The Protecting Vulnerable Groups (PVG) Scheme is Scotland’s system for safer recruitment when people work with children and protected adults.
You use the PVG Scheme to:
Check whether someone is suitable to work in a regulated role.
Receive ongoing monitoring and updates if something changes in their suitability.
Disclosure Scotland manages the PVG Scheme.
1. Purpose of the PVG Scheme
The PVG Scheme was introduced in 2011 under the Protection of Vulnerable Groups (Scotland) Act 2007.
It was created to:
Stop unsuitable individuals from working in regulated roles with vulnerable groups.
Provide continuous, automatic monitoring of people who are members of the scheme.
Simplify disclosure for people who work with children and protected adults (for example, by avoiding repeated full checks).
2. How the PVG Scheme Differs from One‑Off Checks
A standard disclosure is a snapshot at a point in time.
The PVG Scheme is different because it includes continuous monitoring.
Disclosure Scotland can:
Notify employers if a PVG member is convicted of a relevant offence.
Review the case and decide if the person should be barred from working with vulnerable groups.
Start a referral and investigation process where necessary.
This means you are not relying only on the information available on the day of the original check.
3. April 2025 Changes to the PVG Scheme
From 1 April 2025, the Disclosure (Scotland) Act 2020 brought in major reforms.
3.1 Mandatory PVG membership
From this date:
PVG membership is legally required for anyone doing regulated work with children or protected adults.
It is a criminal offence to work in a regulated role without PVG membership.
As an employer, you must ensure someone is a PVG member before they start regulated work.
3.2 Other key updates in 2025
The reforms also:
Simplified disclosure products, making it clearer which type of disclosure to use.
Gave applicants more control over how their personal information is used and shared.
Clarified the definition of regulated roles, so it is easier to tell when PVG membership is required.
Introduced a fully digital application process to reduce delays and make applications easier to manage.
Updated regulated work categories to include more modern roles, such as digital or remote support roles.
Improved how barred list decisions are made and how employers are notified about changes.
4. April 2026 Changes to the PVG Scheme
Further changes take effect from 1 April 2026.
4.1 Five‑year membership period
From 1 April 2026:
All new PVG applications will give a five‑year PVG membership, instead of a lifetime membership.
This change introduces a routine membership renewal cycle.
5. Impact on Existing PVG Members
If you are already a PVG member under the lifetime model:
You will move to the new five‑year membership structure gradually.
This transition will happen in two ways:
If you submit a new PVG application on or after this date, you will automatically move to a five‑year membership.
New applications after 1 April 2026
If you do not apply again after this date, you will be moved over in phases.
The transition will start with people who joined in 2011, then move through those who joined in later years.
Phased move for existing members
6. PVG Membership Renewal
Once you have been transitioned to the new model:
You must renew your PVG membership every five years.
Renewal will be a separate process from the original PVG application.
You will need to:
Keep track of your membership end date.
Make sure you renew in time so you can continue working in regulated roles without a break in PVG membership.
Please note, uCheck can process PVG Checks and the Level 1 checks (Disclosure Scotland Basic Checks).
uCheck do not offer the Level 2 Checks which are Disclosure Scotland Standard and Enhanced checks. If you require Level 2 checks, you can apply directly with Disclosure Scotland, or you can find another Umbrella Body to process the checks on your behalf.
If you are required to process PVG checks for applicants working in Scotland, please email [email protected] to request a PVG application form and information on the legal basis for the check. Your request should include either the applicant’s job title (e.g., Teacher, Nurse) or a job description, along with confirmation of the location where the role will be carried out (e.g., school, care home, hospital).
Once we have assessed whether you are legally entitled to request a PVG check for your applicant, we will send you a Word document to complete and return to us.
If you make payment by credit or debit card, please ensure you have sufficient funds in the Wallet feature on the platform to avoid delays when submitting your applications.