Newinformation

Newinformation
serioustoconsider doesnotcause doesnotcause
causesconcern
applicant further concern concern

Withdrawprovisionaloffer
Confirmappointment Putofferon
ofemployment
holdtoallow
informationto
bechecked

Theinformationiscorrect Theinformation
isnotcorrect;the
applicanthas
Thenewinformationis giventhecorrect
discussedwiththeapplicant information

Theemployerisnothappy Theemployerishappywith
withtheexplanationand theexplanationand
assurancesgiven assurancesgiven

Withdrawprovisionaloffer
ofemployment Confirmappointment
 LimitationsofDisclosure
6
Thereisalimittotheusefulnessofinformation
providedbyStandardorEnhancedDisclosures.
Whereinformationisrevealed,theDisclosurewill
generallyonlyprovidethebasicfactsthename
anddateofoffences,forinstance,andthe
sentence.Itwillnotputthemintocontext.
Disclosuresmayalsonotprovideinformationon
peopleconvictedabroad,althoughtheCRBwill
drawondataonthePoliceNationalComputer,
whichcontainsdetailsofsome70,000offences
committedoverseas.
ofcriminalrecords
Thesuitabilityforemploymentofapersonwitha
criminalrecordwillvary,dependingonthenature
ofthejobandthedetailsandcircumstancesofany
convictions.Decidingontherelevanceof
convictionstospecificpostsisnotanexactscience.
Anassessmentofanapplicantsskills,experience
Assessingtherelevance
andconvictioncircumstancesshouldbeweighed
upagainsttheriskassessmentcriteriaforthejob.
Anapplicantscriminalrecordshouldbeassessed
inrelationtothetaskstheywillberequiredto
performandthecircumstancesinwhichthework
istobecarriedout.Werecommendthatyou
considerthesepointswhendecidingonthe
relevanceofoffencestoparticularposts:
Doesthepostinvolveonetoonecontactwith
childrenorothervulnerablegroupsas
employees,customersorclients?
Whatlevelofsupervisionwillthepostholder
receive?
Doesthepostinvolveanydirectresponsibility
forfinanceoritemsofvalue?
Doesthepostinvolvedirectcontactwiththe
public?
Willthenatureofthejobpresentany
opportunitiesforthepostholdertoreoffendin
thecourseofwork?
Insomecases,therelationshipbetweentheoffence
andthepostwillbeclearenoughforthe
organisationtodecideeasilyonthesuitabilityofthe
applicantforthejob.Forshortlistedapplicantswho
ConfidentialityofEnhancedDisclosure
information(nonconvictioninformation)
InasmallnumberofcasesanEnhancedDisclosure
checkmayresultinthelocalpoliceforcedisclosing
nonconvictioninformationtotheregisteredbody,
bywayofaseparateletter,andnottothe
applicant.Thismayincludeinformationabouta
currentinvestigation.Thisisveryimportantin
determiningwhethersomeoneisasuitableperson
foraparticularpost,butitshouldberemembered
thatthisinformationmustnotbepassedontothe
applicant.Todosowouldbeanoffenceunderthe
PoliceAct1997(seetheflowchartinFigure4for
furtherinformation).
havemettherequirementsoftheperson
specificationandthendiscloseacriminalrecordthat
isnotrelateddirectlytothepost,youshoulddiscuss
therelevanceofeachoffencewiththeapplicant.
Youwillneedtotaketheseissuesintoaccount:
theseriousnessoftheoffenceanditsrelevance
tothesafetyofotheremployees,customers,
clientsorproperty
thelengthoftimesincetheoffenceoccurred
anyrelevantinformationofferedbythe
applicantaboutthecircumstanceswhichledto
theoffencebeingcommitted,forexample,the
influenceofdomesticorfinancialdifficulties
whethertheoffencewasaoneoff,orpartofa
historyofoffending
whethertheapplicantscircumstanceshave
changedsincetheoffencewascommitted,
makingreoffendinglesslikely
whethertheoffencehasbeendecriminalisedby
Parliament
thecountryinwhichtheoffencewas
committed.Someactivitiesareoffencesin
ScotlandandnotinEnglandandWales,and
viceversa
thedegreeofremorse,orotherwise,expressed
bytheapplicantandtheirmotivationto
change.
7 Figure3:Assessingthejobforrisk

Willthenatureofthejobpresentany Itisillegaltoemploycertainex
realisticopportunitiesfortheapplicant offendersinsomeoccupations
toreoffendatwork? (seeAppendixA)

