Reference & Background Check Consent
Candidate authorization for reference checks, criminal record (Strafregisterauszug) and debt register (Betreibungsauszug) requests. Compliant with Swiss nFADP and Gleichstellungsgesetz.
About this template
The Reference and Background Check Consent form obtains explicit written authorization from job candidates before contacting referees or requesting official documents. This is required under the Swiss nFADP when processing third-party personal data about a candidate.
- Referee contact details provided by the candidate
- Consent for criminal record extract (Strafregisterauszug)
- Consent for debt register extract (Betreibungsauszug)
- Scope and purpose of background checks
- Consent validity period
- Candidate signature
Swiss nFADP and employment screening
Under Swiss nFADP Art. 6, processing sensitive personal data — which includes criminal records — requires explicit consent. The Gleichstellungsgesetz prohibits using protected characteristics (gender, origin, family status) in screening decisions.
How to use this template
Send to candidate
Click 'Use template' and share the link with the candidate at the pre-employment stage.
Candidate completes the form
The candidate provides referee details and signs the consent.
Conduct checks
Use the completed form as authorisation to contact referees and order extracts.
Store securely
Archive the signed consent alongside the candidate file per your nFADP retention policy.
Legal basis for background checks in Switzerland
Swiss employers may request a Strafregisterauszug (criminal record extract) and Betreibungsauszug (debt register extract) for certain roles, but only with the candidate's explicit written consent under nFADP. For roles involving access to finances, minors, or vulnerable persons, such checks are standard practice.
What may not be checked?
Swiss law prohibits employers from requesting information about pregnancy, family planning, religion, political views, or prior sick leave. The Gleichstellungsgesetz (GlG) prohibits gender-based discrimination in hiring.
FAQ: Must the candidate provide referee details?
No. The candidate chooses which referees to list. Employers may not contact referees not listed on this form without separate consent. Current employers should never be contacted without explicit candidate permission.
FAQ: How long is this consent valid?
The consent is typically valid for the duration of the recruitment process plus a reasonable archive period (1-2 years). If the candidate is hired, it should be renewed or replaced by a broader employment data consent.