Background Check In Hong Kong

What are the Advantages of Background Checks in Hong Kong?

One main benefit of conducting an employee screening in Hong Kong is that it helps maintain a safe working environment at your organization. 

Before onboarding any new hire, running a background check can reveal essential information about the person's criminal convictions. These can include assaults, rapes, and any other crimes that can threaten the well-being of your existing employees.

An employee screening in Hong Kong can also protect your business from expensive legal challenges. This is especially important when you are hiring international workers. 

Different countries have different labor laws and requirements. It can often get confusing for you to maintain compliance with all these regulations. In such scenarios, a background check can prove to be helpful. 

By screening candidates beforehand, you can ensure they are legal employees with all the legal paperwork and qualifications to work abroad.

What are the Types of Background Checks in Hong Kong?

Here are some of the most common types of background checks that businesses perform on their international employees from Hong Kong.

Criminal record check 

• Unlike most other jurisdictions, Hong Kong does not have a specific system for conducting criminal checks for employment purposes.
• Instead, the Hong Kong Police Force issues a CNCC (Certificate of No Criminal Conviction). This service is charged and mainly used by residents of this country for visa and adoption purposes.
• As an employer, you cannot directly apply for a CNCC. You can only request your employee to get this certificate. 
• An alternative is to apply for a DAR (Data Access Request) for Criminal Conviction Data (CCD). You can either do this through the online application platform or in person at the CCD office. 

Employment history check

• An employment history check is commonly performed to verify a job candidate’s work history. This includes uncovering information related to when and where the candidate worked previously, the job titles held, achievements or responsibilities, and so on. 
• Such checks can be conducted by directly contacting the previous employer or contacting a professional reference shared by the job applicant. 
• An employment history check is very useful in confirming that your selected candidate has all the skills and knowledge required to perform the job role.

Medical screening

• A pre-employment medical screening can only be requested by the employer to determine if the employee is physically capable of performing the job requirements and to check if the employee has any infectious disease.
• It usually includes a physical examination, followed by laboratory/radiological investigations, such as urine tests, X-rays, and lung function tests.
• Furthermore, a pre-employment medical examination is justified in limited cases, like jobs that involve handling hazardous materials, require a high standard of fitness, are required by law, or involve public health/safety.

Credit history check

• Credit check refers to the review of a job applicant’s credit report. It contains information about the person’s different types of credit accounts, credit usage status, repayment records, and so on.
• A credit history check mainly aims to understand an individual’s financial responsibility. It is especially important for job roles that involve handling vast amounts of sensitive information, such as those in the financial, gaming, and security industries.

‍Education history

• An education history check is when an employer verifies an employee's education, training, and certification claims.
• This process includes reviewing all information about the individual’s enrollment and attendance at educational institutions, degrees obtained, and graduation date.
• An education history check helps to hire qualified candidates, avoid discrepancies, and mitigate the risk of hiring candidates with false credentials.

Social media check

• In Hong Kong, a social media check assesses a person’s online presence and identifies negative behavior, such as bullying, excessively bad language, or nudity.
• It also helps identify potential privacy issues, such as leaking sensitive information or content that can harm a business organization's reputation.
• During a social media check, the employee reviews the candidate’s online activities on platforms like Facebook, LinkedIn, and Twitter.

Requirements for Background Check in Hong Kong

We have highlighted some documents that are usually required for employee screening in Hong Kong.

• Some forms of identification include a driver’s license, state ID, social security card, and birth certificate.
• Copies of high school diploma/degree, official school transcripts, or earned program certificates.
• Paycheck stubs, W2 forms, offer letters, and wage/income transcripts.

Steps in Conducting Background Checks in Hong Kong

Conducting an employee screening in this country does not need to be complicated at all. You simply have to follow the steps below.

• Step 1: Develop a clear and comprehensive background check policy. It should highlight the types of checks conducted, the roles that require employee screening, and the procedures that must be followed.
• Step 2: Obtain written consent from the candidate before proceeding with any background verification. Clearly explain the screening process's purpose, scope, and nature to the candidate, and maintain complete transparency throughout.
• Step 3: Implement robust security measures to protect the candidate's sensitive information during the background screening.
• Step 4: Draft a report based on the findings to enable you to make better hiring decisions.
• ‍Step 5: Review the report thoroughly. If everything is in order, inform the candidate and begin onboarding.

Are Employee Background Checks Legal in Hong Kong?

Yes, conducting an employee background check in Hong Kong is legal. This is applicable for both contractual and permanent workers. However, there might be limitations on the extent and the type of checks, depending on the job role. 

Additionally, you must understand the country's data privacy guidelines and ensure thorough compliance with them. Ensure you get explicit consent from your workers before you run any background checks. These are some of the bare minimum requirements you must fulfill as an employer.

Planning to Hire in Hong Kong? Here’s How Skuad Can Help

Running a background check in Hong Kong can get expensive and confusing quickly if the right resources are unavailable. But with Skuad’s global EOR solution, you can reduce this workload, if not more. 

As your EOR partner, Skuad will run background checks on your behalf. You simply request the type of check you want, and we will gather the necessary information and present the result to you. 

Additionally, with our automated screening capabilities, you do not have to worry about manual errors. We will guarantee compliance with all data privacy laws and regulations so you can hire securely and reliably. 

‍Schedule a demo with us today and make better-informed hiring decisions only with Skuad!

FAQs

Do employers do international background checks?

Yes, international background checks are commonly performed by businesses worldwide. They help mitigate risks, ensure compliance, and ensure the organization's safety as it ventures into new markets.

What happens during employment screening in Hong Kong?

An employment screening is usually performed to understand whether a job candidate is suitable to carry out the responsibilities of the job role in question. During this process, the employer usually reviews the personal information provided by the candidate, such as their education qualifications, cover letters, previous work experience, and so on. 

How is the final payment calculated in Hong Kong?

In Hong Kong, the final payment for an employee is calculated based on the employee's average daily or monthly wages and the length of the notice period. The payment can also include severance pay.