Background Check In Estonia

What are the Benefits of Background Checks in Estonia?

There are many benefits to conducting employee screening in Estonia. It includes,

• Background checks provide companies with important information about job candidates' qualifications, backgrounds, and character.
  • Using this information to make well-informed recruiting selections, they can choose applicants who align with the organization's goals, beliefs, and culture.
• By detecting individuals with a history of fraud, theft, or unethical behavior, background checks can help protect firm assets, including financial resources, trade secrets, and intellectual property.
• Background checks can protect employers from typical legal compliance errors and fines.
  • In Estonia, employers are subjected to various data protection laws, such as the GDPR, which governs the processing of personal data, including information obtained through background checks.

What are the Types of Background Checks in Estonia?

Employee screening in Estonia can be categorized into the following types.

Criminal record check 

The Criminal Records Database contains information about punishments imposed on individuals for misdemeanors and criminal offenses. 

It is a useful tool for you when confirming a candidate’s criminal background.

Two main options are available for accessing the data entered into the Criminal Records Database.

Applicants can get details about themselves or others through the e-file's public information system.

• Applicants can request information about themselves indefinitely and free of charge.
• You can also inquire about the applicant’s criminal history. However, an authorization is required through the e-file system.

Please note that the information obtained through the e-file is intended solely for assessing criminal records. 

It does not provide an official document but serves as a means of accessing information.

Employment history check 

An employment history check in Estonia usually includes confirming and authenticating a candidate's previous employment records — including job titles, dates of employment, and responsibilities. 

To confirm the accuracy of the employment information provided, you can contact the candidate's mentioned prior employers directly.

You may also contact the candidate's professional references to perform reference checks. 

Medical screening

In Estonia, a medical evaluation assesses whether an employee is physically fit (might also include mental fitness) for the business and the work environment and assesses their current state of health. However, it can only be done if this is relevant to the job.

You can set up the employee's medical examination within four months of the hire. 

Following the examination, the occupational health physician communicates the results to the employee and provides a decision regarding the medical assessment. 

Credit history check 

In Estonia, determining a person's financial history is part of the credit history check process. However, the credit history check does not apply to all job posts. 

It includes posts in finance, healthcare, IT, and manufacturing. 

You must get the candidate's consent before doing such a check. You can submit a request and generate information about an individual’s credit account, payment history, and other relevant financial information. 

Education history check

An education history check usually includes verifying the candidate's educational background. 

This means confirming the schools attended and the degrees and diplomas earned. It ensures the candidate's academic claims are accurate and truthful.

To verify this information, you can contact the institutions where the candidate says they received their degrees. 

This often involves contacting the registrar's office or the office of student records. 

You'll need to provide details like the candidate's name, dates of attendance, and degree specifics.

Social media check 

You can look up information about an applicant on various social media sites, including Facebook, LinkedIn, Twitter, and other professional networking sites. 

They might review their profile, postings, comments, and other material made available to the public to evaluate the candidate's demeanor, professionalism, and communication style.

Requirements for Background Checks in Estonia

Below are some documents usually required when conducting an employee background check in Estonia.

• Basic details including name, date of birth, address 
• Identification documents such as passports, driver’s licenses, and identification cards
• Educational degrees and certificates including final year marksheets and others
• List of previous employers, including the name of the companies and contact information for references.
• Non-EEA/Swiss citizens are required to have a valid residence permit and work permit.

Steps in Conducting Background Checks in Estonia

There are several critical steps involved when conducting an employee screening in Estonia. It includes,

Step 1: Candidate consent

Before beginning any employment background check in Estonia, get the candidate's explicit consent. 

Clearly state the intent of the background check, its parameters, and the kinds of data that will be gathered and validated. 

Step 2: Collect documentation

Request relevant documentation from the candidate to support the background checks, such as:

• Identification documents
• Resumes or CVs
• Educational certificates
• Employment history records for specific checks

Step 3: Compile and review results

Compile and review the background check results to determine whether a candidate is qualified. 

When making employment decisions, assess the data from multiple sources and consider any pertinent considerations.

Are Employee Background Checks Legal in Estonia?

Yes, employee background checks are legal in Estonia. 

However, the process must conform to all applicable rules and regulations. These include the,

• EU General Data Protection Regulation (GDPR) and 
• The Personal Data Protection Act (PDPA)

Under the PDPA, controllers and processors are required to follow the guidelines listed below while managing personal data.

• Correct any personal data that is incorrect.
• If it is not allowed by law or goes against the rules, they must delete personal data.
• They must inform the recipient if personal data is being shared unlawfully or inaccurately.

Ensure you understand all these criteria and establish compliance with them to avoid any severe consequences for your organization.

Planning to Hire in Estonia? Skuad Can Help

Expanding your business reach and exploring new markets is always the best option. Skuad can help you with the process.

Skuad offers a comprehensive solution for managing international teams. 

Partner with our EOR platform to simplify the complexities of payroll, and international hiring, including background checks on potential hires. 

Moreover, by reducing administrative costs, Skuad enables you to allocate resources more efficiently, focusing on what matters most—growing your business.

Contact us today to get the best of EOR services.

FAQs

Q1: What is the employer of record in Estonia?

Ans: In Estonia, the employer of record is the legal entity or organization that officially employs workers and is responsible for payroll, taxes, and compliance with labor laws and regulations. 

Q2: What does screening mean for employers?

Ans: Screening evaluates job applicants to assess their qualifications, skills, backgrounds, and suitability for a particular job position. It involves several crucial tasks, such as reviewing resumes, conducting interviews, and verifying credentials. 

Q3: What are the working days in Estonia?

Ans: In Estonia, the standard working week consists of five working days, typically from Monday to Friday.