Doesthisjobhaveexemptionstatus Exemptionstatusforaparticularjob
undertheROA1974,ordutiesunder givestheemployertherighttoask
thePoliceAct1997orActslistedin applicantsaboutrelevantspent
AppendixA? convictions

Towhatextentareyouboundby Forexample,thosewithmotoring
otherlegalconstraints? convictionsemployedasdrivers

Doesthejobinvolveanydirect Forexample,thosewithconvictions
responsibilityforfinanceoritems fortheftemployedlooking
ofvalue? aftermoney

Doesthejobinvolvedirectcontact
withmembersofthepublic?
Forexample,thosewithconvictions
forassaultorsexualoffencesrequired
tovisitpeopleintheirhomes
Wouldtheoffencecreate
unacceptablerisksforotheremployees,
customers,suppliersorclients?

Considerthefactorsthatmight
Whatcouldhappenatworkand
decreaseorincreasetherisk,suchas
howseriouswouldthatbe?
supervision,workingalone,etc.
 Yourorganisationshouldensurethat:
8
Informationregardingoffencesiskept
managingsensitive
confidential.Applicantsneedtofeelconfident
thatinformationabouttheirconvictionswillnot
bedisclosedtoanyoneunlessthereisaspecific
reasonfordoingso.
Onlythepeopledirectlyresponsiblefor
recruitment,whetherornotinthepersonnel
department,shouldbeinformedofan
applicantscriminalrecord.
Thesuccessfulapplicantshouldbeinformed
Adviceforemployerson
whointheorganisationistoldaboutthe
convictionandthereasonswhytheinformation
hasbeendisclosedtothosepeople.Ifthe
individualslinemanagerwasnotdirectly
information
involvedintherecruitmentprocess,theyshould
onlybeinformedoftheoffenceifitisdirectly
connectedwiththejob.
Offenceinformationmustbekeptsecurelyin
lockablefilingcabinets.Accesstokeysshould
berestrictedtoindividualsresponsiblefor
recruitmentandthoseinpersonnelwhoneed
accesstothefiles.
Inasmallnumberofcases,thechiefpoliceofficer
oftherelevantpoliceforcemayreleaseadditional
policeinformationinaletter,separatefromthe
EnhancedDisclosure,tothecountersignatory
(employer)onlyandnottotheapplicant.The
lettershouldbehandled,storedandusedin
exactlythesamewayasanyotherDisclosure
informationandinaccordancewiththeCRBs
codeofpractice(youcangetthisfromtheCRB
weblinkonpage16)andotherguidance.The
existenceoftheletterandtheinformationit
containsmustnotberevealedtotheapplicantor
toanyotherpersonunconnectedwiththe
recruitmentprocess.
Therecruitercanthenmaketherecruitment
decisiononthebasisofalltheinformation
releasedbytheCRB,includingthatcontainedin
anyseparateletter,inaccordancewithgood
recruitmentpractice.Ifthedecisionismadeto
withdrawtheprovisionalofferofappointment,the
applicantwillneedtobeinformedofthat
decision.Itmaybethatmattersrevealedinthe
EnhancedDisclosurewilljustifysuchadecision;or
itmaybethattheinformationcontainedinthe
separateletterfromthepoliceprovidesevidence
thatintheirviewtheapplicantisunsuitablefor
theposition.
Inanyevent,therecruitermustnotrevealthe
existenceofanyseparateletteroritscontents.Itis
acriminaloffencetodiscloseinformationofthis
typewithoutthewrittenpermissionofthepolice.
Theconversationwiththeapplicantmaybe
difficulttoconductandrecruitersmaywishto
takeprofessionaladvicebeforeproceeding.It
mightbeenoughforarecruitertoexplainthat,
havingtakenupanumberofreferencesandmade
relevantenquiries,thedecisionhasbeenmadenot
toconfirmtheoffer(seetheflowchartin
Figure4).
9 Figure4:Dealingwithadditionalinformationfromthepolice

EnhancedDisclosureobtained

Thepoliceprovidenoadditional Thepoliceprovideadditionalinformationin
informationdirectlytotheemployer confidencetotheemployer

Followtheflowchartin Additionalconfidential Additionalconfidential

Figure2,page5 informationisnotrelevant informationisrelevantto
toproposedjob proposedjob

Provisionalofferofemploymentwithdrawn

Applicantdoesnotqueryorcontest Applicantqueriesorcontestswithdrawal
withdrawalofprovisionaloffer ofprovisionaloffer

