Protection of Freedoms Bill

No; either I misspoke or the hon. Lady misheard. Enhanced CRB checks will be available if an employer chooses; it is not a requirement. If there is a post in a school that involves unregulated activity and the school wishes to have a criminal record check for the person undertaking that unregulated activity, it can do so. Obviously, all conviction information will be in that check, and if it is an enhanced check, it will also include soft, local information from the police. The greater challenge will be in the other direction, because of the conditioning around child protection. People have become incredibly cautious, and that is to be welcomed, but the Government are trying to say that employers and people who run organisations have a locus in this; they have a responsibility. It is not just about getting a CRB check; we want employers to make a judgment to ensure that everyone in their establishment is safe to work with children, whether the work is regulated or unregulated. That is the criterion: when they take someone on as an employee or as a volunteer, it is just as important as the CRB check or whether the person has regulated or unregulated status that employers have their own ways of checking, through references and talking to people, and that they take very conscientiously their duties to safeguard children, for their own conscience and behaviour, in their employ. I should make it clear that the checks are still available to employers. We will publish more details on that, and we will give more information on statutory and non-statutory aspects when we get to the next group of amendments. The disclosures include information on previous criminal convictions and cautions, spent and unspent, and relevant local police information. It is essential that the fact of a bar be disclosed on an enhanced CRB certificate for regulated activity, because barred people are prohibited by law from doing such work. It is a criminal offence for someone who is barred to apply for work in regulated activity; similarly, it is an offence for an employer knowingly to employ someone on the barred list. Indeed, under the Bill, there is a duty to check whether someone who applying to work in regulated activity is barred. For other positions, where an employer has discretion whether to employ someone or to take them on as a volunteer, it is even more important that they should see the behaviour itself, in the form of convictions, cautions and local police information, rather than the actual information as to whether there is a bar—this is still about regulated activity, not the ISA referral, which I will come to in a moment. Together with the other information that the employers will have obtained during the recruitment process, they will then be able to make a decision on whether to employ the person. One of the subjects that we discussed at length in Committee involved the information that arrives at the police. Through guidance, we will encourage employers and volunteer users to ensure that the police, as well as the barring authority, are informed in cases where there is a risk to vulnerable groups. That could then be reflected on the CRB certificate, if relevant, and will assist the police with their wider protection duties. Although I acknowledge the hon. Lady's argument about parents not wanting to involve children in getting rid of somebody who is under suspicion at a school and not wanting to refer the matter to the police because that creates difficult circumstances, to be frank, this Government want that referral to be made. That information must be given to the police. It is absolutely inappropriate not to do so if a school or organisation suspects that someone is unsuitable to work with children. We want to take the atmosphere around that situation away, so that what happens is not just that the case can be referred to the ISA—which, as the hon. Lady rightly said, uses its excellent skills to impose a discretionary bar—but, more important, that the information goes to the police, and not just because of the employment situation. If the information is on the enhanced Criminal Records Bureau certificate, the same person—who could be a volunteer or in employment—can also go out of that establishment and down to the local park. It is really important that the information gets through to the police. I want that point to go out loud and clear. Although the hon. Lady raises a valid point, we are hoping to change the position so that it is no longer the case that people use their discretion to refer only to the ISA, and that the ISA shares that information.