Table of Contents
1. POLICY STATEMENT
333 CARS LTD is committed to promoting equality of opportunity and treating all applicants fairly. We recognise that having a criminal record does not automatically prevent an individual from working within our organisation.
As a licensed Private Hire Operator, we also have a duty to protect passengers, employees, drivers, children, vulnerable adults, and members of the public. We therefore assess criminal record information carefully, fairly, and on an individual basis.
333 CARS LTD complies with all applicable legislation relating to the recruitment and engagement of individuals with criminal records and seeks to balance rehabilitation opportunities with public safety responsibilities.
2. PURPOSE
The purpose of this policy is to:
- Ensure fair treatment of applicants and drivers with criminal records.
- Promote equality and diversity in recruitment and engagement practices.
- Comply with legal and licensing requirements.
- Protect the safety and welfare of passengers and the public.
- Provide a transparent framework for assessing criminal record information.
3. SCOPE
This policy applies to:
- Job applicants.
- Private Hire Drivers.
- Employees.
- Contractors.
- Agency workers.
- Individuals seeking to work on behalf of 333 CARS LTD.
4. EQUAL OPPORTUNITIES
333 CARS LTD does not unfairly discriminate against any applicant or worker on the basis of a criminal record.
A criminal record will not automatically result in refusal of employment, engagement, or continued association with the Company.
Each case will be assessed individually, taking into account the nature of the role and the specific circumstances involved.
5. DISCLOSURE OF CRIMINAL RECORDS
Applicants and drivers must disclose criminal convictions, cautions, warnings, reprimands, and other relevant matters where required by law, licensing conditions, or Company procedures.
Failure to disclose relevant information may be treated as a serious disciplinary matter and may result in:
- Withdrawal of an offer.
- Suspension.
- Termination of employment or association.
- Referral to the relevant licensing authority.
6. DBS CHECKS
Where legally permitted or required, 333 CARS LTD may require applicants and drivers to undergo Disclosure and Barring Service (DBS) checks.
The level of DBS check required will depend on the role and applicable licensing requirements.
The Company will only request criminal record information where it is lawful and relevant to the position concerned.
7. ASSESSMENT OF CRIMINAL RECORD INFORMATION
When assessing criminal record information, the Company may consider:
- The nature of the offence.
- The seriousness of the offence.
- The circumstances surrounding the offence.
- The relevance of the offence to the role.
- The age of the individual at the time of the offence.
- The time elapsed since the offence occurred.
- Patterns of offending behaviour.
- Evidence of rehabilitation.
- Licensing authority guidance.
- Risk to passengers, employees, and the public.
Each case will be considered on its own merits.
8. OFFENCES OF PARTICULAR CONCERN
Particular consideration will be given to offences involving:
- Violence.
- Sexual offences.
- Exploitation.
- Child abuse.
- Safeguarding concerns.
- Human trafficking.
- Domestic abuse.
- Harassment or stalking.
- Drug supply offences.
- Serious dishonesty or fraud.
- Hate crimes.
- Terrorism-related offences.
Such offences may affect suitability for roles involving public contact, transportation services, or access to vulnerable persons.
9. PRIVATE HIRE DRIVER REQUIREMENTS
All drivers must satisfy the licensing requirements imposed by their licensing authority.
Drivers are responsible for maintaining their licence and must immediately notify the Company of:
- Arrests.
- Charges.
- Convictions.
- Cautions.
- Licence suspensions.
- Revocations.
- Any matter that may affect their fitness and propriety to hold a private hire licence.
The Company may take appropriate action pending investigation or regulatory review.
10. CONFIDENTIALITY
Criminal record information will be handled confidentially.
Information will only be disclosed to those who require access as part of the recruitment, compliance, safeguarding, or licensing process.
All information will be processed in accordance with applicable data protection legislation.
11. REHABILITATION AND FAIR ASSESSMENT
333 CARS LTD supports the rehabilitation of offenders and recognises the value of giving individuals the opportunity to demonstrate positive change.
Relevant evidence may include:
- Length of time since offending.
- Positive employment history.
- Character references.
- Training and qualifications.
- Evidence of rehabilitation programmes.
- Conduct since the offence.
The Company will seek to make balanced and proportionate decisions.
12. FALSE OR MISLEADING INFORMATION
Providing false, misleading, incomplete, or inaccurate information during recruitment, licensing, or engagement processes may result in:
- Rejection of an application.
- Withdrawal of an offer.
- Disciplinary action.
- Termination of employment or association.
13. SAFEGUARDING RESPONSIBILITIES
As a transport provider serving the general public, including children and vulnerable adults, safeguarding considerations will always form part of suitability assessments.
Public safety remains the overriding consideration when assessing criminal record information.
14. REVIEW OF POLICY
This policy will be reviewed periodically to ensure compliance with:
- Relevant legislation.
- Licensing authority requirements.
- DBS guidance.
- Safeguarding best practice.
333 CARS LTD reserves the right to amend this policy at any time.