1. Policy Statement
Bash EcoCleaners Service Ltd is committed to ensuring the safety of our clients, their premises, and the people who use them. We carry out thorough pre-employment checks on all staff, including Disclosure and Barring Service (DBS) checks, right to work verification, and reference checks.
This policy applies to all employees, contractors, agency workers, and franchise staff.
2. Types of DBS Checks
We carry out the appropriate level of DBS check based on the role and the environment in which the individual will work:
- Basic DBS check: For all cleaning operatives working in general commercial premises. Reveals any unspent criminal convictions
- Standard DBS check: For staff in roles requiring a higher level of trust. Reveals both spent and unspent convictions, cautions, reprimands, and warnings
- Enhanced DBS check: For staff working in regulated environments such as schools, care homes, hospitals, and sheltered housing. Includes all information on a standard check plus any additional information held by local police that is relevant to the role
- Enhanced DBS with Barred List check: For staff in regulated activity with children or vulnerable adults. Includes a check against the DBS barred lists
3. Pre-Employment Checks
Before any individual begins work, the following checks are completed:
- Identity verification: Original photographic ID (passport or driving licence) and proof of address
- Right to work: Verification of the individual's right to work in the UK, in compliance with the Immigration, Asylum and Nationality Act 2006
- DBS check: Appropriate level of criminal record check as described above
- References: A minimum of two satisfactory references, including the most recent employer. We verify references by telephone or email
- Qualifications: Verification of any claimed qualifications, training certificates, or professional memberships
- Employment history: Satisfactory explanation of any gaps in employment history
No individual will commence work until all required checks have been satisfactorily completed.
4. DBS Update Service
We encourage staff to register with the DBS Update Service, which allows us to carry out status checks on existing DBS certificates without the need for a new application. Where staff are registered with the Update Service and give their consent, we carry out regular status checks.
5. Handling DBS Disclosures
We comply with the DBS Code of Practice and the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. Having a criminal record does not automatically prevent someone from working for us. Each case is assessed individually, considering:
- The nature and seriousness of the offence
- When the offence occurred
- The relevance of the offence to the role applied for
- Whether the pattern of offending suggests a risk
- Any other relevant circumstances
All DBS disclosure information is handled sensitively and confidentially, in accordance with our Data Protection Policy.
6. Renewal & Ongoing Monitoring
- DBS checks are renewed every 3 years, or more frequently where required by client contracts or regulatory standards
- Right to work checks are repeated at appropriate intervals for staff with time-limited immigration permissions
- Staff are required to disclose any new criminal convictions, cautions, or investigations immediately
- We monitor staff performance and conduct through regular supervision and performance reviews
7. Record Keeping
DBS certificates are handled in accordance with the DBS Code of Practice:
- DBS certificate details are recorded on our secure HR system
- Original certificates are returned to the applicant after recording
- Records are retained securely and disposed of in line with data protection requirements
- Access to DBS information is restricted to authorised personnel only
8. Franchise Staff
Franchise partners are required to apply the same vetting standards for their staff. Compliance is verified through our franchise quality assurance process, including audits and documentation reviews.
9. Contact
Last updated: April 2026