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Policy on the Recruitment of Ex-Offenders

Enterprise Rent-A-Car UK Limited ("Enterprise")

Last updated: October 2019

  1. We assess applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order. We do this using criminal record checks processed through the Disclosure and Barring Service (DBS), Enterprise complies with the DBS' Code of Practice and is committed to treating all applicants for positions fairly.
  2. This policy is made available to all applicants at the outset of the recruitment process.
  3. Enterprise is committed to providing a workplace and customer service that is free from unfair and unlawful discrimination on the basis of gender, marital status, race, nationality, ethnic or national origins, age, sexual orientation, physical or mental disability, religion or belief or offending background.
  4. Enterprise can only ask an individual to provide details of convictions and cautions that Enterprise is legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, or the Police Act Regulations as amended), Enterprise can only ask an individual about convictions and cautions that are not protected.
  5. Enterprise actively promotes equality of opportunity for all and welcomes applications from a wide range of candidates.
  6. Enterprise selects candidates for interview based on their skills, qualifications and experience.
  7. A DBS check is requested when it is both proportionate and relevant to the position concerned. Our assessment is that this is the case in our business for new recruits. Accordingly, the recruitment information will contain a statement that a DBS check will be requested in the event of the individual being conditionally offered the position. In certain cases, e.g. where our staff work in or with schools or colleges or give voluntary help to people in them, it may be necessary for a standard or enhanced check to be carried out, either for new joiners or existing staff. Enterprise makes every subject of a DBS check aware of the existence of the Code of Practice and makes a copy available on request.
  8. Enterprise ensures that its staff who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences and receive appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974, and on their obligations in relation to data protection (including sensitive personal data).
  9. Enterprise ensures that an open and measured discussion can take place on the subject of any offences or other matter that might be relevant to the position. Enterprise will discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
  10. For further information, please see our Pre-Employment Screening Policy