Verify valid identity documents
There are several types of valid identity documents that can be checked during recruitment and hiring:
A passport is an internationally recognised travel document issued by the police. It contains personal details such as name, date of birth, photograph and signature.
The national ID card is an official identity document also issued by the police. It can be used as proof of identity within the EU and Schengen area and contains similar personal details to a passport.
A Swedish driving licence also serves as a valid form of identification. It is issued by the Swedish Transport Agency and includes personal details as well as a photograph of the holder.
This ID card is issued by the Swedish Tax Agency and serves as an official proof of identity within Sweden.
How does ID verification work with DISA?
DISA helps employers verify identity documents and ensure that candidates are who they claim to be. Here’s how our process works:
Collection of ID document
The candidate uploads a valid identity document, such as a passport, national ID card or residence permit, via mobile or computer. The check can be carried out using both national and international ID documents.
Document verification
An image of the document is analysed and verified digitally through DISA’s partner, Mitek, to ensure that the document is genuine and has not been tampered with.
Database check
The document is checked against relevant databases, such as the VIS system, to identify whether it has been reported as lost or stolen.
Results delivered
The results are compiled into a digital report that provides a clear overview and serves as a basis for recruitment decisions.
An ID verification can also be complemented with identity verification. In this step, the candidate completes a digital verification via mobile, where their identity is confirmed using facial recognition. This is then matched against the ID document to ensure that it belongs to the right person and is not being used by someone else.
The risks of insufficient identity verification
Hiring someone under a false identity, without carrying out adequate background checks, can have serious consequences. In our research on what candidates lie about in their CVs, we found that some even falsify personal details.
Here are some recent examples where insufficient identity verification has been highlighted in the media:
- A dentist who was allowed to work for several years and caused harm to patients
- A healthcare assistant who secured a summer job using another person’s academic credentials
- A teacher who worked under a false identity for a year before his criminal background was uncovered
- A nurse who worked for three years in a hospital using a forged licence before it was discovered
In 2025, 5,422 offences were reported under Chapter 14 of the Swedish Penal Code, which covers various types of forgery offences. The majority of these – 3,704 cases – involved document forgery, meaning the manipulation or use of false documents such as ID cards, certificates and licences.
Prevent risks with identity verification
To reduce the risk of identity fraud, it is essential to take a structured approach to identity verification as an integral part of the recruitment process. This is not only about confirming that a person is who they claim to be, but also about ensuring that information regarding education, experience and qualifications is accurate.
As an employer, you have the opportunity to identify discrepancies before the hiring decision is made. This reduces the risk of hiring the wrong person and granting access to sensitive information, systems or responsibilities they are not qualified for.
A structured approach, based on clear role requirements and an internal screening policy, makes it easier to ensure that the right checks are carried out in every recruitment. It also creates a more consistent and compliant process, where all candidates are treated equally.
By working proactively with identity verification, organisations can reduce risks, strengthen security and create a safer, more professional recruitment process.
Want to learn more about how DISA can support your identity verification needs?
Complement identity verification with right-to-work checks
Verifying a candidate’s identity is an important first step – but it is not always sufficient. To ensure that a hire is both correct and lawful, identity verification should be complemented with a right-to-work check.
As an employer, you are responsible for ensuring that the individual you hire has the legal right to work in Sweden, particularly when recruiting candidates from outside the EU/EEA. This check should be carried out before employment begins and followed up during the course of employment.
By combining identity verification with right-to-work checks, employers gain a more complete picture of the candidate and reduce the risk of both mis-hiring and legal consequences, such as financial penalties or criminal liability.
Are employers required to check identity documents when hiring?
No, in Sweden employers are not legally required to verify identity documents when hiring. However, many organisations take a relatively relaxed approach to ID verification. Some do not carry out any checks at all, while others perform basic checks but do not take further steps to confirm whether the documents are genuine.
That said, employers are responsible for ensuring that the individual has the legal right to work in Sweden.
Want to get started with background checks?
Download our white paper on the fundamentals of background checks in recruitment.
Get a complete picture of your candidate with our background checks
Ensuring that a candidate is who they claim to be is something we always recommend – regardless of the role being filled. Even for more junior positions, establishing a basic level of trust is essential.
At DISA, we offer a range of background checks to help you build a complete picture of a candidate before hiring:
- Identity verification: This check ensures that a candidate’s stated identity matches official documents such as a passport or ID card, which is fundamental in preventing identity fraud.
- Criminal record check: Reviewing an individual’s criminal record helps identify any past offences that may be relevant to the role, contributing to a safer working environment.
- Credit check: This provides insight into a candidate’s financial stability and responsibility, which can be particularly relevant for roles involving financial responsibility or handling money.
- Education and qualification verification: Confirms that the candidate holds the academic qualifications and certifications they claim.
- Employment history verification: By confirming previous employment, roles and responsibilities, employers gain a more reliable understanding of a candidate’s experience and skill level, as well as whether the candidate actually worked where and when stated in their CV.
- Right-to-work check: Verifying that the candidate has the legal right to work in Sweden ensures that the employment is lawful and reduces legal risks. It also confirms that the permit is valid for the relevant period and, when combined with identity verification, linked to the correct individual.
As part of the identity verification process, the candidate’s registered address is also verified.
Contact us about ID verification in recruitment
Contact us about ID verification in recruitment
There is no general legal requirement in Sweden for employers to verify a candidate’s identity in all recruitment processes. However, employers are responsible for ensuring that the individual has the legal right to work and that the information provided during the hiring process is accurate. In practice, ID verification is therefore an important part of a safe and responsible recruitment process, particularly for roles that require a higher level of security or trust.
ID verification involves checking that the document is genuine and that it belongs to the right person. This may include reviewing security features, checking the validity period, and matching the photo and personal details to the candidate. In more advanced processes, digital tools are used to analyse the authenticity of the document and ensure it has not been tampered with.
Valid identity documents in Sweden typically include a passport, national ID card, driving licence, and ID cards issued by authorities such as the Swedish Tax Agency. To be considered valid, the document must be issued by a trusted authority, be within its validity period, and contain clear personal details and a photograph that can be linked to the individual.
Yes, identity verification can be carried out digitally. In Sweden, Mobile BankID is commonly used as a secure and established method to verify a person’s identity.
In recruitment, digital ID verification may also involve the candidate photographing or uploading their ID document, which is then automatically verified. In some solutions, this is combined with facial recognition or other security checks to ensure that the document is genuine and belongs to the correct person.
Digital identity verification makes the process faster and more scalable, while reducing the risk of manual errors and forged documents.
ID verification should be conducted early in the recruitment process, before any other background checks are carried out. By ensuring that the candidate is who they claim to be, employers can avoid situations where checks of education, experience or records are linked to the wrong individual.
ID verification is particularly important when recruiting for roles that require a higher level of security, trust or responsibility, as well as in international recruitment where document verification may be more complex.