Background checks
Background checks for candidates and employees.
Before someone starts, we check that they are who they say they are, may work in the country, and have the education and work history they told you about. In the Nordic countries, always with the person's knowledge and consent.
Jonas Berg
Payroll specialist · candidate
- IdentityChecked
- Right to workChecked
- DegreeChecked
- Last employerIn progress
With Jonas's consent, given before the checks started.
What we check
Two checks, done properly.
Identity and right to work
That the person is who they say they are, and may work in the country where the job is.
Education and employment history
That degrees, certificates and past jobs are as the person described them.
Where
In the Nordic countries.
- Sweden
- Denmark
- Norway
- Finland
- Iceland
Our checks don't include criminal records. That information has its own rule in GDPR (Article 10) and may be handled only where the law allows it.
How it stays lawful
The person knows. Every check happens with the person's knowledge and consent, and they are told what is checked and why.
Only what the law allows. We run only the checks the law allows for that country and that role.
Within GDPR. Only the data a check needs, for the purpose it was asked for.
Data stored in the EU. Every result is stored in the EU.
The rules, in short
What the law says about background checks.
The main rules for checks in the Nordic countries, each with its official source.
- 01
GDPR applies to every check.
A check handles personal data, so the employer needs a lawful basis for it and may use only the data the purpose needs.
GDPR, Articles 5(1)(c) and 6 - 02
The person must be told.
When data is collected from the person, they must be told who collects it, why and on what basis, at the time it is collected.
GDPR, Article 13 - 03
Each country can add rules for work.
GDPR lets each country set more specific rules for employees' data, recruitment included. That is why what is allowed differs between the Nordic countries.
GDPR, Article 88 - 04
Criminal records have their own rule.
Data about criminal convictions and offences may be handled only under the control of official authority, or where EU or national law allows it with safeguards for the person.
GDPR, Article 10 - 05
Right to work in Sweden and Finland.
EU law requires employers to make sure, before the job starts, that a person from outside the EU holds a valid residence permit, to keep a copy for as long as the job lasts and to tell the authorities. Denmark doesn't take part in this directive, and Norway and Iceland are outside the EU, so their own rules apply.
Directive 2009/52/EC, Article 4 and recital 39
Each country's own rules
Each Nordic country's data protection authority explains the rules for background checks there.
- Sweden: Integritetsskyddsmyndigheten (IMY)
- Denmark: Datatilsynet
- Norway: Datatilsynet
- Finland: Office of the Data Protection Ombudsman
- Iceland: Persónuvernd
Sources
Informational only. This guide is not legal advice. Always verify requirements with official government sources before acting. Reviewed by the Settio team. Facts checked 1 November 2026. About this information
FAQ
Before you ask.
Do you run criminal record checks?
No. Our checks cover identity, the right to work, education and employment history.
Does the person know about the check?
Yes. Every check happens with the person's knowledge and consent, and they are told what is checked and why.
Where is the data stored?
Data stored in the EU.
In which countries?
Sweden, Denmark, Norway, Finland and Iceland.
Let's talk
Tell us who you hire, and where.
We tell you what we can check for that role and that country.
We reply within a working day. Maher answers.