Employerexplanation,whichDOESNOT Employerexplanation,whichDOESNOT
makereferencetoadditionalpolice makereferencetoadditionalpolice
information,isacceptedbyapplicant information,notacceptedbyapplicant

Filepaperssecurelyin Applicantrefersmattertoanemployment
linewithCRBrules tribunal(formIT1)anditisacceptedforhearing

Employercan'tdefenditspositionatan Employercandefenditspositionatan
employmenttribunalwithoutrevealing employmenttribunalwithoutrevealing
additionalpoliceinformation additionalpoliceinformation

Datesetforemploymenttribunalhearing

EmployeradvisesCRB Employeradvisesrelevantchiefpolice
ofsituation officer

CRBacknowledges Policedecidewhetherornot
receiptofinformation additionalconfidentialinformationcan
bereleasedtoemploymenttribunal
Policerequestthat
employmenttribunalhears Continuewith
relevantadditional normalemployment
No Yes
informationincamera tribunalprocess
 TheintroductionoftheCRBhasputtheonuson
10
organisationstoadoptpoliciesthatensure
informationoncriminalrecordsisusedinaway
thatprotectsthevulnerable,isfairandimproves
overallrecruitmentandretentionprocesses.In
orderforapolicyonemployingpeoplewith
criminalrecordstogainwidespreadacceptance
withinanorganisation,itsvitaltoinvolve
managers,employeesandtheirrepresentativesin
itsdevelopment.Inparticular,organisations
should:
Reviewingpolicies

Reviewnewpoststoassesswhetherthey
involveanyrisk.
Ensurestaffinvolvedinrecruitmentare
providedwithguidanceontheemploymentof
exoffendersandtheRehabilitationof
OffendersAct.
Trainstaffinvolvedinrecruitmentontraining
andprocedures

andemploymentprogrammesforthe
unemployed,includingprogrammesintended
specificallyforexoffenders.
Considerfidelitybondingarrangementsto
coveratriskposts.
Provideallunsuccessfulapplicantswithrelevant
feedbackrelatedtotheirconvictions.

Figure5:Whattodoifanexistingemployeeisfoundtohaveacriminalrecord

IfitbecomesappropriatetoseekDisclosureinformationinrelationtoan
existingemployeewhohasfailedtodiscloseanunspentconviction

First,youneedtoestablishwhethertheconvictionisrelevanttothepost

Assessthenewinformationintermsofrelevancetothejob

Ifrelevantandserious,consider
dismissalor
theintroductionofsafeguardsand/or
movementtoanotherjob
Donotuseinformationasanexcusetodismissapoorperformer
 UndertheProtectionofChildrenAct1999andthe
11
CriminalJusticeandCourtServicesAct2000,a
numberofpeoplearebannedfromworkingwith
children.Theseare:
AppendixA
childemployment. Wheretheyoungpersonis
undertheageof16,thoseresponsiblefor
caringfortheminthecourseoftheir
employmentarecoveredbythedefinition

peopleonlistheldunderSection142ofthe
EducationAct2002(List99)
peopleontheProtectionofChildrenAct
(PoCA)list(seeUsefulweblinkssection)
peopleontheNationalAssemblyofWaleslist
peopleaged18oroverconvictedofcertain
specifiedoffencesagainstthoseagedunder
18(or16insomeinstances)andgivena
hospitalorguardianshiporderoracustodial
sentenceof12monthsormore.Suspended
sentencesof12monthsormorearetreated
asqualifyingsentences.
ExamplesofoffencesspecifiedinscheduleFourof
theCriminalJusticeandCourtServicesAct2000
include:
intercoursewithagirlunder16
havingindecentphotographsofchildren
grossindecencywithachild.
SeeUsefulweblinksforfurtherdetails.
workingwithchildren
positionsofinfluenceandcontrolover
children whichcouldplacethematrisk.
Juvenilesunder18sshouldonlybebannedifa
courtbelievesthatthereisalikelihoodofthe
offenderinquestioncommittingafurtheroffence
againstayoungperson.
The1999Actrequireschildcareorganisationsto
refertothenamesofindividualsconsidered
unsuitableforworkwithchildrenonthe
governmentheldlists.Italsorequireschildcare
organisationsnotknowinglytoofferemployment
toanyonelistedforanypostsinvolvingregular
contactwithchildreninachildcarecapacity.
TheActappliestopeopledisqualifiedinEngland
andWalesonly.However,suchpeopleare
committinganoffenceiftheyseeksimilarworkin
NorthernIreland.Similarschemesarebeing
consideredinScotlandandNorthernIreland.
Thosewhoaresubjecttodisqualificationin
ScotlandandNorthernIrelandwillberecognised

