Professional Documents
Culture Documents
Employing Ex Offenders: A Practical Guide
Employing Ex Offenders: A Practical Guide
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 ThePoliceAct1997
3
(around20percentoftheworkingage population) PartVofthePoliceAct1997allowsallthose
ontheHomeOfficeOffenders Index, the official organisationsinEnglandandWalesthatare
registerofallthosewithcriminalconvictions.The entitledtoaskexemptedquestionsunderthe
indexshowsthatoneinthreemenandalmost termsoftheROAtoobtaininformationonthe
oneintenwomenbornin1953hadbeen criminalrecordsofprospectiveemployeesand
convictedofanoffencebeforetheageof46. volunteersfromacentralisedsource.SinceMarch
2002,criminalrecordchecks(knownasDisclosures)
However,fewoftheseoffenderswilleverhave havebeencarriedoutbytheCriminalRecords
beeninside.Halfthe1953cohortofmale Bureau(CRB).
offendersandthreequartersoffemales have just
oneconviction,typicallyforanoffence committed InScotland,theScottishCriminalRecordOffice
intheirteensorearly20s. performsthesamefunction.Arrangementsfor
NorthernIrelandareyettobefinalised.
Mostoffenderssentencedtoimprisonmentreceive
shortsentences.Byfarthemajorityofprisoners TherearetwokindsofDisclosurecurrentlyrelevant
66percentofalladultprisonersin1999serve toemployers:
sentenceslessthan12monthslong.
StandardDisclosure appliestopostsexempted
In1992,around90percentofoffendersfaced undertheROAandrelatesparticularlytocertain
Part1
unemploymentonreleasefromprison.Most sensitiveareasofemployment,suchasjobs
offendersaremale,withthepeakoffendingage involvingregularcontactwithchildrenand
being18.Themajorityofoffendersceaseto vulnerableadults.StandardDisclosurecontains
offendaftertheageof25.ResearchbytheCIPD detailsofbothspentandunspentconvictions,as
exoffendersintheworkforce
revealedthatemploymentisthesinglemost wellascautions,reprimandsandfinalwarnings
importantfactorinreducingreoffending.Ofthe heldonthePoliceNationalComputer.Ifthepost
144HRprofessionalswhohaveknowingly involvesworkingwithchildrenorvulnerable
employedexoffenders,only8havereportedcases adults,thelistsheldbyothergovernment
ofreoffending.Inaddition,twothirdsofHR departmentsofthosebannedfrom,orrestricted
managersstatethatemployingexoffendershas in,workingwiththesegroupsarealsosearched.
beenapositiveexperience.
EnhancedDisclosure appliestopostsinvolving
Backgroundand
TheRehabilitationofOffendersAct(ROA)1974 greatercontactwithchildrenorvulnerableadults
TheROAwasintroducedin1974toensurethat (forexample,jobsinvolvingcaringfor,supervising,
exoffenderswhohavenotreoffendedforaperiod trainingorbeinginsolechargeofchildrenand
currentlegislation:
oftimesincethedateoftheirconvictionarenot vulnerableadults).EnhancedDisclosurecontains
discriminatedagainstwhenapplyingforjobs.The thesameinformationasStandardDisclosurebut
ROAenablesexoffenderstowipetheslateclean alsoincludesnonconvictioninformationfrom
oftheircriminalrecordsinthesensethattheyare localpolicerecordsifitisthoughttoberelevant
nolongerlegallyrequiredtodisclosetoorganisations tothepositionbeingappliedfor.
convictionsthatarespent,unlessthejobtheyare
applyingforisexemptedfromtheAct.Arangeof ApplicationsforStandardandEnhancedDisclosures
differenttypesofwork,occupations,employment canbemadeonlybyorganisationsthathave
andprofessionsareexemptedandarecontained registeredwiththeCRBorthroughotherspecific
intheExemptionsOrderoftheROA.Thisincludes organisationsthatareregisteredwiththeCRB.
workthatinvolvesaccesstochildren,young Applicationsmustbemadewiththeexpress
people,theelderly,disabledpeople,alcoholor agreementoftheindividualconcernedandsigned
drugmisusersandthechronicallysick.Insuch byboththeapplicantandtheregisteredbody.
cases,organisationsarelegallyentitledtoask
applicantsfordetailsofconvictions,irrespective OrganisationsthatregisterwiththeCRBtoobtain
ofwhethertheyarespentorunspentunder StandardandEnhancedDisclosuresarerequired
theAct.Thelengthoftimerequiredforanex toadheretoastrictcodeofpractice,designed
offendertobecomerehabilitateddependsonthe specificallytoensurethatDisclosureinformation
sentencereceivedandtheagewhenconvicted. isusedfairly,sensiblyandconfidentially.
