Royal Borough of Greenwich statement on ex offenders
The Royal Borough of Greenwich aims to promote equality of opportunity and welcomes applications from a diverse range of candidates.
Criminal records will be taken into account for recruitment purposes only when the conviction is relevant. Unless the nature of the work demands it, applicants will not be asked to disclose convictions which are 'spent' under the Rehabilitation of Offenders Act 1974.
Having an unspent conviction will not necessarily bar someone from employment. This will depend on the circumstances and background to the offence(s). However, any unspent convictions that are not declared and subsequently revealed may result in dismissal.
Under the Rehabilitation of Offenders Act 1974, a conviction will become spent (treated as if it had not happened) if you have not, after a specified period of time, committed another serious offence.
Rehabilitation periods vary depending on the type and length of the original conviction.
Disclosure and Barring Service checks
We have a legal obligation to protect vulnerable customers and clients from people who have committed serious offences, and as such meet the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974.
All applicants who are offered employment in a post that falls into this category will be subject to a criminal record check from the Disclosure and Barring Service (DBS) before the appointment is confirmed.
This will include details of cautions, reprimands, final warnings and convictions, including spent convictions. Where the post is subject to enhanced disclosure, other relevant non-conviction information such as police enquiries and pending prosecutions will be included.
The Royal Borough of Greenwich is committed to compliance with the Disclosure and Barring Service Code of Practice.