Essential Guide to Employee Background Checks in Norway

Background checks are more than just a formality; they're a key part of hiring responsibly in Norway. Whether you're recruiting for a high-trust role or building a remote team, verifying a candidate’s background helps protect your company, ensure compliance, and make confident hiring decisions.

But in Norway, the process has clear rules. Background checks must respect privacy laws, require the candidate’s consent, and only include information relevant to the position. From criminal record screening to education and employment verification, every step must be handled with care.

This guide will walk you through how employee background checks work in Norway, the legal requirements, what you can (and can’t) verify, and how to keep your hiring process both compliant and efficient.

What are Background Checks in Norway?

Conducting background checks has become an essential part of responsible hiring in Norway. With a strong focus on privacy, fairness, and transparency, employers must follow specific rules when verifying a candidate’s qualifications or legal standing. Whether you're hiring for a high-trust role or working in a regulated industry, background checks help reduce risk and ensure your hiring decisions are well-informed.

Definition of Background Checks

A background check is a formal process used by employers to verify a candidate's identity, qualifications, professional history, and, when necessary, criminal record. In Norway, this process is governed by strict data protection and labour laws.

Importantly, background checks must be proportionate to the role, have a clear purpose, and require the candidate’s informed consent. Employers cannot run checks without disclosing them, and candidates have the right to know what information is being collected and how it will be used.

These checks are most commonly carried out after a conditional job offer and should comply with the EU’s General Data Protection Regulation (GDPR) and Norway’s Working Environment Act. For more on employee data protection, visit the Norwegian Data Protection Authority.

Importance of Background Checks for Employers

In a market that values transparency and compliance, background checks are a critical risk-management tool for Norwegian employers. They help ensure that the information provided by a candidate is truthful and complete, which is especially important when hiring for positions that involve:

• Handling sensitive data
• Access to financial systems
• Working with vulnerable groups, such as children or patients
• High-level decision-making or public representation

Background checks can also reduce the risk of internal fraud, regulatory breaches, or security threats, which is vital for maintaining trust with clients, regulators, and stakeholders.

By verifying a candidate’s history and credentials, companies can make better hiring decisions and avoid costly errors.

Types of Background Checks Conducted

The scope of background checks in Norway varies depending on the role. However, all checks must be relevant, limited to what is necessary, and carried out with the candidate’s written consent.

Common types of checks include:

1. Identity and Work Authorization
Employers must confirm that the candidate is who they claim to be and that they have the legal right to work in Norway. This usually involves verifying a passport, national ID, or residence permit.

2. Education and Credentials Verification
Employers may contact universities or use credential evaluation services like NOKUT to verify academic degrees.

3. Employment History and References
Previous employers may be contacted to confirm job titles, responsibilities, and dates of employment. In Norway, it’s common to receive only basic confirmation due to privacy norms.

4. Criminal Background Checks
Only applicable for certain positions (e.g., education, finance, healthcare). Candidates must request a criminal record certificate from the Norwegian Police, and employers are not allowed to request it directly.

5. Credit Checks

Used mostly in roles that involve financial responsibility. Employers must justify the need and get explicit consent.

6. Social Media Screening
Employers may review publicly available profiles (e.g., LinkedIn) to assess professional behaviour, but this must be relevant to the role and not discriminatory.

Why are Employee Background Checks Essential in Norway?

Background checks help employers ensure that the person they’re hiring is trustworthy, qualified, and legally eligible to work in Norway. With strict regulations around data privacy, financial integrity, and workplace safety, verifying a candidate’s background is not just a best practice, it’s often a necessity.

In high-risk sectors like finance, healthcare, education, and IT, failing to screen employees can lead to serious consequences. Proper checks reduce the risk of fraud, improve hiring accuracy, and protect your brand from liability or reputational damage.

Legal Requirements for Background Checks

In Norway, background checks are legal—but highly regulated. Employers must:

• Get informed, written consent from the candidate
• Ensure checks are proportionate to the role
• Collect only relevant information
• Follow GDPR and the Working Environment Act

Certain checks, like criminal records, are restricted to roles where they are clearly necessary (e.g. working with children or handling sensitive financial data). Employers must not store or use this information beyond what is legally permitted.

Benefits of Conducting Background Checks

When done right, background checks offer several advantages:

• Stronger hiring decisions: Verifying credentials and history helps confirm the candidate is a good fit.
• Risk reduction: Screening helps prevent fraud, internal misconduct, or negligent hiring.
• Compliance assurance: Especially in regulated industries, proper checks help meet legal obligations.
• Reputation protection: Hiring trustworthy staff protects your clients, team, and brand.

