At Extra Workforce , we are committed to maintaining the highest standards of safety, trust, and professionalism across all our services. As a recruitment service, we recognise our responsibility to protect our clients, our workforce, and the wider public.
This Criminal Record Disclosures Policy explains how we manage and assess criminal record information during the recruitment and employment process. It ensures compliance with relevant UK legislation while promoting fairness, transparency, and equal opportunity for all applicants.
The purpose of this policy is to:
This policy applies to:
All candidates are assessed primarily on their skills, qualifications, experience, and suitability for the role. Having a criminal record does not automatically exclude an individual from employment. Criminal history will only be considered where it is relevant to the position applied for.
Any information disclosed regarding criminal records is treated as sensitive personal data. It is handled securely and shared only with authorised personnel directly involved in the recruitment decision.
Extra Workforce fully complies with the Rehabilitation of Offenders Act 1974. Spent convictions will not be considered unless the role is exempt under the Act and legally requires disclosure.
Where criminal records are considered, decisions will be proportionate and balanced. Factors such as the nature of the offence, its relevance to the role, the time elapsed since the offence, and evidence of rehabilitation will be taken into account.
Where a role requires a criminal record check, this will be clearly stated in the job advertisement. This ensures transparency and allows candidates to make informed decisions before applying.
Candidates will not be asked to disclose criminal convictions unless it is legally relevant to the role. Where disclosure is required, applicants will be given the opportunity to provide context and additional information.
For roles requiring Disclosure and Barring Service (DBS) checks, the appropriate level of check will be requested in line with legal requirements. Extra Workforce will only request checks that are necessary for the specific role.
Any disclosed criminal information will be reviewed fairly and individually. Extra Workforce will consider:
A criminal record will not result in automatic rejection.
Applicants who disclose criminal records will be given the opportunity to discuss the information in confidence. Where a decision is influenced by a disclosure, candidates may request clarification or provide further supporting information.
This policy is reviewed regularly to ensure it remains compliant with current legislation and reflects best practice within the security and recruitment sectors.
Extra Workforce is committed to equal opportunities and fair treatment for all. We believe in assessing individuals on their ability to perform a role safely and effectively while balancing legal responsibilities and client requirements.
These FAQs explain how our security services support construction sites of all sizes across Birmingham.
This guide explains our services, processes and the expertise behind our team so you can make confident and informed decisions. If you have any questions that are not answered here, our support team is available around the clock. You can contact us by email or through our online form. Your security matters to us and we are here to help at every stage.