Lucy Glyn meets the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 2974. All applicants who are offered employment will be subject to an enhanced criminal record check from the Disclosure and Barring Service before the appointment is confirmed. This will include detail of cautions, reprimands or final warnings, as well as convictions.
Criminal records will be taken into account for recruitment purposes only when the conviction is relevant. Having a criminal record will not necessarily bar you from employment but this will depend on the circumstances and background of your offence(s). Disclosure information will not be used unfairly.
We follow the code of practice from the DBS which is available on request.
It is a condition of employment that all pending court cases, convictions (spent or unspent) and cautions are disclosed. Applicants with any convictions, cautions or pending court cases should provide details below including the date, continuing on a separate sheet if necessary.
Those who have no convictions or pending court cases should check the box below stating "I have no convictions/cautions or pending court cases".
Any information given will be considered only in relation to an application for positions to which the order applies. Failure to disclose such information could result in subsequent dismissal or disciplinary actions by Lucy Glyn.