asbeingdisqualifiedinEnglandandWales.
Thetermworkingwithchildrencoversanumber
ofareas.AccordingtotheGuideontheProtection
ofChildren,broadlytheseare:

employmentincertainestablishments that
providefunctionsofvarioussortsexclusivelyor
mainlyforchildrensuchasschools,childrens
Peoplebannedfrom

homesandchildrenshospitals.Allstaff,
whetherprimaryorsecondarycarersorancillary
staffaredeemedtobeprimarycarers
employmentindaycarepremises,except
wheretheworktakesplaceinadifferentpart
ofthepremisestowheredaycareactivitiesare
situated,orifitoccursduringtimesoftheday
whenchildrenarenotbeinglookedafter
caringfor,training,supervisingorbeingin
solechargeofchildren
apositionwherenormaldutiesinvolve
unsupervisedcontactwithchildren.
Thiswouldcover,forexample,aminicabfirm
whosedriversareemployedtotransport
unaccompaniedchildrenonaregularbasis,
butnotthosewhodothisonanirregularor
oneoffbasis
 TheRehabilitationofOffendersAct1974enables
12
criminalconvictionstobecomespent,orignored,
afterarehabilitationperiod.Afterthisperiod,
withcertainexceptions,apersonwithaconviction
isnotnormallyobligedtomentionitwhen
applyingforajob.TheActismorelikelytohelp
TheRehabilitation
ExceptionstotheAct
Variouskindsofemployment,occupationsand
professionsareexempted.TheExceptionsOrder
overrulestheemploymentrightsanexoffender
wouldotherwisehaveinrespectofspent
convictions.Exoffendershavetodisclose

peoplewithfewand/orminorconvictionsbecause
furtherconvictionsusuallyextendrehabilitation
periods.Peoplewithmanyconvictions,especially
seriousconvictions,maynotbenefitfromtheAct
unlesstheconvictionsareveryold.
informationaboutspent,aswellasunspent,
convictions,providedtheemployerstatesclearly
ontheapplicationformorattheinterviewthat
thejobappliedforisexempted.Exempted
occupationsfallintothefollowingcategories:

Rehabilitationperiods
Thelengthoftherehabilitationperioddependson
thesentencegivennottheoffencecommitted.
Foracustodialsentence,therehabilitationperiod
isdecidedbytheoriginalsentence,notthetime
served(seetablebelow).Custodialsentencesof
morethantwoandahalfyearscanneverbecome
spent.
ofOffendersAct1974
AppendixB
workinvolvingmattersofnationalsecurity
workthatbringsthepersonintocontactwith
vulnerablegroupssuchastheinfirm,elderly,
mentallyillandyoungpeopleunder18
postsconcernedwiththeadministrationof
justice,forexample,policeofficers,lawyers
professionsthathavelegalprotection,for
example,nurses,doctors,dentists,chemistsetc
HealthServiceappointments.

Rehabilitationperiod Rehabilitationperiod
forpeopleagedunder forpeopleaged18or
Sentence 18whenconvicted overwhenconvicted
Prisonsentences1 of6monthsofless 3.5years 7years
Prisonsentencesofmorethan6months
to2.5years 5years 10years
Borstal(abolishedin1988) 7years 7years
Detentioncentres(abolishedin1988) 3years 3years
Fines,2 compensation,probation,3 communityservice,4 2.5years 5years
combination,5 actionplan,curfew,drugtreatment
andtesting,andreparationorders
Absolutedischarge 6months 6months

1 Includingsuspendedsentences,youthcustody(abolishedin1988)anddetentioninayoungoffenderinstitution(abolishedforthose
under18in2000andforthoseaged1820in2001).
2 Evenifsubsequentlyimprisonedforfinedefault.
3 Forpeopleconvictedonorafter3February1995.Theseordersarenowcalledcommunityrehabilitationorders.
4 Theseordersarenowcalledcommunitypunishmentorders.
5 Theseordersarenowcalledcommunitypunishmentandrehabilitationorders.
 Advisory,ConciliationandArbitrationService DepartmentofHealth
13
HeadOffice RichmondHouse
BrandonHouse 79Whitehall
180BoroughHighStreet LondonSW1A2NL
LondonSE11LW Tel:02072104850
Tel:02072103613 Website:www.doh.gov.uk
Website:www.acas.org.uk TheProtectionofChildrenAct1999:Apractical
(seetelephonedirectoryforaddressofyourlocal guideforallorganisationsworkingwithchildren,
ACASoffice) DepartmentofHealth

