Recruit
Chad has a limited formal labour market, weighted towards the oil sector, government, and international organisations. Employment screening relies on court issued documents and manual processing, so realistic timelines matter more than the paperwork itself.
What employers can check
Identity, employment history, and academic qualifications are the standard verifications. Verifying diplomas with the issuing institution is worthwhile, and foreign qualifications generally need formal recognition before they can be used for regulated roles. References from previous employers are informative in a market where the main employers are well known to one another.
Criminal record checks
The relevant document is the extrait de casier judiciaire, obtained from the court covering the candidate’s place of birth and requested by the individual. It is provided to the employer and is only accepted as current for a limited period. Processing is manual and can take some weeks, particularly where the candidate was born outside N’Djamena. Screening is expected in banking and microfinance, private security, the oil sector, education, healthcare, and roles with international organisations or involving children.
Consent and privacy
Chad does not have a comprehensive data protection statute of the European kind, so the standard is set by employer practice. Take written consent before any check, explain to the candidate what is being collected and why, keep the enquiry proportionate to the role, store results securely, and dispose of them once they are no longer needed.
Medical checks
Pre-employment medical examinations are common and are required for oil sector and industrial roles, where occupational health obligations apply. Keep the scope limited to fitness for the specific job.
Practical guidance
Start early, apply the same checks across candidates for a role, and keep evidence of consent. An employer of record can manage screening and payroll if you have no Chadian entity.