They also foster trust, internally and externally, by showing that you take workplace safety and due diligence seriously.

Risks of Not Performing Background Checks

Choosing to skip background checks—or performing them carelessly—can create serious risks for employers. If you hire someone based on inaccurate information, the consequences can range from operational disruption to legal exposure.

Without proper screening, companies risk onboarding individuals with false credentials, undisclosed criminal records, or a history of misconduct. This not only threatens the safety and productivity of your workplace but may also violate compliance requirements in regulated sectors like finance or healthcare.

What is the Process for Conducting a Background Check in Norway?

In Norway, background checks must be done carefully, transparently, and with respect for privacy laws. The process usually begins after a conditional job offer and should always be tied to the requirements of the role. Consent from the candidate is not optional—it’s mandatory.

The type and depth of the background check must be clearly communicated, and employers should avoid collecting more information than necessary. Most companies use external screening providers or global partners like Rivermate to ensure legal compliance throughout the process.

Steps Involved in the Background Check Process

The typical process includes:

1. Candidate consent – You must inform the applicant about what will be checked and get written permission.
2. Define the scope – Only verify what’s relevant for the role (e.g., education, past jobs, criminal history).
3. Conduct the checks – Either internally or via a certified background check provider.
4. Review and evaluate – Use the findings to confirm facts, not to discriminate or overreach.

Checks must be based on facts and handled confidentially. The results should only be used for the hiring decision and never stored longer than necessary.

What Information is Verified During Background Checks?

What gets verified depends on the role. For most positions, employers typically check identity, education, and employment history. For roles in finance, healthcare, or working with vulnerable groups, criminal background checks and credit history may be included.

Employers may also confirm language proficiency, certifications, and professional licenses. All of this must be documented, legally justified, and handled according to GDPR.

How Long Does the Background Check Process Take?

The timeline varies based on what’s being verified. A basic check, such as confirming a degree or prior job, can take 3 to 5 business days. More detailed checks, especially those involving international education or criminal records, may take up to 10 business days or more.

Working with a professional Employer of Record (EOR) or screening provider can help streamline the process while ensuring that it remains fully compliant with Norwegian and EU laws.

What Should Employers Know About Criminal Background Checks?

Criminal background checks in Norway are highly sensitive and legally restricted. They can only be used when there’s a clear and legitimate need typically for roles involving children, security, finance, or access to confidential data. Employers cannot request a criminal record directly from public authorities. Instead, the candidate must obtain and share it voluntarily.

Understanding Criminal Records in Norway

A criminal record in Norway is a formal document issued by the Norwegian Police, called a “politiattest.” It shows whether a person has been convicted of any crimes and, in some cases, details of those convictions. However, only relevant offenses are included based on the position being applied for.

For example, a certificate for someone applying to work in a school will only display offenses related to child safety. This ensures that the information disclosed is both necessary and proportional.

More information is available here.

How to Access Criminal Records for Background Checks

Employers in Norway cannot directly request an individual's criminal record from the police. Instead, they must provide the candidate with a confirmation of the purpose for which the police certificate is required. The candidate then applies for the certificate through the official police website and submits it to the employer if they choose to do so. This process ensures voluntariness and protects the individual's privacy.

The application is free and usually processed within one to two weeks. The certificate is typically valid for three months and cannot be reused for multiple job applications unless agreed upon.

Legal Considerations for Using Criminal Background Information

Norwegian law is clear: criminal background checks must only be used when there is a legal basis, and the data must never be used to unfairly disqualify a candidate. Any information obtained must be stored securely, used only for the current hiring process, and deleted afterward.

Discrimination based on unrelated or outdated offenses can violate the Working Environment Act, and mishandling personal data may breach GDPR regulations.

How to Verify Education and Employment History?

Verifying a candidate’s qualifications and work experience is a crucial part of the background check process in Norway. While most applicants are honest, confirming their academic degrees and past employment ensures you're making an informed hiring decision—especially for roles that require specialized skills or credentials.

Steps to Verify Education Credentials

To confirm a candidate's education, employers can: Contact the educational institution directly; Ask for copies of diplomas or transcripts; Use NOKUT (Norwegian Agency for Quality Assurance in Education) to verify foreign qualifications

Make sure the verification matches the role's requirements. If the position requires a regulated profession or license, further checks may be necessary.

Importance of Employment History Verification

Validating previous work experience helps you assess the candidate's actual responsibilities, performance, and length of service. It gives insight into their work ethic, reliability, and career progression.

