They should in theory speak with HR. 

They could call you in for a formal meeting to discuss. Ask questions and for you to answer them.

They should then weigh up the risks to  their business, and how they can mitigate said risks, and if any damage has been done via the media. 

They should look at the facts. Not opinions and any other mitigating circumstances. 

Once they do this, they should adjourn to make the decision and review all the evidence they have. 

U mean If not disclosed right
I am definitely planning to disclose and my whole question is around what happens after I don’t plan to hide it

There is a sneaky one as well usually hidden well within a disciplinary policy called "no trust or confidence" Although generally they may deem this as a gross misconduct offence(with the sanction of up to and including dismissal) it will depend on the circumstances, previous disciplinary record, mitigation, risks to the business. 

In my experience as a union rep however, whenever I appeared with this as the allegation they did tend to result in dismissal as they excalimed "The relationship is beyond repair" 

I repeat a previous comment I made on another topic. Be careful of taking advice from a dog on the internet!

There is no reason why your employer would be informed. However, whilst in my area this is no longer the case, I do know of several other places in the UK where the local press still publish lists of cases in the local magistrates court. If you are a relatively unknown person, it is unlikely that it will get back to them but only you can make that value judgement. I cautioned about checking your contract of employment because a "disrepute" clause gives them pretty wide leeway, but in itself is not necessarily a cause for dismissal.

https://www.inbrief.co.uk/employees/employee-giving-company-bad-name

Company name was never mentioned to police nor will it be mentioned during the hearing so I took the responsibility as an individual for the complete event , in this case what do u think

It really depends on your contract of employment. If not explicitly mentioned, look out for a "bringing the company into disrepute" clause. 

Tks I am more worried if I should be disclosing to employer and what will happen after I am in a managerial position with a good reputation in company and driving is not a requirement for my job role .. many solicitor advice this has not be declared as it’s not theft assault or fraud but I assume it will have to be

I'd be amazed if they gave you prison for that. However, if/when you are banned, you will also get a licence endorsement, which means that your conviction won't be spent for five years. So, it will be shown on any basic DBS checks done in that time. Once it's spent, it's no longer relevant for insurance, so you can either insist your insurer disregards it, as they have a legal duty to do, or other insurers are available.

As the offence can be filtered, it would be removed from a standard or enhanced DBS check 11 years after the date of conviction.

=========================================================================================================

If you are to punish a man retributively you must injure him. If you are to reform him you must improve him. And men are not improved by injuries. (George Bernard Shaw)

Hi mate I am not expecting a custodial sentence it’s going to be fine and ban for 12 months possibly as the limit was
Low and it’s my first offence ,Tks

Whether it appears on a basic DBS depends whether it is spent or unspent and that depends on the sentence received. Normally one year if a fine and 5 years if a custodial sentence.  Once spent it will never appear on a basic check.

DR 10 is not on the list of offences that will never be filtered, so should therefore be filtered from standard/enhanced checks after a period of time (whuich depends upon sentence received).  Check the Unlock InfoHub for the relevant time period.