Custodialsentencesofmorethantwoandahalf
yearscanneverbecomespent(seeAppendixB
formoredetailonrehabilitationperiods).
Part2ofthispracticalguidetoemploying filledinvolvesadegreeofriskorwherethereisa
4
exoffendersoffersadviceandguidanceonhow legalrequirementtodoso.Disclosureshouldnot
organisationscanimplementfairandeffective beusedasablanketrequirementinall
policyandpracticeforrecruitingpeoplewitha circumstances.Thefactthatapersonhasa
criminalrecordbasedonafullassessmentofthe criminalrecordisfrequentlyirrelevanttothejob
risksinvolved.Thisrecruitmentprocesscoversthe forwhichtheyareapplying.
jobapplication,recruitment,interviewingand
postappointmentprocess. Organisationsthatdecidetoaskapplicantsabout
criminalrecordsshoulddosoinsuchawayasto
Organisationsthatareeligibletomakeuseofthe encouragehonesty.Applicantsshouldbeinformedat
CRBtoobtaincriminalrecordinformationneed theoutsetifcriminalrecordinformationwillbe
todecidehowtohandlesensiblyandresponsibly requestedfromthem.Thiswillprovideabasisforthe
theincreasedflowofinformationoncriminal applicanttodecidewhetherornottoapplyforthe
records,takingintoaccountlegalobligationsand post.Organisationsshouldemphasisethatthis
goodpractice. informationwillbeusedonlytoassesstheapplicants
suitabilityforemploymentinsofarasitisrelevant,
Thefollowingframeworkgivesyouagood andthattheywillbeconsideredonmeritandability
Employingpeople
foundationonwhichtobaseyouractions. andnotdiscriminatedagainstunfairly.
Gatheringinformationaboutcriminalrecords TheflowchartsinFigures1and2outlinethe
Attheoutset,organisationsneedtodecide stepsthatwerecommendemployerstake
whether,giventhenatureofthejobtheyare whengatheringinformationaboutcriminal
tryingtofill,itisappropriatetoaskaboutcriminal recordsduringtheinitialrecruitmentprocess
recordsandobtainaDisclosure.Organisations andatthepointofofferingthejob.
withacriminalrecord
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
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 ConfidentialityofEnhancedDisclosure
6
Thereisalimittotheusefulnessofinformation information(nonconvictioninformation)
providedbyStandardorEnhancedDisclosures. InasmallnumberofcasesanEnhancedDisclosure
Whereinformationisrevealed,theDisclosurewill checkmayresultinthelocalpoliceforcedisclosing
generallyonlyprovidethebasicfactsthename nonconvictioninformationtotheregisteredbody,
anddateofoffences,forinstance,andthe bywayofaseparateletter,andnottothe
sentence.Itwillnotputthemintocontext. applicant.Thismayincludeinformationabouta
Disclosuresmayalsonotprovideinformationon currentinvestigation.Thisisveryimportantin
peopleconvictedabroad,althoughtheCRBwill determiningwhethersomeoneisasuitableperson
drawondataonthePoliceNationalComputer, foraparticularpost,butitshouldberemembered
whichcontainsdetailsofsome70,000offences thatthisinformationmustnotbepassedontothe
committedoverseas. applicant.Todosowouldbeanoffenceunderthe
PoliceAct1997(seetheflowchartinFigure4for
furtherinformation).
ofcriminalrecords
Thesuitabilityforemploymentofapersonwitha havemettherequirementsoftheperson
criminalrecordwillvary,dependingonthenature specificationandthendiscloseacriminalrecordthat
ofthejobandthedetailsandcircumstancesofany isnotrelateddirectlytothepost,youshoulddiscuss
convictions.Decidingontherelevanceof therelevanceofeachoffencewiththeapplicant.
convictionstospecificpostsisnotanexactscience.
