The Safeguarding Vulnerable Groups Act 2006 is the law behind the barring system, run by the Disclosure and Barring Service, that stops barred people doing regulated activity with children or adults in England and Wales (check the position in Scotland and Northern Ireland). Read the Act on legislation.gov.uk. It focuses on people who rely on others for care, support, or supervision in a range of settings. In practice, it shapes how organisations recruit staff, assess risk, and respond to safeguarding concerns.
At its core, safeguarding involves keeping people safe and respecting their rights and dignity at all times. The Act supports this aim by limiting access to vulnerable groups and by setting clear expectations for those who work with them. It is practical in nature. It affects daily routines, staff conduct, and how concerns are raised and acted upon.
Background, Purpose, and Protected Groups
The Act followed serious failures in earlier safeguarding systems. The Bichard Inquiry report (June 2004) identified failures in the vetting and barring systems that existed before the Act; see the Act’s Explanatory Notes.
The purpose of the Act is to reduce such risks through a more joined up approach. It introduced a system for checking individuals and sharing safeguarding information. The Disclosure and Barring Service was set up under the Protection of Freedoms Act 2012 by joining the Criminal Records Bureau and the Independent Safeguarding Authority. See about the DBS.
The Act focuses on children and adults involved in regulated activity. Children are defined as anyone under the age of 18. Their stage of development and reliance on adults can increase their risk of harm.
Adults are not defined by vulnerability alone. Instead, safeguarding focuses on the type of care or activity they receive. This may include personal care, healthcare, or support with daily living.
Examples help illustrate this:
- An older person living in a care home who needs help with eating and washing
- An adult with learning disabilities who receives daily support
- A person experiencing severe mental ill health who relies on services
- Someone recovering from illness who needs assistance at home
Even so, a person’s level of need can change over time depending on their situation.
Key Systems and Legal Framework
The Safeguarding Vulnerable Groups Act 2006 introduced a system to prevent unsuitable individuals from working with children and adults at risk. This system has changed over time. The Protection of Freedoms Act 2012 changed the original scheme, including the definition of regulated activity. Regulated activity continues to be amended, so check the current Schedule 4 on legislation.gov.uk.
The current system centres on the Disclosure and Barring Service, which manages criminal record checks and barred lists.
Vetting, Barring, and DBS Checks
The Disclosure and Barring Service assesses whether a person should be included on a barred list if there is evidence that they have caused harm or may pose a future risk. Organisations can refer individuals to the DBS where concerns exist, and regulated activity providers have a legal duty to refer in the circumstances set out in section 35 (England and Wales). See about the DBS.
There are different levels of checks:
- Basic checks show unspent convictions
- Standard checks show spent and unspent convictions and adult cautions, except those removed under the filtering rules (see the DBS guidance for employers)
- Enhanced checks add a check of information held by police forces, and can include a barred list check for roles that are eligible (see the DBS guidance for employers)
Many health and social care roles are eligible for an Enhanced check, but eligibility depends on the role, so check the DBS eligibility guidance.
Regulated Activity
The Act defines regulated activity, which has been refined by later legislation. It is set out as a list of activities in Schedule 4 of the Act, so check the current definition on legislation.gov.uk and in the DBS eligibility guidance.
Only individuals who meet safeguarding requirements can work in these roles. It is a criminal offence for a barred person to carry out regulated activity. It is also an offence under section 9 to allow a barred person to do regulated activity when you know, or have reason to believe, that they are barred.
A clear boundary exists here. It helps prevent harm before it occurs.
Abuse and Safeguarding in Practice
Safeguarding includes recognising and responding to different forms of abuse. These forms may occur in any setting and can affect both children and adults.
Types of abuse include the following examples. The list is not complete: see the current Care and support statutory guidance (England) for more.
- Physical abuse such as hitting or inappropriate restraint
- Emotional abuse including threats, bullying, or humiliation
- Sexual abuse involving unwanted or inappropriate contact
- Financial abuse such as theft or pressure over money
- Neglect where basic needs are not met
- Discriminatory abuse linked to personal characteristics
These categories can overlap in practice. A single situation may involve more than one type of harm.
For example, in a care home, a resident left without support during meals may experience neglect. If requests for help are ignored, emotional harm may follow. Financial abuse may occur if money is taken without consent. Each example reflects a failure to protect the individual.
Application Across Care Settings
The Act influences safeguarding across hospitals, care homes, community care, and education settings. Its impact can be seen in recruitment, supervision, and reporting processes.
In hospitals, staff must be checked before working with patients. Employers must complete the right checks for each role. In some cases a person may start work under supervision while a full DBS certificate is awaited. See the DBS guidance for employers and your organisation’s policy. This protects patients who may be unwell or unable to raise concerns.
In care homes, staff provide close personal care. This level of contact requires strong safeguarding measures. In England, registered providers must follow recruitment procedures that make sure staff are fit and proper for the role (see regulation 19) and your organisation’s policy.
Community care presents a different situation. Workers often visit individuals in their own homes and may work alone. If signs of neglect are noticed, such as poor living conditions or lack of food, this should be reported through the correct process.
Schools and childcare settings follow similar principles. Schools and colleges in England follow the safer recruitment checks set out in the statutory guidance Keeping children safe in education. This helps prevent access by individuals who pose a risk.
Safer Recruitment and Duty of Care
Safer recruitment is supported by the Act and wider safeguarding guidance. The Act contributes by requiring checks and barring decisions, while organisations follow broader safeguarding policies.
A typical recruitment process includes:
- Creating a clear role description with safeguarding duties
- Checking identity using official documents
- Reviewing employment history and identifying any gaps
- Requesting references from previous employers
- Carrying out the appropriate DBS check
- Assessing attitudes to safeguarding during interviews
- Providing safeguarding training once employment begins
Crucially, recruitment focuses on both qualifications and behaviour. Attitudes to safety and responsibility are equally important.
Alongside recruitment sits the duty of care. Workers are expected to act in the best interests of those they support. If a concern arises, it must be reported. Silence can lead to harm.
Reporting Concerns and Organisational Culture
Reporting concerns is a key part of safeguarding practice. It depends on staff recognising signs of abuse and taking appropriate action.
A typical process may include:
- Noticing signs of harm or risk
- Listening carefully if someone shares information
- Recording details accurately
- Reporting to a manager or safeguarding lead
- Following organisational procedures
- Keeping information confidential
Whistleblowing refers to reporting poor practice within an organisation. A supportive culture encourages staff to speak up without fear.
Some individuals may feel unsure about raising concerns. Clear policies and supportive leadership help create confidence. The focus remains on protecting those at risk.
Training, Responsibilities, and Limitations
Training supports staff in recognising and responding to safeguarding concerns. It covers signs of abuse, legal responsibilities, and professional boundaries. Regular updates help maintain awareness and consistency in practice.
Regulated activity providers have duties under the Act, including not using barred people in regulated activity and referring people to the DBS in the circumstances it sets out (England and Wales). See the Act on legislation.gov.uk.
Employees share responsibility for safeguarding. They are expected to follow policies, maintain professional conduct, and report concerns. Respect for confidentiality forms part of this role.
Systems alone cannot prevent all harm. Delays in checks can occur, and some risks may not appear in records. Safeguarding depends on both systems and the actions of individuals.
Final Thoughts
The Safeguarding Vulnerable Groups Act 2006 provides a structured approach to protecting people who may be at risk. It introduced systems that restrict access to certain roles, support safer recruitment, and improve information sharing.
Its effectiveness depends on how it is applied in practice. Systems provide the framework, and people apply it in everyday care. A safe environment depends on both working together.