What does it mean to carry out a background check in Norway?
As in Sweden, a background check involves verifying a candidate’s information. This may include education, previous employment, identity and, in some cases, a credit check or an extract from the criminal records register.
For you as an employer, it is about reducing the risk of mis-hires and creating security within the organisation, particularly in roles where trust and responsibility are key.
Which laws govern background checks in Norway?
Although Norway is not a member of the EU, the country is covered by GDPR through the EEA Agreement, which has been implemented into Norwegian law through the Personal Data Act (Personopplysningsloven). Together with the Working Environment Act (Arbeidsmiljøloven), these laws set clear limits on which background checks may be carried out, how information may be collected and used, and which requirements apply regarding proportionality, transparency and legal basis.
This means, among other things, that you must have a clear purpose for the check, only collect information that is relevant to the role and inform the candidate about which checks are being conducted. In many cases, the candidate’s explicit consent is also required.
In other words, employers cannot carry out unlimited checks. You must always ensure that the checks are proportionate to the role being filled.
Background checks and privacy in the workplace
Background checks require a balance between security, compliance and personal privacy. Gain a better understanding of how GDPR and national regulations affect what employers are allowed to check.
What types of checks are common in Norway?
The checks required depend on the role you are recruiting for, but some of the most common include:
- Identity verification
Ensuring that the candidate is who they claim to be is often the first step.
- Education verification
Degrees and certificates can be verified directly with educational institutions and certain third-party services.
- Employment history checks
Previous employment, roles and areas of responsibility are usually verified through references or employer certificates.
- Credit checks
For certain roles, particularly senior positions within finance, it may be relevant to review the candidate’s current and past financial situation. However, this requires that you can clearly justify the decision.
- Criminal record check (Politiattest)
In Norway, the candidate themselves requests a so-called police certificate (politiattest). As an employer, you may only require this if there is a legal basis or specific reasons linked to the role, such as working with children or in security-sensitive positions.
How do background checks in Norway differ from those in Sweden?
If you are recruiting across borders, it is important not to assume that Swedish procedures automatically apply in Norway. While there are many similarities between the countries, there are also some important differences to be aware of.
In Norway, there are often stricter requirements when it comes to justifying why a particular check is carried out. Police certificates are used more selectively and cannot be requested without a legal basis or a clear connection to the role. In addition, the candidate’s privacy carries significant weight, which affects how checks may be conducted.
How far back can checks be carried out in Norway?
As in other countries, there is no fixed time limit that applies to all types of background checks. How far back you can go depends on the type of information, what is relevant to the role, and how long the data is stored and remains accessible.
In practice, many employers focus on recent years, particularly when it comes to employment history. Older information may be possible to verify, but must always be justified.
International background checks with DISA
Conducting background checks in another country can involve a number of challenges, from understanding and interpreting local regulations to accessing the right information and ensuring the process complies with both GDPR and national legislation. It can also be challenging to create a smooth and professional candidate experience. To ensure everything is handled correctly, many companies choose to work with a partner like DISA, specialised in both national and international background checks.
DISA has extensive experience supporting international organisations throughout the entire process, from initial needs analysis to completed checks.
For employers, this means greater confidence that checks are relevant, efficient and compliant with applicable legislation, while also saving time and reducing the risk of costly mistakes. With the right expertise and support, you can create a secure and professional recruitment process, even when hiring across borders.
Frequently asked questions about background checks in Norway
Not always. In Norway, candidates must normally be informed about which checks are being carried out and why. In some cases, background checks may be conducted on the basis of legitimate interest, provided the checks are relevant, proportionate and compliant with Norwegian employment and data protection legislation.
This requires that the check:
- has a clear and legitimate purpose
- is relevant to the role
- is not more extensive than necessary
- and that the candidate is informed in advance
Yes, but only in certain cases. You cannot request a police certificate without a legal basis or a clear connection to the role, for example when working with children or in security-sensitive positions. The candidate must always request the extract themselves.
The rules are similar, as both countries follow GDPR, but in Norway there are often stricter requirements for employers to clearly justify why a check is necessary. Privacy considerations carry significant weight, and the process needs to be carefully structured.
The most common checks involve verification of identity, education and previous employment. In some cases, credit checks or police certificates may also be required, depending on the role’s responsibilities and requirements.
Recruiting in Norway?
Cross-border recruitment often raises additional questions around regulations, privacy and which background checks can legally be carried out. If you have questions about what applies in Norway or would like to discuss how DISA can support your organisation, fill in the form and one of our experts will get in touch.