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Park Holidays UK Limited is committed to safeguarding and promoting the welfare of our holiday owners and guests, employees, and all individuals who interact with our organisation. We place particular emphasis on the safety and protection of children and vulnerable individuals, and we conduct our recruitment processes in a way that supports these responsibilities.
We comply fully with the Disclosure and Barring Service (DBS) Code of Practice and are committed to the fair and lawful use of criminal record checks. We only request DBS checks where there is a legal entitlement to do so and where the level of check is appropriate and proportionate to the role.
Having a criminal record will not automatically prevent you from working with us. Recruitment decisions are made on a case-by-case basis, taking into account the nature and relevance of the offence to the position applied for, the circumstances surrounding the offence, and any evidence of rehabilitation. We are committed to the principles of fair treatment, equality of opportunity, and the Rehabilitation of Offenders Act 1974.
All information provided in connection with a DBS check is treated as sensitive personal data and is handled in strict confidence in line with the Data Protection Act 2018 and the UK General Data Protection Regulation (UK GDPR). Disclosure information is only shared with those who are legally entitled to see it, is securely stored, and is retained only for as long as is necessary for safeguarding and recruitment purposes.
Park Holidays UK Limited is committed to transparency in its use of criminal record information. Our full DBS Policy including the Recruitment of Ex-Offenders Statement are available to all applicants on request, and we ensure this policy is signposted at the outset of the recruitment process.
By maintaining this approach, we aim to uphold the highest standards of safeguarding, data protection, and fair recruitment across all areas of our operations.