Recruitment of Ex-offenders Policy

As an organisation using the Disclosure and Barring Service (“DBS”) for assessing applicants’ suitability for positions of trust, Rightly Limited (“Rightly”) complies fully with the DBS Code of Practice (available on this link: and undertakes to treat all applicants for positions fairly.

Rightly undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed. Rightly can only ask an individual to provide details of convictions and cautions that Rightly is legally entitled to know about. Rightly can only ask an individual about conviction and cautions that are not protected.

Rightly is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

This policy will be made available to all applicants at the start of the recruitment process.

Rightly actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcomes applications from a wide range of candidates, including those with criminal records.

Rightly selects all candidates for interview based on their skills, qualifications and experience.

An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is indicated as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position. It is anticipated that roles that are deemed to include information security or financial responsibilities will require DBS checks, but each role will be considered on a case by case basis.

Rightly ensures that all those who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. Rightly also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

At interview, or in a separate discussion, Rightly ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

Rightly makes every subject of a criminal record check submitted to DBS aware of the existence of the Code of Practice ( and makes a copy available on request.

Rightly undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.