Warwick District Council actively promotes equality of opportunity for all and welcomes applications from all candidates, including those with criminal records. We select candidates for interview based on their skills, qualifications and experience.

The nature of a position may determine that information is required about your 'unspent' convictions as defined under the Rehabilitation of Offenders Act 1974.

Having a criminal record does not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offence(s). However, it should be noted that a failure to disclose information requested or providing misleading information could lead to withdrawal of an offer of employment.

Disclosure and Barring Service (DBS)

Where there are posts within the Council that involve regular contact with those under 18 years of age and/or people who may be vulnerable for other reasons, including people with disabilities and elderly people, the Council has a duty to complete a DBS check.

We make every subject of a DBS aware of the existence of the DBS Code of Practice and make a copy available on request. Under DBS regulations all conventions, spent and unspent, may be obtained.

As an organisation using the DBS service to assess applicants' suitability for positions of trust, Warwick District Council complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It will not discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.

A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, job advertisements and recruitment information will contain a statement that a Disclosure will be requested in the event of an individual being offered the position.

We undertake to discuss any matter revealed in a Disclosure with you before deciding whether to continue with a conditional offer of employment and will ensure an open and measured discussion takes place with you on the subject of any offences or other matters that might be relevant to the position.