Originally a comment by Freeminder on Referral.

The Enhanced DBS can go much, much further. Arrested but not charged, cautions, even interviews under caution (even not being a suspect) are recorded. Driving offences (speeding etc.) can appear.

It can also go deeper: contact former employers, check present and past addresses, so yes, gossip and personnel records can be examined.

Several government bodies (i.e. health, education, emergency services) regard not using pronouns as requested by an individual as a serious safeguarding issue, which can result in disciplinary procedures or dismissal. It is no surprise the DBS was consulted: it can be used to destroy someone’s career but then also make them virtually unemployable (too many jobs need DBS, from taxi driving to social work). Not being able to produce a clean DBS is sufficient for many companies or public bodies to withdraw job offers. This is a very heavy-handed way of bringing employees into line. Only an employer can refer to DBS, not an individual, so scaring others into compliance. I have seen first hand the damage a referral can do to a colleague: disciplinary, job loss and career gone. There is no appeal, no way back. And the DBS itself appears to have no one monitoring it, it can do what it wants and take as long as it wants.

Worse, many companies make a job applicant pay for the DBS check, in advance, but then add an ‘admin fee’ with a massive mark up. (I have seen 300%.) However the DBS in many cases cannot be transferred to another employer, and that means sometimes having to spend a lot of money or have a large deduction from the first wage slip.

In the UK, vetting is for police, prison and armed forces and goes into even greater depth (financial records, family history, relatives).