DBS Checks for Nannies and Domestic Staff: What Private Employers Need to Know
Hiring a nanny or domestic staff member is an important decision.
Private household employees often work very close to a family. They may care for children, live in the family home, drive family members or have access to private information.
For this reason, background checks are an important part of safe recruitment.
One of the most well-known checks in the UK is the DBS check.
DBS stands for the Disclosure and Barring Service. A DBS check can provide information about a person’s criminal record. However, the type of check available depends on the role.
This is important.
A private employer cannot simply request any level of DBS check for any employee. The role must meet the legal requirements for that level of check.
For nannies and other domestic staff, it is therefore important to understand what a DBS check does, which checks may apply and what other recruitment checks should be completed.
In this guide, we explain DBS checks for nannies and domestic staff in simple terms.
We also explain how DBS checks fit into a professional household staff recruitment process.
What Is a DBS Check?
A DBS check is a criminal record check in England and Wales.
The Disclosure and Barring Service carries out these checks.
The purpose is to help employers make safer recruitment decisions.
However, a DBS certificate is only one part of recruitment.
It does not tell you everything about a candidate.
For example, a DBS check does not replace:
- Employment references
- Identity checks
- Right-to-work checks
- Qualification checks
- Interviews
- Previous employer feedback
- Practical trials where appropriate
Therefore, private employers should use DBS checks as part of a wider recruitment process.
Why Are DBS Checks Important for Domestic Staff?
Domestic staff often work in private and sensitive environments.
A nanny may have sole responsibility for children.
A housekeeper may work alone in the family home.
A chauffeur may transport children or other family members.
A carer may provide personal support to an elderly person.
Because of this, employers need to feel confident about the person they hire.
A DBS check can provide useful information about a candidate’s criminal record when the role is legally eligible for that level of check.
However, it is important not to treat a DBS certificate as a guarantee of suitability.
A good recruitment process should look at the whole candidate.
Is a DBS Check Mandatory for Every Nanny?
No.
This is an important point.
Not every domestic staff position automatically requires the same DBS check.
The correct level depends on the duties of the role and the legal eligibility rules.
The DBS guidance for roles working with children explains whether a position may be eligible for a Basic, Standard, Enhanced or Enhanced with Barred List check.
For example, some childcare roles can qualify for an Enhanced DBS check because the work involves regularly caring for, training, supervising or being solely in charge of children.
However, employers should check the current eligibility rules rather than simply assuming that every nanny qualifies for the same check.
What Is a Basic DBS Check?
A Basic DBS check is available for any position or purpose.
It shows unspent convictions and cautions recorded on the Police National Computer under the relevant rules.
This can be useful when a role does not qualify for a higher level of check.
For example, some household roles may not meet the legal requirements for Standard or Enhanced checks.
In these situations, a Basic DBS check may still provide useful information.
However, the employer should not use a higher-level check simply because they would prefer more information.
What Is a Standard DBS Check?
A Standard DBS check is available only for specific roles, duties and licences that are listed in the relevant legislation.
It includes certain spent and unspent convictions and adult cautions that have not been filtered under the applicable rules.
A private employer cannot request a Standard DBS check simply because they are hiring someone for a private home.
The position must be legally eligible.
The DBS states that employers should only request a check when the law allows them to do so.
What Is an Enhanced DBS Check?
An Enhanced DBS check provides more information than a Standard check.
In addition to the relevant criminal record information, it may include relevant information held by police forces.
Enhanced checks are available for specific roles.
This includes certain work involving children and adults.
For example, some nanny roles may be eligible because of the nature of the childcare involved.
However, eligibility depends on the actual duties.
Therefore, employers should always check the current DBS guidance before choosing the level of check.
What Is an Enhanced DBS Check With a Barred List Check?
An Enhanced DBS check can sometimes include a check against one or both Barred Lists.
There is a Children’s Barred List and an Adults’ Barred List.
These checks are mainly connected with regulated activity involving children or adults, although there are also some specific roles where different rules apply.
