Many thanks for your patience. This will only show up if the police believe that it is relevant to the application you are having the DBS check for. Therefore it is practically impossible to predict that at this stage because the police make these decisions on an individual basis and it can even change depending on who deals with the request.
In the event that it shows up, that should not automatically result in your dismissal. For example, their client may not have an issue with you working there even with that record on your DBS.
Even if they did, the employer should be looking at offering you alternative employment with work that does not require such a DBS check.
Despite all pf the above, there is still a risk you may be dismissed and I will explain why. The main issue is that as you have been continuously employed at you place of work for less than 2 years then your employment rights will unfortunately be somewhat limited. Most importantly, you will not be protected against unfair dismissal. This means that your employer can dismiss you for more or less any reason, and without following a fair procedure, as long as the decision is not based on a reason which makes a dismissal automatically unfair. These include:
· Discrimination due to a protected characteristic (i.e. because of gender, race, religion, age, disability, sexual orientation, etc.)
· Taking, or trying to take, leave for family reasons including pregnancy, maternity/paternity leave, parental leave, adoption leave or leave for dependants
However, if the dismissal had nothing to do with any of the above exceptions, you would not be able to challenge it. In that case your only protection would be if you were dismissed in breach of contract. That would usually happen if you were not paid any contractual notice period due to you (unless you were dismissed for gross misconduct, where no notice would be due). If you did not have a written contract in place you would be entitled to the minimum statutory notice period of 1 week. The employer would either have to allow you to work that notice period and pay you as normal, or pay you in lieu of notice, where you are paid for the equivalent of the notice pay but your employment is terminated immediately.
Does this answer your query?