CharteredInstituteofPersonneland EmploymentService
Development 236GraysInnRoad
AppendixC

CIPDHouse LondonWC1X
CampRoad Tel:02072113000
LondonSW194UX Website:www.employmentservice.gov.uk
Tel:02089719000 JustfortheRecord, EmploymentService
Website:www.cipd.co.uk
HomeOffice
CriminalRecordsBureau 50QueenAnnesGate
POBox110 LondonSW19AT
LiverpoolL693EF Tel:02072734000
Tel:08709090811 Website:www.homeoffice.gov.uk
Website:www.crb.gov.uk WipingtheSlateClean,HomeOffice
Disclosureinformationwebsite: SafefromHarm:Safeguardingthewelfareof
www.disclosure.gov.uk childreninvoluntaryorganisationsinEngland
CodeofPracticeforRegisteredBodies,CRB andWales,HomeOffice
CriminalJusticeandCourtServicesAct2000:
DepartmentforEducationandSkills Protectionofchildrenguidance,HomeOffice
AdultDisadvantagePolicyDivision
8thFloor,Moorfoot TradeUnionCongress
SheffieldS14PQ CongressHouse
Tel:01142594806 GreatRussellStreet
Website:www.dfes.gov.uk LondonWC1B3LS
andpublications

Tel:02076364030
Website:www.tuc.org.uk
Usefulorganisations

Specialistvoluntaryorganisations

ApexTrust Nacro
StAlphageHouse 169ClaphamRoad
WingateAnnexe LondonSW90PU
2ForeStreet Tel:02075826500
LondonEC2Y5DA Website:www.nacro.org.uk
Tel:02076835931 EmployingOffenders:Advicetoemployers,Nacro
Website:www.apextrust.com RecruitingSafely,Nacro/CJNTO
FidelityBondInsurance,ApexTrust

Clinks(umbrellabodysupportingorganisations SocietyofVoluntaryAssociates(Sova)
thatworkwithexoffendersandtheirfamilies) 350KenningtonRoad
15PrioryStreet LondonSE114LH
YorkYO16ET Tel:02077930404
Tel:01904673970 Website:www.sova.org.uk
Website:www.clinks.org
 Cautions
14 ofterms Givenwhenthereissufficientevidencefora
convictionbutitisnotconsideredtobeinthe
publicinteresttoinstitutecriminalproceedings.
Cautionshavetraditionallybeenusedmostfor
juvenileandfirsttimeoffenders.

Codeofpractice
CodepublishedbytheCRBthatsetsoutthe
requirementswithwhichorganisationsusing
Disclosureinformationmustcomply.

Conviction(s)
Glossary

Arisefromoffencestriedatcourt.

Criminalrecords
Containdetailsofconvictions,aswellascautions,
reprimands,finalwarnings,etc.

Fidelitybonding
Aformofinsurancethatorganisationscanbuyto
protectthemselvesagainstlossofmoneyor
propertycausedthroughthedishonestactsof
employees.Alsoknownasfidelityguarantee
insurance.

PoliceNationalComputer
Thecentralpolicedatabaseagainstwhichall
checkswillbemade.

Registeredbody
Anemployerorotheragencyregisteredwiththe
CRBtoadministerStandardandEnhanced
Disclosures.

ScheduleFouroffence
UndertheCriminalJusticeandCourtServicesAct
2000,adultsconvictedofaScheduleFouroffence
andgivenahospitalorguardianshiporderora
custodialsentenceof12monthsormoreare
bannedfromworkingwithchildren.
 APEXTRUST.(1991)Thehiddenworkforce:
15
employingexoffendersrecruitmentpolicyand
practice,anationalsurvey.London:ApexTrust.
Bibliography

ASSOCIATIONOFCHIEFOFFICERSOFPROBATION
(ACOP).(1998)Offenderemploymentstatistics
summary.London:ACOP.

BETTERREGULATIONTASKFORCE.(1999)Aview
ofthecriteriausedtojudgepeoplessuitabilityfor
certainoccupations.London:CentralOfficeof
Information.

FLETCHER,D.,TAYLOR,A.,HUGHES,S., (2001)
Recruitingandemployingoffenders. York:
YorkPuiblishingServicesLtd.JosephRowntree
Foundation.