Anassessmentofanapplicantsskills,experience Youwillneedtotaketheseissuesintoaccount:
Assessingtherelevance
andconvictioncircumstancesshouldbeweighed
upagainsttheriskassessmentcriteriaforthejob. theseriousnessoftheoffenceanditsrelevance
tothesafetyofotheremployees,customers,
Anapplicantscriminalrecordshouldbeassessed clientsorproperty
inrelationtothetaskstheywillberequiredto thelengthoftimesincetheoffenceoccurred
performandthecircumstancesinwhichthework anyrelevantinformationofferedbythe
istobecarriedout.Werecommendthatyou applicantaboutthecircumstanceswhichledto
considerthesepointswhendecidingonthe theoffencebeingcommitted,forexample,the
relevanceofoffencestoparticularposts: influenceofdomesticorfinancialdifficulties
whethertheoffencewasaoneoff,orpartofa
Doesthepostinvolveonetoonecontactwith historyofoffending
childrenorothervulnerablegroupsas whethertheapplicantscircumstanceshave
employees,customersorclients? changedsincetheoffencewascommitted,
Whatlevelofsupervisionwillthepostholder makingreoffendinglesslikely
receive? whethertheoffencehasbeendecriminalisedby
Doesthepostinvolveanydirectresponsibility Parliament
forfinanceoritemsofvalue? thecountryinwhichtheoffencewas
Doesthepostinvolvedirectcontactwiththe committed.Someactivitiesareoffencesin
public? ScotlandandnotinEnglandandWales,and
Willthenatureofthejobpresentany viceversa
opportunitiesforthepostholdertoreoffendin thedegreeofremorse,orotherwise,expressed
thecourseofwork? bytheapplicantandtheirmotivationto
change.
Insomecases,therelationshipbetweentheoffence
andthepostwillbeclearenoughforthe
organisationtodecideeasilyonthesuitabilityofthe
applicantforthejob.Forshortlistedapplicantswho
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: codeofpractice(youcangetthisfromtheCRB
8
weblinkonpage16)andotherguidance.The
Informationregardingoffencesiskept existenceoftheletterandtheinformationit
managingsensitive
confidential.Applicantsneedtofeelconfident containsmustnotberevealedtotheapplicantor
thatinformationabouttheirconvictionswillnot toanyotherpersonunconnectedwiththe
bedisclosedtoanyoneunlessthereisaspecific recruitmentprocess.
reasonfordoingso.
Onlythepeopledirectlyresponsiblefor Therecruitercanthenmaketherecruitment
recruitment,whetherornotinthepersonnel decisiononthebasisofalltheinformation
department,shouldbeinformedofan releasedbytheCRB,includingthatcontainedin
applicantscriminalrecord. anyseparateletter,inaccordancewithgood
Thesuccessfulapplicantshouldbeinformed recruitmentpractice.Ifthedecisionismadeto
Adviceforemployerson
whointheorganisationistoldaboutthe withdrawtheprovisionalofferofappointment,the
convictionandthereasonswhytheinformation applicantwillneedtobeinformedofthat
hasbeendisclosedtothosepeople.Ifthe decision.Itmaybethatmattersrevealedinthe
individualslinemanagerwasnotdirectly EnhancedDisclosurewilljustifysuchadecision;or
information
involvedintherecruitmentprocess,theyshould itmaybethattheinformationcontainedinthe
onlybeinformedoftheoffenceifitisdirectly separateletterfromthepoliceprovidesevidence
connectedwiththejob. thatintheirviewtheapplicantisunsuitablefor
Offenceinformationmustbekeptsecurelyin theposition.
lockablefilingcabinets.Accesstokeysshould
berestrictedtoindividualsresponsiblefor Inanyevent,therecruitermustnotrevealthe
recruitmentandthoseinpersonnelwhoneed existenceofanyseparateletteroritscontents.Itis
accesstothefiles. acriminaloffencetodiscloseinformationofthis
typewithoutthewrittenpermissionofthepolice.
Inasmallnumberofcases,thechiefpoliceofficer Theconversationwiththeapplicantmaybe
oftherelevantpoliceforcemayreleaseadditional difficulttoconductandrecruitersmaywishto
policeinformationinaletter,separatefromthe takeprofessionaladvicebeforeproceeding.It
EnhancedDisclosure,tothecountersignatory mightbeenoughforarecruitertoexplainthat,
(employer)onlyandnottotheapplicant.The havingtakenupanumberofreferencesandmade
lettershouldbehandled,storedandusedin relevantenquiries,thedecisionhasbeenmadenot
exactlythesamewayasanyotherDisclosure toconfirmtheoffer(seetheflowchartin
informationandinaccordancewiththeCRBs Figure4).