For childcare roles, it is important to establish whether the position involves regulated activity.
Do not automatically request a Barred List check simply because the employee works in a family home.
The legal eligibility must be established first.
DBS Checks for Nannies
Nannies are one of the most important examples when discussing DBS checks.
A nanny may spend many hours alone with children.
They may also live in the family home.
They may take children to school, activities and appointments.
Because of this, background screening is particularly important.
However, the correct DBS level depends on the role.
The employer should consider:
- The children’s ages
- The nanny’s responsibilities
- Whether the nanny has sole charge
- How regularly the nanny cares for the children
- Whether the nanny supervises or trains children
- Whether the role involves regulated activity
The current DBS guidance should then be used to determine eligibility.
DBS Checks for Live-In Nannies
Live-in nanny roles require particular attention to safeguarding and privacy.
The nanny may have their own room inside the family home.
They may be responsible for children before school, after school and during weekends.
They may also travel with the family.
A DBS check can therefore form an important part of the recruitment process where the role is eligible.
However, a DBS check should not be the only check.
Private employers should also obtain strong references.
They should verify the candidate’s employment history and qualifications.
They should also discuss childcare experience in detail during the interview.
For families considering a live-in nanny, our Live-In Nanny London service provides access to professional household recruitment support.
DBS Checks for Housekeepers
Housekeepers usually have different responsibilities from nannies.
A housekeeper may clean, organise laundry, manage wardrobes, prepare meals and maintain the home.
Some housekeepers may also have contact with children.
Others may work mainly when the family is away.
Therefore, the correct DBS level depends on the actual duties.
A housekeeper should not automatically receive an Enhanced DBS check simply because they work in a private residence.
The employer must first establish whether the role meets the legal eligibility requirements.
If it does not, a Basic DBS check may be appropriate.
The current DBS guidance should always be checked before making the application.
You can explore professional live-out housekeeper recruitment in London or live-in housekeeper recruitment through Fully Staffed.
DBS Checks for Chauffeurs
Private chauffeurs can also work closely with families.
For example, a chauffeur may:
- Drive children to school
- Collect children from activities
- Drive parents to appointments
- Travel internationally
- Drive elderly family members
- Have access to private travel information
A DBS check may be relevant in some circumstances.
However, eligibility again depends on the role.
Other checks are also very important.
For a chauffeur, the employer should consider:
- Driving licence
- Driving history
- Previous chauffeur experience
- References
- Right to work
- Professional qualifications where relevant
- Knowledge of London or other required locations
The DBS check should therefore form part of a wider screening process.
DBS Checks for House Managers
A house manager can have significant responsibility.
They may manage staff, contractors, suppliers and household schedules.
They may also have access to sensitive family information.
However, access to a private home does not automatically mean that the role qualifies for a Standard or Enhanced DBS check.
The employer should first establish the legal eligibility of the position.
If the role does not meet the criteria for a higher-level check, a Basic DBS check may be available.
At the same time, professional references are particularly important for senior household positions.
DBS Checks for Staff Working With Elderly Family Members
Domestic staff may sometimes support an elderly family member.
The exact duties matter.
There is an important difference between general household support and personal care.
For example, helping with cleaning or preparing meals is different from providing personal care such as assistance with washing, dressing or eating.
Current DBS guidance contains specific rules for roles involving adults and personal care.
Therefore, employers should look carefully at the actual responsibilities.
If the role involves regulated activity with an adult, different DBS rules may apply.
DBS Checks and Personal Care
Personal care can include activities such as helping an adult with:
- Eating
- Drinking
- Washing
- Bathing
- Dressing
- Toileting
- Oral care
- Skin, hair or nail care
The current DBS guidance identifies personal care as a specific activity that can make a role eligible for an Enhanced DBS check with an Adults’ Barred List check when the relevant conditions are met.
This is why job descriptions should be accurate.
If an employer describes a role simply as “housekeeper” but the person will actually provide personal care, the DBS eligibility may be different.
