Guvnor
Education & Training

Safer Recruitment for Childcare Settings

Step-by-step safer recruitment for childcare providers including DBS enhanced checks, disqualification declarations, reference checking, interview techniques, and maintaining a single central record.

UK-wide
Guide summary

You must check all staff and volunteers working with children have passed Enhanced DBS and barred list checks. Verify their identity, right to work, and references before they start. Keep a single record of all checks.

  • Include safeguarding in job adverts and ask about it in interviews
  • Get two references and check them before the person starts
  • Verify identity documents and right to work in the UK
  • Apply for Enhanced DBS with barred list check (£49.50)
  • Check overseas criminal records if they lived abroad
  • Make staff declare they're not disqualified from childcare
  • Keep a single central record of all checks
  • Subscribe to DBS Update Service (£16/year)
  • Check staff behaviour regularly and have a whistleblowing policy
  • Penalty for hiring disqualified staff: up to 2 years in prison
On this page
UK-wide

Safer recruitment is your first line of defence in safeguarding children. Every person who works in your childcare setting — including staff, volunteers, students, and committee members — must be properly vetted before they have unsupervised access to children.

This guide covers the end-to-end safer recruitment process specific to childcare settings. For general DBS guidance, see the DBS checks for employers guide.

The safer recruitment process

DBS checks for childcare

Childcare workers are in "regulated activity" with children, which means Enhanced DBS with children's barred list check is mandatory:

Disqualification checks

In addition to DBS checks, you must verify that staff are not disqualified from childcare work:

Ongoing suitability monitoring

Safer recruitment does not end at appointment. You must maintain ongoing vigilance:

  • DBS Update Service: Encourage staff to subscribe (GBP 13/year). Allows you to check status annually without a full new application
  • Annual declarations: Ask all staff to sign an annual declaration confirming no changes to their criminal record or suitability
  • Supervision: Regular supervision provides opportunity to identify concerns about staff behaviour
  • Whistleblowing: Have a clear whistleblowing policy so staff can raise concerns about colleagues

Related guides in DBS Checks

Start and Register a Childcare Business

Complete guide to registering and launching a childcare business in England, from Ofsted registration to EYFS compliance. Covers nurseries, preschools, and childminders.

Register as a Childminder in England

Complete guide to becoming a registered childminder, from pre-registration training and DBS checks to Ofsted registration and setting up your self-employed childminding business.

Register Holiday Clubs and Out-of-School Care

Ofsted registration requirements for holiday clubs, breakfast clubs, after-school clubs, and wraparound care. Covers when registration is required, exemptions, and compliance obligations.

Nannies and Au Pairs: Regulations and Employment

Legal requirements, Ofsted registration rules, and employment obligations for nannies and au pairs. Covers when registration is required, voluntary registration benefits, DBS checks, and visa requirements.