9 Figure4:Dealingwithadditionalinformationfromthepolice
EnhancedDisclosureobtained
Thepoliceprovidenoadditional Thepoliceprovideadditionalinformationin
informationdirectlytotheemployer confidencetotheemployer
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 childemployment. Wheretheyoungpersonis
11
CriminalJusticeandCourtServicesAct2000,a undertheageof16,thoseresponsiblefor
numberofpeoplearebannedfromworkingwith caringfortheminthecourseoftheir
children.Theseare: employmentarecoveredbythedefinition
AppendixA
positionsofinfluenceandcontrolover
peopleonlistheldunderSection142ofthe children whichcouldplacethematrisk.
EducationAct2002(List99)
peopleontheProtectionofChildrenAct Juvenilesunder18sshouldonlybebannedifa
(PoCA)list(seeUsefulweblinkssection) courtbelievesthatthereisalikelihoodofthe
peopleontheNationalAssemblyofWaleslist offenderinquestioncommittingafurtheroffence
peopleaged18oroverconvictedofcertain againstayoungperson.
specifiedoffencesagainstthoseagedunder
18(or16insomeinstances)andgivena The1999Actrequireschildcareorganisationsto
hospitalorguardianshiporderoracustodial refertothenamesofindividualsconsidered
sentenceof12monthsormore.Suspended unsuitableforworkwithchildrenonthe
sentencesof12monthsormorearetreated governmentheldlists.Italsorequireschildcare
asqualifyingsentences. organisationsnotknowinglytoofferemployment
toanyonelistedforanypostsinvolvingregular
ExamplesofoffencesspecifiedinscheduleFourof contactwithchildreninachildcarecapacity.
theCriminalJusticeandCourtServicesAct2000
include: TheActappliestopeopledisqualifiedinEngland
andWalesonly.However,suchpeopleare
intercoursewithagirlunder16 committinganoffenceiftheyseeksimilarworkin
havingindecentphotographsofchildren NorthernIreland.Similarschemesarebeing
grossindecencywithachild. consideredinScotlandandNorthernIreland.
Thosewhoaresubjecttodisqualificationin
SeeUsefulweblinksforfurtherdetails. ScotlandandNorthernIrelandwillberecognised
workingwithchildren
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 ExceptionstotheAct
12
criminalconvictionstobecomespent,orignored, Variouskindsofemployment,occupationsand
afterarehabilitationperiod.Afterthisperiod, professionsareexempted.TheExceptionsOrder
withcertainexceptions,apersonwithaconviction overrulestheemploymentrightsanexoffender
isnotnormallyobligedtomentionitwhen wouldotherwisehaveinrespectofspent
applyingforajob.TheActismorelikelytohelp convictions.Exoffendershavetodisclose
TheRehabilitation
peoplewithfewand/orminorconvictionsbecause informationaboutspent,aswellasunspent,
furtherconvictionsusuallyextendrehabilitation convictions,providedtheemployerstatesclearly
periods.Peoplewithmanyconvictions,especially ontheapplicationformorattheinterviewthat
seriousconvictions,maynotbenefitfromtheAct thejobappliedforisexempted.Exempted
unlesstheconvictionsareveryold. occupationsfallintothefollowingcategories:
Rehabilitationperiods workinvolvingmattersofnationalsecurity
Thelengthoftherehabilitationperioddependson workthatbringsthepersonintocontactwith
thesentencegivennottheoffencecommitted. vulnerablegroupssuchastheinfirm,elderly,
Foracustodialsentence,therehabilitationperiod mentallyillandyoungpeopleunder18
isdecidedbytheoriginalsentence,notthetime postsconcernedwiththeadministrationof
served(seetablebelow).Custodialsentencesof justice,forexample,policeofficers,lawyers
morethantwoandahalfyearscanneverbecome professionsthathavelegalprotection,for
spent. example,nurses,doctors,dentists,chemistsetc
HealthServiceappointments.
ofOffendersAct1974
AppendixB
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.
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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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