Recruit
Cabo Verde follows a Portuguese influenced legal tradition, which means employment screening sits within a recognisable data protection framework and a formal criminal record system. Employers used to European practice will find the principles familiar.
What employers can check
Identity, employment history, and academic qualifications are the standard verifications. Social security records give a reliable picture of formal employment. Qualifications gained abroad generally need recognition before they can be relied on for regulated professions, and professional roles may also require registration with the relevant body.
Criminal record checks
The document is the certificado de registo criminal, issued by the judicial authorities and requested by the individual. It is provided to the employer rather than obtained directly by them, and it is treated as current only for a limited period. Screening is expected in banking and finance, private security, tourism roles involving guests’ property, education, healthcare, and any position working with children.
Data protection
Cabo Verde has a dedicated data protection law and a national supervisory commission, with obligations closely modelled on the European approach. Criminal record information is sensitive, so an employer needs a justification tied to the specific role rather than a blanket policy. Be transparent about purpose, collect the minimum, secure the data, and delete unsuccessful applicants’ information once recruitment ends.
Foreign workers
Non-nationals require the correct residence and work authorisation, and the application usually calls for a criminal record certificate from their country of origin. Screening and immigration therefore overlap and are best run together.
Practical guidance
Decide role by role whether a criminal record check is justified and record the reason, apply the process consistently, and keep evidence of consent. An employer of record can handle screening and payroll if you have no Cabo Verdean entity.
