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DBS Check Rules for Temporary, Seasonal and Part-Time Roles

11th Dec 2025

Updated Guide for Employers, Agencies and Temporary Workers

Not everyone seeking work wants a full-time, permanent position. Many people look for temporary, casual or seasonal roles- such as students needing part-time work, individuals between contracts, or those wanting extra income over short periods. Temporary staff are especially in demand in sectors like hospitality and retail during peak seasons.

When it comes to safeguarding requirements, employers often ask an important question:

Do temporary or casual workers need DBS checks?

The answer depends entirely on the role- not the duration of employment.

Do Temporary, Casual or Seasonal Workers Need a DBS Check?

Yes- if the job requires a DBS check, temporary workers must meet the same requirements as permanent staff.
There is no “temporary worker” exemption in DBS legislation. The requirement is role-based, not contract-based. If the position involves working with vulnerable people or access to sensitive information, a DBS check is required regardless of whether the role lasts one day or one year.

When Temporary Workers Do Not Need a DBS Check

Not all roles require a DBS check. Many common temporary roles do not meet the eligibility criteria.

Temporary or casual workers in the following sectors typically do not require DBS checks:

  • Office administration

  • Customer service

  • Retail

  • Hospitality

  • Warehousing

  • Events and stewarding (unless working with children or vulnerable adults)

These jobs usually do not involve regulated activity or access to sensitive personal data.

When Temporary Workers Do Require a DBS Check

A DBS check is mandatory if the role includes:

  • Working with children

  • Supporting vulnerable adults

  • Providing healthcare, personal care or supervision

  • Accessing sensitive or confidential information

  • Working in schools, care homes, hospitals or childcare settings

Example:
A student on a temporary placement in a care home would need an Enhanced DBS check, because the role involves regulated activity with vulnerable adults.

Agency Staff and DBS Requirements

Many temporary workers are supplied through recruitment agencies. In these cases:

  • The agency is responsible for carrying out the appropriate DBS check.

  • The employer must obtain written confirmation that all required checks have been completed.

  • Employers may pair unvetted agency staff with fully vetted employees until checks are validated.

As long as the employer has completed a risk assessment and ensured the worker is supervised appropriately, this approach is legally compliant.

Can Temporary Staff Start Work Before a DBS Check Is Complete?

Sometimes, especially for roles lasting only a month or two, a DBS check may not be processed in time. Employers may:

  • Allow the temporary worker to start

  • Ensure they are not left unsupervised

  • Put risk management processes in place

  • Document the reasons for early start

  • Ensure the full DBS check is in progress

This is common in care, education and healthcare settings where urgent staffing is required.

Adult First Checks for Urgent Care Sector Recruitment

For roles involving adults in regulated activity, employers can request an Adult First Check.

What is an Adult First Check?

  • A preliminary check that reveals whether a person is listed on the Adults’ Barred List

  • Allows staff to start work under supervision while waiting for the full Enhanced DBS check

  • Only available to the adult social care sector

  • Cannot be used for people working solely with children or with both children and adults

This is useful when caregivers are urgently needed in residential care homes or in-home support roles.

The DBS Update Service for Workers Who Change Jobs Frequently

Temporary and agency workers who frequently move between similar roles can benefit from the DBS Update Service.

For a small annual fee, it allows:

  • Employers to view your up-to-date DBS status instantly

  • Faster recruitment with no repeat checks (as long as the new job requires the same level of check and is within the same workforce, e.g., adult workforce or child workforce)

This is ideal for:

  • Carers

  • Nurses

  • Healthcare assistants

  • Hospital administration staff

  • Supply staff working across multiple sites

 

DBS Processing Times for Temporary Workers

There is no guaranteed timeframe for DBS processing. Applications may take:

  • A few days

  • Several weeks

To avoid delays, employers should ensure:

  • All identity documents follow DBS ID guidelines

  • Application forms are fully and accurately completed

  • Any required supporting documents are provided promptly

For short-term roles, delays may mean the employee completes the assignment before the DBS is returned — which is why the Update Service or supervised working are common solutions.

Employer Responsibilities

Whether hiring a temporary or permanent worker, employers must:

1. Identify the correct level of DBS check

Basic, Standard, Enhanced, or Enhanced with Barred List.

2. Verify identity documents

Using DBS’s official ID checking guidelines.

3. Keep written records

Confirming checks completed by agencies or third parties.

4. Carry out risk assessments

Before permitting supervised starts.

5. Ensure safeguarding compliance

Particularly in care, health, and education settings.

Summary: DBS Rules for Temporary Staff

  • No exemptions for temporary, seasonal or casual workers

  • Eligibility depends on the job role, not contract length

  • Agency staff must have appropriate DBS checks confirmed in writing

  • Adult First Checks allow supervised starts in the care sector

  • The DBS Update Service is ideal for workers moving between similar roles

  • Employers must complete identity checks and risk assessments

Temporary workers must meet the same safeguarding standards as permanent employees when the role requires it.