What If the Role Includes Childcare and Housekeeping?
This is common in private households.
For example, a family may employ a housekeeper who also helps with school runs and occasional childcare.
The DBS eligibility should be assessed according to the actual duties.
Do not look only at the job title.
Instead, consider what the employee will really do.
For example:
Housekeeper only
The employee mainly cleans, manages laundry and maintains the home.
Housekeeper with occasional childcare
The employee may sometimes help with children.
Nanny-housekeeper
The employee has substantial childcare responsibilities alongside housekeeping.
These are different roles.
Therefore, the recruitment process should reflect the actual position.
Does a DBS Check Guarantee That Someone Is Safe?
No.
This is one of the most important things for private employers to understand.
A DBS check is useful.
However, it is not a complete guarantee.
For example, a DBS certificate reflects information available through the relevant systems at the time of the check.
It does not replace professional references.
It also does not assess personality, reliability, work ethic or compatibility.
Therefore, a good recruitment process should combine several checks.
What Other Checks Should Private Employers Complete?
DBS screening is only one part of recruitment.
A professional domestic staff recruitment process should also consider the candidate’s:
Employment History
Check previous positions carefully.
Look for relevant private household experience.
Also consider how long the candidate stayed with previous employers.
References
References can confirm:
- Dates of employment
- Duties
- Performance
- Reliability
- Conduct
- Reason for leaving
For private household roles, strong references are extremely valuable.
Right to Work
The employer should establish that the candidate has the legal right to work in the UK.
The appropriate checks depend on the candidate’s circumstances.
Identity
The employer should verify the candidate’s identity using the appropriate documents and procedures.
Qualifications
If a role requires specific qualifications, check them.
For example, nanny roles may require or prefer:
- Childcare qualifications
- Paediatric first aid
- Nursery experience
- Newborn training
The exact requirements depend on the position.
Driving
For chauffeur or driving roles, check the driving licence and relevant driving history.
Practical Skills
Where appropriate, consider a practical trial.
For example, a private chef may complete a cooking trial.
A housekeeper may demonstrate cleaning or ironing skills.
A nanny may meet the children in an appropriate supervised setting.
How Does the DBS Process Work?
The process depends on the type of check and who is applying.
For Standard and Enhanced checks, the employer or eligible recruiting organisation must have the legal right to request that level of check.
The applicant provides the required information and identification.
The application is then processed through the appropriate DBS route.
For some personal employees, the process is different.
The DBS introduced specific guidance for self-employed people and personal employees in January 2026.
Where a personal employee is eligible for an Enhanced or Enhanced with Barred List check, they can apply through a DBS Umbrella Body themselves.
This is particularly relevant for private individuals who directly employ staff.
What Is a DBS Umbrella Body?
A DBS Umbrella Body is an organisation that processes DBS applications on behalf of organisations or eligible individuals.
This can be useful when the employer does not process DBS applications directly.
For example, personal employees who are eligible for certain Enhanced checks may use an Umbrella Body to apply for their own check.
The correct route depends on the employment arrangement and the type of check required.
Can a Private Employer Request an Enhanced DBS Check?
Only if the role is legally eligible.
This is extremely important.
An employer cannot simply choose an Enhanced DBS check because they want the most detailed possible check.
The DBS states that employers should only request checks where they are legally entitled to do so. Requesting a higher-level check without the necessary legal basis can create legal and data protection issues.
Therefore, check eligibility first.
Then choose the correct level.
Can a Candidate Get a DBS Check Themselves?
The answer depends on the level of check and the person’s employment status.
A person can apply for a Basic DBS check themselves.
However, Standard and Enhanced checks have different rules.
For example, a personal employee who is eligible for an Enhanced check can apply through a DBS Umbrella Body under the current guidance.
A candidate should therefore not simply purchase a higher-level DBS certificate without checking whether the role qualifies.
What About an Existing DBS Certificate?
A candidate may already have a DBS certificate.
This can be useful.
