Enhanced DBS

[Hockorydickerydock]

I am about to start placement for level
4 counselling course but I had a non molestation order against me and my ex had one at same time relationship was highly toxic in 2023

will this show on my enhanced DBS?

there was no police involvement or investigation it was accusations to both sides!

No sure but even a caution will stay for 6years on an enhanced dbs

AIBU yes it will show
AIBNU no it won’t show

I was never cautioned by police

google AI says:
A non-molestation order is a civil, not criminal, court order and does not automatically appear on a DBS check
. However, it may be disclosed on an Enhanced DBS check if the police believe it is relevant to the job (e.g., working with children or vulnerable adults) and hold it on their local intelligence systems.
Key Considerations:

• Police Intelligence: If the police were involved (e.g., in a breach or to serve the order), details may appear as "approved information" on an Enhanced check.
• Breaches: A breach of a non-molestation order is a criminal offense and will appear on DBS checks.
• Volunteering/Employment:
• The disclosure depends on whether the police deem the information relevant to the specific position applied for
• .
• Actionable Info: If you are concerned, you can submit a "Subject Access Request" to the local police to see what information they hold on you.

Disclaimer: I am an AI, not a lawyer. Legal regulations can be complex, and you should seek professional advice if you are concerned about your employment status.

An Enhanced DBS check is the highest level of criminal record check in the UK, revealing
all spent and unspent convictions, cautions, warnings, and reprimands from the Police National Computer (PNC). It also includes a check for relevant non-conviction information held by local police and, if applicable, checks against the Children's and/or Adults' Barred Lists.
Key details revealed include:

• Convictions & Cautions: All convictions and cautions, including those considered 'spent' under the Rehabilitation of Offenders Act 1974, that are not subject to filtering rules.
• Local Police Information: Any additional information held by local police forces that is deemed relevant to the role, such as allegations or arrests
• .
• Barred Lists: If the role involves regulated activity, the check will show if the applicant is barred from working with children or vulnerable adults.

Enhanced checks are mandatory for roles with significant unsupervised access to children or vulnerable adults, such as teachers, healthcare professionals, and social workers.

I would hope it does. 2023 isn’t very long ago and I’d really hate to think that potential domestic abusers could go around being counsellors and working with people at their most vulnerable. My question if I was a potential client would be are you sure you’re the right person to be a counsellor?

I would hope so. I'd want to know if the person counselling me had had a non-molestation order against them, wouldn't you?

What if it was both ways! And 5 years ago? And court only did this due to us both making complaint against each other

It was Only 6 months and is a family civil matter not criminal

No police involvement and abuse was both ways not just one or the ex wouldn’t of had one

Your defensiveness doesn’t bode well for a career in counselling or why you think it’s important it should show up
have you healed from the toxic relationship and really worked on yourself and behaviours?

I can’t see this thread going your way OP…

What do you mean abuse was both ways

my ex husband beat me up

So what did you do to him?

It’s extremely rare for information like this to be on an enhanced DBS - see the NACRO website

Depends. Usually not unless the course requires all local police info too. If the non-mol wasn’t broken the it wasn’t a criminal offence.

I work for a DBS company.

It might on an Enhanced, depending on whether the relevant Police Force decides to include it.

However, you'd already know if you were on a Barred list. So that won't be an issue.

There are two decisions to be made...if someone is on a barred list, they can't do certain types of work - end of. If there is something else on there, then it is up to the employer to decide whether that is a significant issue or not.

Do the check, be ready to explain if it comes up. Or even better, front up with it. Suspect it will be ok.