We appreciate the important role that suitable employment can play in the rehabilitation process of ex-offenders. A criminal record will not be an automatic bar to employment with us.

Any information given by you will be treated in the strictest confidence. Suitable applicants will not be refused posts because of offences which are not relevant to, and do not place them at or make them a risk in, the role for which they are applying.

All cases will be examined on an individual basis and will take the following into consideration:

  • whether the conviction is relevant to the position applied for
  • the seriousness of any offence revealed
  • the age of the applicant at the time of the offence(s)
  • the length of time since the offence(s) occurred
  • whether the applicant has a pattern of offending behaviour
  • the circumstances surrounding the offence(s), and the explanation(s) offered by the person concerned
  • whether the applicant’s circumstances have changed since the offending behaviour

Failure to disclose convictions, cautions, reprimands or final warnings could result in disciplinary proceedings or dismissal.

Further advice and guidance on disclosing a criminal record can be obtained from Nacro, the social justice charity.

Recruitment & Talent