quired on some people who supervise a child under the age of 16 on a work experience placement.119 The school or college should consider the specific circumstances of the work experience. Consideration must be given in particular to the nature of the supervision and the frequency of the activity being supervised, to determine what, if any, checks are necessary. 334. These considerations would include whether the person providing the teaching/training/instruction/supervision to the child on work experience will be: • unsupervised themselves, and • providing the teaching/training/instruction frequently (more than three days in a 30-day period, or overnight). 335. If the person working with the child is unsupervised and the same person is in frequent contact with the child, the work is likely to be regulated activity relating to children. If so, the school or college could ask the employer providing the work experience to ensure that the person providing the instruction or training is not a barred person. 336. Schools and colleges are not able to request that an employer obtains an enhanced DBS check with children’s barred list information for staff supervising children aged 16 to 17 on work experience.120 337. If the activity undertaken by the child on work experience takes place in a ‘specified place121, such as a school or sixth form college, and gives the opportunity for contact with children, this may itself be considered to be regulated activity relating to children. In these cases, and where the child doing the work experience is 16 years of age or over, the work experience provider e.g. school or sixth form college should consider whether a DBS enhanced check should be requested for 118 Guidance on work experience. 119 Safeguarding Vulnerable Groups Act 2006, as am