In Norway, many employers provide only basic information such as job title and employment dates—due to privacy norms. This means it’s important to set expectations with the candidate and request references early in the process, especially for senior or sensitive roles.

Common Challenges in Verification Processes

Some of the most common Challenges in verification include:

• Limited responses from former employers due to privacy restrictions
• Incomplete records or outdated contact details
• Verifying international education or employment, which may require translation or local support

These challenges can delay hiring decisions, especially for global teams.

What Role Does Social Media Play in Employee Background Checks?

In today’s digital world, social media can offer employers additional insight into a candidate’s communication style, professionalism, or potential red flags. While it’s not a formal part of the background check process, reviewing public profiles is becoming more common in Norway—particularly on platforms like LinkedIn.

That said, any use of social media must be relevant to the role and handled with care to avoid breaching privacy laws or discriminating against applicants.

How to Screen Candidates Through Social Media

If you choose to review a candidate’s social media presence, focus only on public content that relates to their professional behaviour or suitability for the role. LinkedIn is typically the safest and most relevant platform for this.

Avoid digging into personal platforms like Facebook or Instagram unless the candidate works in a role where public representation or digital presence is part of the job—such as marketing, public relations, or media.

Legal Implications of Social Media Checks

Under Norwegian law and GDPR, employers must avoid collecting or using personal information that is unrelated to the job. You cannot make hiring decisions based on protected characteristics like religion, political views, or private lifestyle choices.

Screening social media without a clear, lawful basis—or without the candidate’s knowledge—can lead to serious data protection violations. The Norwegian Data Protection Authority (Datatilsynet) offers detailed guidance on this.

Best Practices for Social Media Screening

If you plan to include social media in your hiring process, do so transparently and consistently. Inform candidates early, limit your review to publicly available, job-relevant content, and never use it as the sole basis for rejecting an applicant.

Relying on an experienced hiring partner like Rivermate can help ensure the process remains fair, consistent, and fully compliant with Norwegian and EU data protection laws.

What are the Costs Associated with Employee Background Checks in Norway?

The cost of conducting background checks in Norway depends on the type and depth of the screening. A basic verification of identity, education, and employment history may be relatively inexpensive, while more detailed checks such as international verifications or criminal record screening can add to the total cost.

For most employers, especially those hiring for sensitive roles or building global teams, budgeting for thorough screening is a worthwhile investment in risk reduction and long-term hiring quality.

Factors Affecting Background Check Costs

Costs can vary based on several factors, including:

• The number of checks being performed
• Whether the information is domestic or international
• The use of third-party screening providers or legal advisors
• The need for translations or additional verifications (e.g. diplomas, certifications)

Positions in regulated sectors like finance or education may also require deeper, more costly checks to meet legal standards.

Budgeting for Comprehensive Background Checks

Most employers in Norway can expect to spend between NOK 500 (USD 47) to NOK 1,500 (USD 142) per candidate for standard checks. For roles involving high-level security or regulatory compliance, this could increase to NOK 2,000 (USD 238) or more.

It’s smart to build background screening into your hiring budget—especially for roles where trust, safety, and compliance are critical. Partnering with an Employer of Record in Norway can help you manage these costs while ensuring the process stays efficient and compliant.

Comparing Costs Across Different Background Check Services

Not all background check providers offer the same value. While some may advertise low upfront pricing, they may charge extra for international checks or criminal records. Others include full compliance support, legal guidance, and faster turnaround times.

When comparing services, focus on reliability, data security, legal compliance, and customer support—not just price. A slightly higher investment in the right partner can save significant time, reduce legal risk, and improve the quality of your hires.

FAQs

Are background checks legal in Norway?

Yes, but they are strictly regulated. Employers must have a valid reason, obtain written consent, and only collect information relevant to the role.

When can I request a background check?

Typically after making a conditional job offer. Checks must be job-specific and proportionate.

Can I access a candidate’s criminal record directly?

No. Only the candidate can request their criminal record certificate from the Norwegian Police and choose to share it with you.

What can I verify in a background check?

You can confirm a candidate’s identity, education, employment history, and—in certain roles—criminal records or credit history.

Is it okay to screen candidates on social media?

Yes, but only publicly available, job-relevant content. You must avoid collecting personal or discriminatory information.

How much does a background check cost in Norway?

Standard checks typically cost between NOK 500 and NOK 1,500 per candidate. More detailed or international screenings may cost more.

How long do background checks in Norway take?

Anywhere from 3 to 10 business days, depending on what’s being verified.