GARDINERCOMMITTEE.(1972) Livingitdown:
theproblemofoldconvictions.London:Justice.

HOMEOFFICE.(1987)Criminalcareersofthose
bornin1953:persistentoffenders.Statistical
Bulletin.London:HomeOffice.

HOMEOFFICE.(1999)PrisonstatisticsEnglandand
Wales.London:HMSO.

HOMEOFFICE,CriminalRecordsBureau.(2001)
Codeofpracticeforregisteredbodies.London:
HomeOffice.

NACRO.(2001)Recruitingsafely.London:Nacro.
 RehabilitationofOffendersAct1974
16
www.homeoffice.gov.uk/justice/sentencing/rehabilitation/obtain.html

CRB
Codeofpractice
www.disclosure.gov.uk/index.asp?fuseaction=codeprac

CRB
Howtohandleapprovedandadditionalinformationguidance
www.disclosure.gov.uk/index_reg.asp?fuseaction=alreadyreg_using_9

PoliceAct1997
www.hmso.gov.uk/acts/acts1997/1997050.htm

CIPD
Aselectionofmaterialonexoffenders(survey,guideandtool)
www.cipd.co.uk/subjects/dvsequl/
weblinks

ProtectionofChildrenAct1999andtheCriminalJusticeandCourtServicesAct2000
Itisanoffenceforanyorganisationtoofferemploymentinvolvingregularcontactwithyoung
peopleundertheageof18toanyonewhohasbeenconvictedofcertainspecifiedoffences,
orincludedonlistsofpeopleconsideredunsuitableforsuchworkheldbytheDepartmentfor
EducationandSkillsandtheDepartmentofHealth.Itisalsoanoffenceforpeopleconvicted
ofsuchoffencestoapplyforworkwithyoungpeople.SchedulefouroftheCriminalJustice
andCourtServicesActliststheoffencesthatwouldautomaticallybantheoffenderfrom
workingwithchildren.Theseincludevariouskindsofviolenceandsexualoffences.
www.hmso.gov.uk/acts/acts1999/90014a.htm#1
www.hmso.gov.uk/acts/acts2000/00043r.htm#sch4
Useful

CareStandardsAct2000
Thishastwomainaims:improvingthequalityofcareservicesandprotectingvulnerablepeople
whousetheseservices.ThemainprovisionsoftheActaretheproperregulationofthefull
rangeofsocialcareandprivateandvoluntaryhealthcarethroughtheNationalCareStandards
CommissionandtheregulationofthesocialcareworkforcethroughtheGeneralSocialCare
Council.InWales,theCareCouncilforWalesandtheCareStandardsInspectorateforWales
andtheChildrensCommissionforWalesplaythesamerolerespectively.TheActalsoseeksto
improvetheprotectionofserviceusersbycreatingalistofpeopleunsuitabletoworkwith
vulnerableadults,similartotheexistingprovisionforchildren.
www.legislation.hmso.gov.uk/acts/acts2000/20000014.htm

DataProtectionAct1998
IntheUK,theDataProtectionAct1998coverspersonalinformation,inmanualor
computerisedform,thatisreadilyaccessible.Thelaw,whichsetsouteightprinciplesthatthose
incontrolofdatamustfollow,hasbeenbroughtintoforceinstagesandwillnotcomefully
intoeffectuntil24October2007.Sofar,theInformationCommissionerhasissuedanumber
ofcodesonrecruitment,managingabsence,employeemonitoringandmedicaltesting.
www.hmso.gov.uk/acts/acts1998/19980029.htm

HumanRightsAct1998
UndertheHumanRightsAct1998anyonewhobelievestheirrightsassetoutinthe
EuropeanConventiononHumanRightshavebeenviolatedbyapublicauthorityisableto
raisetheircomplaintbeforeaUKcourt.Organisationsthatarepublicauthoritiesshould
thereforebeawareofthepossibilityoflegalchallengefromexoffenderswhobelievetheir
rightshavebeenviolatedunderArticle14oftheAct,whichguaranteesfreedomfrom
discrimination.Equally,publicorganisationsshouldbeawarethatvictimsofphysicalabuse
causedbyemployeesknowntohaveacriminalrecordmightalsoseeklegalchallengeon
thegroundsthattheorganisationfailedtoprotectthemsufficiently.
www.hmso.gov.uk/acts/acts1998/19980042.htm
 Issued:July2004 Reference:3083

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