Employers and club officials
Safe employment and deployment practices are a must for all sporting organisations. The British Horse Society has registered with the relevant bodies in the UK in order to help carry out checks on candidates who will work with children, young people and vulnerable adults.
We process applications on behalf of British Equestrian Federation (BEF) member bodies, organisations in the equine industry and other land based sectors.
Exempted Questions
Your organisation must ensure that you are entitled to ask an exempted question. An exempted question is a valid request for a person to reveal their full criminal history (including spent convictions) and is made possible by virtue of the Exceptions Order to the Rehabilitation of Offenders Act (ROA) 1974.
Self-employed people
Disclosures are not currently available to self-employed people. It is against the law to do so.
Enhanced Vs Standard
Standard CRB Check
The Standard check contains details of all convictions held on the Police National Computer including current and 'spent' convictions as well as details of any cautions, reprimands or final warnings. If a position involves working with children, the CRB check will indicate whether information is held on three government lists of those who are banned from working with children or the vulnerable.
Enhanced CRB Check
These are for posts that involve a far greater degree of contact with children or vulnerable adults. In general the type of work will involve regularly caring for, supervising, training or being in sole charge of such people. Examples include a Teacher, Scout or Guide leader.
This level of check involves an additional level of check to those carried out for the Standard CRB check - a check on local police records
Additional information
Enhanced checks may contain ‘additional’ information. Occasionally the Chief Police Officer may, if thought necessary in the interests of the prevention or detection of crime, release ‘additional’ information to the Countersignatory only, in the form of a separate letter and should not be revealed to the applicant. It is important that you think about the post concerned and, where necessary, use risk assessment to decide on what type of disclosure to use.
For further information and definitions please see the CRB website
What do I do next?
Before beginning to check your employee’s identity and disclosure form please read through the guidance notes located in the useful information section below
Ensure you have safe recruitment practices
Criminal Record Bureau disclosure checks are a small part of a safe recruitment process, please make sure you also include:
- Referencing
- Self – disclosure forms (sample available)
- Check previous employment history
You must make job applicants aware that they will be required to obtain a disclosure certificate. You should also provide applicants with a copy of the CRB code of practice and recruitment of ex-offenders policy (both available on CRB website).
Payment
Paid Employees
Enhanced disclosures cost £46
Volunteers
Applications for volunteers will cost £10
There is no legal requirement to check volunteers, please see the CRB website for further guidance.
Definition of volunteer (provided by CRB website)
‘a person who is engaged in any activity which involves spending time, unpaid (except for travelling and other approved out-of-pocket expenses), doing something which aims to benefit some third party other than or in addition to a close relative.’
How do I apply?
For more information please contact the relevent person on the further contact page.
Useful information
BHS information pack for employers (England and Wales)
BHS ID-checkers guide - for people who check identity documents but do not directly employ staff or volunteers
BHS Address history factsheet
BHS policies for employers
Address history continuation sheet
Useful Links
CRB website
Disclosure Scotland
Access Northern Ireland