However, employers should look carefully at the certificate and the circumstances in which it was issued.
The level of the previous check matters.
The role also matters.
An old DBS check may not necessarily provide the exact assurance you need for a new position.
Therefore, ask:
- What level was the check?
- When was it issued?
- What role was it for?
- Was it related to working with children or adults?
- Is the candidate subscribed to the DBS Update Service, where applicable?
Most importantly, check whether the certificate is suitable for the new role.
What Is the DBS Update Service?
The DBS Update Service allows eligible applicants to keep their DBS certificate status up to date.
However, employers should still follow the relevant DBS rules before relying on an existing certificate.
The certificate should also be relevant to the role.
A previous check for one position does not automatically mean that every new employer can treat it as sufficient.
How Often Should Domestic Staff Have a DBS Check?
There is no universal rule that every domestic worker must have a new DBS check every year.
This is another common misunderstanding.
The need for a new check depends on the circumstances and the employer’s recruitment and safeguarding procedures.
Some employers choose to renew checks periodically.
However, the DBS does not operate a simple rule that every domestic staff member must have a new check annually.
Therefore, employers should establish an appropriate policy for their household.
What If a DBS Check Shows a Conviction?
A criminal record does not automatically mean that a person cannot work in a private household.
The employer should consider the information carefully.
Relevant factors can include:
- The nature of the offence
- How long ago it happened
- The candidate’s age at the time
- Whether there have been further offences
- The relevance to the role
- The candidate’s explanation
- Other recruitment evidence
Employers should avoid making automatic decisions without considering the relevant legal requirements.
For some information, filtering rules may also apply.
The DBS certificate itself does not make the final employment decision.
The employer does.
What If the Candidate Has No DBS Check?
This does not automatically mean that the candidate is unsuitable.
They may simply have never needed one before.
For example, a candidate who previously worked overseas may not have a UK DBS certificate.
In this situation, other background checks can be important.
These may include:
- Overseas criminal record checks where available
- International references
- Identity verification
- Right-to-work checks
- Employment history
- Qualification verification
International recruitment requires particular care.
DBS Checks for International Domestic Staff
Private families often employ staff who have worked in several countries.
This is common for:
- Nannies
- Governesses
- Private chefs
- Housekeepers
- Chauffeurs
- Butler
- Estate staff
A UK DBS check only covers the information available through the UK DBS system.
Therefore, international employment history should also be checked.
For example, if a candidate worked in France, Switzerland and the UK, the employer may need to consider references and appropriate checks relating to those countries.
This creates a more complete picture.
Why References Are Still Essential
References can tell you something that a DBS certificate cannot.
A former employer can explain how the candidate actually worked.
For example:
- Were they reliable?
- Were they punctual?
- Were they discreet?
- Did they work well with children?
- Did they follow instructions?
- Were they good with other staff?
- Did they manage pressure?
- Why did they leave?
These questions are especially important for private household employment.
A candidate can have a clear DBS certificate and still be the wrong person for your family.
Therefore, always consider the complete profile.
DBS Checks and Nanny Recruitment
When hiring a nanny, safeguarding should be a priority.
However, recruitment should also consider the nanny’s practical experience.
Ask about:
- Children’s ages
- Sole-charge experience
- Newborn experience
- School runs
- Activities
- Travel
- First aid
- Educational support
- Routines
- References
You can also read our guide on how to choose the right nanny.
The right nanny should offer both relevant experience and the personal qualities that fit your family.
DBS Checks and Housekeeper Recruitment
Housekeeping roles also require careful screening.
A professional housekeeper may have access to valuable belongings, private documents and family information.
Therefore, discretion is essential.
When hiring a housekeeper, look at:
- Previous private household experience
- References
- Cleaning skills
- Laundry skills
- Ironing
- Cooking
- Organisation
- Discretion
- Reliability
- Right to work
- DBS eligibility where relevant
For families looking for a housekeeper in London, Fully Staffed can assist with both live-in and live-out recruitment.
