When applying for employment, it’s best to be honest about any convictions you may have – it will protect you against dismissal later on should your background become known. It also develops trust and understanding for yourself and the employer, and relieves any stress associated with the fear of being found out later
The law has changed around disclosure of convictions. Ireland now has Spent Conviction legislation – see Criminal Justice (Spent Convictions & Certain Disclosures) Act 2016. So, it’s possible that you may have a ‘spent’ conviction’ which you no longer have to disclose. (Check your Criminal Record with the National Vetting Bureau at vetting.garda.ie )
Note too, depending on the job, that the employer may ask you to undergo Garda Vetting. This will most likely be mentioned in the job advertisement. Knowing this upfront is important as there are a number of jobs that are disallowed for people with certain offences. See the National Vetting Bureau (Children and Vulnerable Persons) Act 2012 at: http://www.irishstatutebook.ie/eli/2012/act/47/enacted/en/html
Know also that although you do not typically have to disclose spent convictions, it is the case that full disclosure is always required in certain circumstances. See information on exclusions and exceptions that apply to very particular roles under the Criminal Justice (Spent Convictions & Certain Disclosures) Act 2016 on: http://www.irishstatutebook.ie/eli/2016/act/4/enacted/en/html.
If you have an unspent conviction or a conviction that must be disclosed under law and are asked about it, be honest, but keep it short
You are not obliged to go into detail about the offence
Mention only the type of offence, the date of the offence and the sentence given
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