In the event of answering yes to the questions below, it is important to note that your application will be treated on its merits. A criminal record is not necessarily a barrier to employment. It will be weighed according to relevance and the circumstances and background to your record. For further information, please refer to our ‘Employing Ex-offenders’ Policy.
1. WECIL meets the requirements in respect of “exempted questions” under the Rehabilitation of Offenders Act (1974). It conducts checks as necessary, with the applicant’s permission, under the Disclosure and Barring Service's Code of practice.
2. Jobs working with children (ie all under 18s) or vulnerable adults are exempt under the Rehabilitation of Offenders Act (1974) by virtue of an amended Exceptions Order. This means that you cannot withhold information about any spent or unspent convictions in applying for this post. You are also asked not to withhold information about cautions, reprimands, final warnings, bans and other non-conviction information such as police enquiries and pending prosecutions.
3. All WECIL posts that involve lone working with service users will require disclosure checks at enhanced level.