Recruitment of Ex-Offenders Policy

03 March 2026
(Aligned with the Rehabilitation of Offenders Act 1974 and DBS Code of Practice)

  1. Policy Statement

As an organization assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order, using criminal record checks processed through the Disclosure and Barring Service (DBS),

Prestige Elite Chauffeurs Ltd complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly.

Prestige Elite Chauffeurs Ltd undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.

  1. Disclosure of Criminal Records

Prestige Elite Chauffeurs Ltd can only ask an individual to provide details of convictions and cautions that we are legally entitled to know about.

Where a DBS certificate at either standard or enhanced level can legally be requested (i.e., where the position is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended), we will request it in line with legal requirements.

We will only ask an individual about convictions and cautions that are not protected under the relevant legislation.

  1. Commitment to Fairness and Equality

Prestige Elite Chauffeurs Ltd 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 dependents, age, physical/mental disability, or offending background.

We believe that having a criminal record should not automatically prevent an individual from being considered for employment.

  1. Policy Availability

Prestige Elite Chauffeurs Ltd has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process.

  1. Equal Opportunity Approach

Prestige Elite Chauffeurs Ltd 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.

All candidates are selected for interview based on their skills, qualifications, and experience, not on their criminal history.

  1. Use of DBS Checks

An application for a criminal record check is only submitted to the DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned.

For positions where a criminal record check is identified as necessary, all application forms, job adverts, and recruitment briefs will clearly state that a DBS certificate will be required in the event of an offer.

  1. Training and Assessment

Prestige Elite Chauffeurs Ltd ensures that all staff involved in the recruitment process are:

  • Suitably trained to identify and assess the relevance and circumstances of offences
    • Informed about relevant legislation relating to the employment of ex-offenders, e.g., the Rehabilitation of Offenders Act 1974

  1. Interview Process and Disclosure Discussion

At interview, or in a separate confidential discussion, Prestige Elite Chauffeurs Ltd ensures that an open and measured conversation takes place on the subject of any offences or other relevant matters.

Failure to disclose information that is directly relevant to the position could lead to the withdrawal of a conditional offer of employment.

  1. Code of Practice Awareness

Prestige Elite Chauffeurs Ltd makes every subject of a DBS check aware of the existence of the DBS Code of Practice and provides a copy upon request.

  1. Post-Disclosure Discussions

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