DBS Fees Reduced from October 2026

Background checks are an important part of recruiting the right people, whether you're employing a nanny to care for your children, a housekeeper for your home, a private PA or someone to support your business.

From 5 October 2026, the Disclosure and Barring Service (DBS) has reduced its fees for criminal record checks and its annual Update Service subscription.

The reductions are welcome news for employers and candidates alike, particularly for those working in sectors where background screening is a regular part of the recruitment process.

However, it is worth understanding the different types of checks available, who is eligible for them and what a DBS certificate actually tells you.

What are the new DBS fees?

The new government fees came into effect on 5 October 2026.

• Basic DBS: £21.50 -> £20
• Enhanced DBS: £49.50 -> £41
• DBS Update Service: £16 -> £15

These are the fees charged by the DBS itself. If applications are processed through a registered organisation or umbrella body, additional administration charges may apply.

Understanding the different levels of DBS checks

Not every job requires the same level of background screening, and importantly, not every employer is legally entitled to request an Enhanced DBS check.

• Basic DBS Check

A Basic DBS check shows unspent convictions and conditional cautions. It can be requested for a wide range of positions, including private household, office and professional support roles.

However, at Leaman Consulting, we do not generally recommend relying on a Basic DBS check alone for positions involving responsibility for children or other eligible safeguarding duties. Where the role qualifies, our preference is always for an Enhanced DBS check.

• Standard DBS Check

A Standard DBS check provides more detailed criminal record information, including certain spent and unspent convictions and cautions, subject to filtering rules.

Although it provides more information than a Basic check, our preference remains an Enhanced DBS check for eligible roles, particularly those involving the care and supervision of children.

• Enhanced DBS Check

An Enhanced DBS check includes the information provided by a Standard check, together with any relevant information held by local police that they consider appropriate to disclose.

Where a role meets the necessary eligibility criteria, an Enhanced check may also include a check of the Children's or Adults' Barred List.

At Leaman Consulting, Enhanced DBS checks are our preferred standard wherever the position is legally eligible, and we strongly encourage candidates to subscribe to the DBS Update Service.

This is particularly important for nannies, governesses and childcare professionals, as well as household employees whose actual responsibilities include eligible work with children.

For other household appointments, the correct level of check must be determined by the duties involved. The fact that a family has children does not, by itself, establish eligibility for an Enhanced check.

What does this mean for different professions?

At Leaman Consulting, we recruit across several specialist sectors, and the level of background screening required can vary considerably.

• Childcare & Education

For nannies, governesses, maternity nurses and other childcare professionals, safeguarding is a fundamental consideration.

Many childcare positions are eligible for Enhanced DBS checks, often including a Children's Barred List check, depending on the nature of the work.

For these appointments, we expect candidates to provide an appropriate Enhanced DBS certificate and strongly encourage them to maintain an active subscription to the Update Service.

• Private Households & Estates

Housekeepers, private chefs, estate managers, chauffeurs and household assistants often work in positions of considerable trust, sometimes with access to private residences, personal belongings and confidential family information.

We place particular importance on thorough background screening when staff are working in family homes, especially where children are present.

Where an individual's duties make them eligible for an Enhanced DBS check, this is our preferred standard. Where eligibility is limited to a Basic check, we recommend proportionate additional screening through references, identity verification and employment history checks.

• Family Office & Private Support

Family office professionals, private PAs and senior household appointments frequently handle sensitive personal, financial and confidential information.

While discretion and trustworthiness are essential, access to confidential information does not automatically make a position eligible for an Enhanced DBS check.

Background screening should therefore reflect both the responsibilities of the role and the legal requirements surrounding criminal record checks.

• Business & Executive Support

For executive assistants, office managers, HR professionals and other business support appointments, background screening may also feature in an employer's recruitment process.

A Basic DBS check may be appropriate, while Standard or Enhanced checks can only be requested where the position meets specific eligibility requirements.

Whatever the sector, the principle remains the same: screening should be appropriate, proportionate and relevant to the position being filled.

DBS checks are only one part of safer recruitment

Although criminal record checks provide valuable information, they should never be viewed as a guarantee of someone's suitability for a position.

A DBS certificate reflects the information available at the time it was issued. It does not replace professional references, employment history checks, identity verification, right-to-work checks or an assessment of the candidate's experience and suitability.

This is particularly important when recruiting into private homes, family offices and other positions involving a high degree of personal trust.

At Leaman Consulting, we believe a thorough recruitment process involves looking at the whole candidate, not simply relying on one document.

Taking the time to verify someone's professional background, understand their previous responsibilities and obtain meaningful references remains just as important as obtaining the appropriate DBS check.

What about the DBS Update Service?

The DBS Update Service allows individuals with eligible Standard or Enhanced certificates to maintain a subscription that enables authorised organisations to check whether new information has become available.

From October 2026, the annual subscription fee has been reduced from £16 to £15.

We strongly encourage candidates holding an Enhanced DBS certificate to register for the Update Service and keep their subscription active.

This is particularly beneficial for nannies, governesses, maternity nurses and other professionals who may move between families, undertake temporary assignments or work in rota positions.

The service can allow eligible employers to check whether new information has become available without requiring a fresh application each time.

However, the original certificate must be suitable for the new role, including the correct workforce and level of check. Employers must obtain the individual's consent, verify their identity and inspect the original certificate in accordance with DBS guidance.

What about candidates working internationally?

For candidates who have lived or worked overseas, additional checks may be required.

A UK DBS certificate does not necessarily provide information about someone's criminal record in another country.

Depending on their employment history and the location of the appointment, employers may need to request overseas police certificates or equivalent documentation.

For international placements, understanding the relevant requirements in each country is an important part of the screening process.

Recruitment built on experience and trust

The reduction in DBS fees is a positive development, making background checks slightly more affordable for employers and candidates.

But the importance of carrying out the right checks, and understanding their limitations, remains unchanged.

At Leaman Consulting, we understand that recruiting someone into your home, family office, or business requires more than finding the right experience on paper.

Our consultants take a considered approach to recruitment, supporting clients through the selection and screening process and helping them make informed hiring decisions with confidence.

Looking to recruit? Whether you are seeking support for your family, private household, family office or business, our team would be delighted to discuss your requirements.