Why Private Employers Use Specialist Recruitment Agencies
Recruiting domestic staff can be time-consuming.
You may receive many CVs.
However, not every candidate will be suitable.
A specialist recruitment agency can help narrow the search.
At Fully Staffed, we work with private, HNW and UHNW families.
We understand that household recruitment is different from standard corporate recruitment.
The right candidate needs the right experience.
They also need discretion, professionalism and compatibility.
How Fully Staffed Supports the Recruitment Process
Our approach is personal and carefully managed.
We can help families define the role first.
Then we can identify candidates who match the requirements.
The process may include:
- Understanding the family’s needs
- Creating the job specification
- Identifying suitable candidates
- Reviewing experience
- Conducting interviews
- Checking references
- Discussing relevant background checks
- Introducing suitable candidates
- Supporting interviews
- Helping with the final placement
You can learn more about our domestic staff recruitment services.
If you are ready to start your search, visit our hire domestic staff page.
What Private Employers Should Ask a Recruitment Agency
If you use an agency, ask how they screen candidates.
Useful questions include:
“Do you check references?”
“How do you verify employment history?”
“Do you check right to work?”
“How do you handle DBS checks?”
“What happens if the role requires an Enhanced DBS check?”
“Do you check qualifications?”
“How do you assess candidate suitability?”
These questions help you understand the agency’s recruitment standards.
A Simple Domestic Staff Screening Checklist
Before making an offer, consider the following.
Identity
- Identity verified
- CV reviewed
- Employment history discussed
References
- Previous employers contacted
- Duties confirmed
- Performance discussed
- Reason for leaving confirmed
Right to Work
- Appropriate right-to-work process completed
DBS
- Role eligibility assessed
- Correct level identified
- DBS application completed where appropriate
- Certificate reviewed
Qualifications
- Relevant qualifications checked
- First aid checked where required
- Professional certificates verified where relevant
Interview
- Experience discussed
- Personality assessed
- Communication assessed
- Household expectations explained
Practical Assessment
- Trial completed where appropriate
- Practical skills reviewed
This creates a much stronger recruitment process.
What About Data Protection?
DBS information is sensitive.
Employers should handle it carefully.
Only people who need the information for recruitment purposes should have access to it.
It should also be stored securely.
The DBS provides specific guidance for employers on handling certificate information.
Therefore, private employers should avoid keeping unnecessary copies or sharing DBS information casually.
Do Not Ask for More Information Than You Need
A professional recruitment process should be proportionate.
Do not collect personal information simply because it is available.
The purpose of the check is to help you make a safe and appropriate recruitment decision.
Therefore, use the correct checks for the actual role.
This is particularly important for private households, where personal information can be extensive.
Common Mistakes Private Employers Make
There are several common mistakes.
Assuming Every Nanny Needs the Same DBS Check
This is not correct.
Eligibility depends on the role and duties.
Asking for an Enhanced Check Without Checking Eligibility
Employers must have a legal basis for requesting a higher-level check.
Relying Only on DBS
A DBS check is not a replacement for references.
Ignoring Overseas Experience
International candidates may need additional checks and references.
Not Checking Employment History
A DBS certificate does not confirm whether a candidate was a good employee.
Not Explaining the Role
The job description should reflect the real duties.
Treating the DBS Certificate as a Guarantee
It is one recruitment tool.
It is not a guarantee of suitability.
DBS Checks for Live-In Domestic Staff
Live-in employees have a particularly close relationship with the household.
They live on the property.
Therefore, trust and discretion are essential.
This can include:
- Live-in nannies
- Live-in housekeepers
- Butler
- Domestic couples
- Estate staff
- Household managers
However, DBS eligibility still depends on the role.
The fact that someone lives in the house does not automatically determine the DBS level.
Instead, look at their actual duties.
Why a Clear Job Description Matters
A clear job description makes recruitment easier.
It also helps determine which checks may be relevant.
For example, compare these two descriptions.
