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The duty to verify (vergewisplicht) in the healthcare sector

Future errors or deliberate dysfunction are difficult situations to eradicate, but you can prevent adverse consequences by checking whether a new employee is suitable to provide care. That is why the duty to verify has a prominent place in the Healthcare Quality, Complaints and Disputes Act (Wkkgz).

What is the duty to verify?

The duty to verify applies when hiring new healthcare providers and is part of the Healthcare Quality, Complaints and Disputes Act. This means that a healthcare provider must check the suitability of someone who will provide healthcare professionally.

The employer can check how the care provider functioned in the past and if their history does not have a negative influence on how they will provide care to clients in the future. The applicant’s work experience is thus examined.

The duty to verify also applies to temporary workers, but is not mandatory for volunteers and family caregivers. However, a healthcare provider may conduct checks if they wish to.

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How do I comply with the duty to verify?

As a healthcare provider, there are various ways to investigate whether a new employee is suitable for a position. Possibilities include:

  •  Enquire about the care provider’s performance with previous employers.
  •  Consult various registers, including the BIG or RGS register or the Care and Welfare Alert Register.
  •  Request a report from the Dutch Healthcare and Youth Care Inspectorate (IGJ).
  •  Apply for a Dutch certificate of conduct (VOG). Some healthcare institutions are even obliged to do this by law.

Conform to the duty to verify with employment screening

As an employer, you must also be able to demonstrate that you have properly investigated the competence of an applicant. To note, a VOG application is insufficient as the certificate does not meet all the requirements mentioned above. Employment screening offers a legitimate solution to comply with the duty to verify. Often, screenings for healthcare positions consist of the following:

  • Investigation into a person’s employment history. For example, requesting references from a previous employer.
  • Request a recent VOG. With this document, you can determine whether the candidate has displayed any behaviour that would negatively influence their performance in a healthcare function.
  • A BIG and RGS registration check. With this check, you can find out whether someone is allowed to fulfil a legally protected professional title, whether someone has been subjected to any function-specific sanctions, and if so, which ones.

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Employment screening in the healthcare sector

In the course of their work, healthcare providers deal with privacy-sensitive information and vulnerable target groups. It is therefore important to screen your personnel. Additionally, screening also helps healthcare institutions to meet their legal obligations, such as the duty to verify. In addition, as a healthcare provider, you must take into account the Wkkgz, requesting a VOG for new employees, and checking the BIG registration.

DISA has strong experience working with the laws and regulations in the healthcare sector and the need to ensure qualitative care. We would be happy to think along with your organisation about a suitable screening solution. Want to know more about screening in the healthcare sector?

Employment screening in healthcare