Regulations around the Recruitment of Ex–Offenders
09/04/2026
The main act regarding the recruitment of ex-offenders is The Rehabilitation of Offenders Act 1974 (“1974 Act”).
The main act regarding the recruitment of ex-offenders is The Rehabilitation of Offenders Act 1974 (“1974 Act”). This exists to support rehabilitated ex-offenders back into employment.
This Act applies to England, Wales and Scotland, but there are some differences in interpretation in Scotland, refer to page 3.
The Rehabilitation of Offenders (Northern Ireland) Order 1978 establishes the primary framework for rehabilitating offenders in Northern Ireland. You can also review the latest version of the Rehabilitation of Offenders (Exceptions) Order (Northern Ireland) 1979. For details regarding the exact scope of these expectations, check the Justice Bill: Rehabilitation of Offenders Amendments.
When does a conviction become spent?
The Rehabilitation of Offenders Act treats an ex-offender as rehabilitated once their conviction becomes spent.
A conviction is spent after the total custodial sentence length, plus a buffer period of rehabilitation, which varies according to the length of the sentence. Therefore:
Sentence: Community order or youth rehabilitation order 1 year.
Buffer period: 1 Year.
Sentence: Fine.
Buffer period: 1 Year.
Sentence: Custodial sentence up to 6 months.
Buffer period: 2 Years.
Sentence: Custodial sentence 6 months to 30 months.
Buffer period: 4 Years.
Sentence: Custodial sentence 30 month to 48 months.
Buffer period: 7 years.
Sentence
Custodial sentence over 4 years of a public protection sentence. The conviction is never spent.
Buffer period: Never spent.
The buffer period is halved if the offender was under 18 at the time of conviction.
There are convictions that are never removed from a DBS certificate. Find them here.
Fixed penalty Notices or Notices for Disorder are not included.
Source: Rehabilitation of Offenders Act 1974 correct at the time of publication for England & Wales – Oct 2020.
It is important to note that the Rehabilitation of Offenders Act 1974 differs for Scotland and Northern Ireland and therefore we recommend that you seek specific guidance relevant to your location.
Recruiting an ex-offender
You’re possibly not aware, but there is a code of practice relating to the treatment of DBS applicants who have a criminal record. The code says that registered bodies must have a written policy in this respect. The DBS has a sample policy to help with this. Refer to Item 3.
This also gives most helpful guidance including the fact that you can only apply for criminal record checks for ex-offenders after a thorough risk assessment which indicates that such a check is both proportionate and relevant to the position concerned.
Making a balanced judgement around a risk assessment
The following factors will help you consider whether or not someone is suitable for the role you are trying to fill. The Code of Practice requires suitably trained personnel to evaluate the relevance and circumstances of offences.
– How old were they when they committed the offence?
– How long ago was it?
– Did it happen once only, or is there a patterns of offending?
– What was the actual offence?
– Is the offence relevant to the post you are advertising?
– What else do you know about the person’s behaviour before or after the offence?
If a DBS check is essential for your role, you must state this clearly on all job adverts, application forms and recruitment briefs. This is a complex area of legislation and therefore we strongly recommend that you seek professional legal advice if you are at all unsure.
Disclaimer:
This blog provides a brief overview of what to consider when hiring ex-offenders. However, it is not a substitute for formal legal or HR advice.
Are you looking for a trusted employee background checks provider?