Housekeeper
Cleaning, laundry, ironing and household organisation.
Nanny-housekeeper
Childcare, school runs, sole charge, children’s laundry, meal preparation and housekeeping.
The second role involves much more direct childcare.
Therefore, the DBS eligibility may be different.
A clear job description helps everyone understand the position.
DBS Checks Before the Candidate Starts
Ideally, all relevant pre-employment checks should be completed before the employee starts.
This can include:
- Identity
- Right to work
- References
- DBS
- Qualifications
- Driving checks
- Other role-specific screening
However, the exact process depends on the role.
For safeguarding-sensitive positions, employers should take particular care before allowing someone to work unsupervised with children or vulnerable adults.
Can a DBS Check Be Used Instead of References?
No.
A DBS check and a reference serve different purposes.
The DBS focuses on criminal record information within the relevant system.
A reference provides information about previous employment and professional performance.
You need both where appropriate.
For example, a nanny may have a clear DBS certificate.
However, a previous employer can still provide valuable information about reliability, childcare skills and professional conduct.
How to Build a Safe Recruitment Process
A good household recruitment process should be structured.
Start with the job.
Define the duties.
Then decide what experience is required.
Next, identify which checks are legally appropriate.
After that, interview candidates.
Then verify references and other information.
Finally, make the hiring decision based on the complete picture.
This approach is much safer than relying on one document.
Frequently Asked Questions
Do all domestic staff need a DBS check?
No.
The required level depends on the role and its legal eligibility.
A Basic check is available for any position or purpose, while Standard and Enhanced checks are only available for eligible roles.
Does every nanny need an Enhanced DBS check?
Not automatically.
The exact duties must be assessed against the current DBS eligibility rules for work involving children.
Can a private employer request a Standard DBS check?
Only where the role is legally eligible.
Employers should not request a higher-level check simply because they want additional information.
Can a nanny apply for a DBS check herself?
It depends on the type of check and the nanny’s employment status.
A Basic check can be obtained for any position or purpose.
For eligible Enhanced checks, personal employees have specific application routes through DBS Umbrella Bodies.
Is a DBS check the same as a reference?
No.
A DBS check provides criminal record information.
A reference provides information about previous employment and performance.
Both can be important.
Does a DBS check expire?
DBS certificates do not have a simple statutory expiry date.
However, employers may choose to request new checks as part of their recruitment or safeguarding procedures.
The DBS Update Service may also be relevant where applicable.
What if a candidate has worked abroad?
A UK DBS check does not replace checks relating to overseas employment.
Employers should consider international references and appropriate overseas criminal record checks where available.
Can someone with a criminal record work as a nanny?
Possibly.
A criminal record does not automatically mean that a candidate cannot work in a particular role.
The information should be assessed carefully and fairly.
Should I check references as well as DBS?
Yes.
References are an important part of professional domestic staff recruitment.
Can an agency help with DBS checks?
A specialist recruitment agency can help guide the employer through the recruitment and screening process.
However, the exact DBS application route depends on the role, the employer and the type of check.
Final Thoughts
DBS checks are an important part of responsible domestic staff recruitment.
However, they are only one part of the process.
Private employers should first understand the role.
Then they should establish which level of DBS check, if any, is legally available.
After that, they should complete other important checks.
These include references, right-to-work checks, identity checks and qualification checks.
Most importantly, look at the whole candidate.
A strong domestic staff member should have the right experience, attitude and professional standards.
They should also understand discretion and confidentiality.
At Fully Staffed, we understand how important these qualities are.
We support private, HNW and UHNW families looking for professional household staff in London and internationally.
To discuss your requirements, contact Fully Staffed.
If you are looking to recruit a nanny, housekeeper or another household professional, you can also hire domestic staff through Fully Staffed.
For candidates looking for their next private household position, visit our apply for domestic staff jobs page.
The right recruitment process takes time.
However, it can make a major difference.
With careful screening, clear expectations and professional recruitment support, private employers can make confident and informed hiring decisions.
