Recruit
Dominica is a small Caribbean jurisdiction where hiring is relatively informal but the police certificate is a well established part of the process. Employers should plan around manual processing rather than online services.
What employers can check
Identity, right to work, employment history, and academic qualifications are the standard verifications. References from previous employers carry considerable weight in a small labour market. Immigration status matters for non-nationals, who need a work permit before starting, although CARICOM nationals with a skills certificate may have freedom of movement rights.
Criminal record checks
Candidates apply in person to the Commonwealth of Dominica Police Force for a police certificate of character, providing fingerprints and identification. The certificate is issued to the individual and passed to the employer, and it is accepted as current only for a limited period. Anyone who has lived abroad may be asked for an equivalent certificate from that country. Screening is expected in financial services and the offshore sector, private security, education, healthcare, tourism roles involving guests’ property, and any position working with children.
Consent and privacy
Dominica does not have a comprehensive data protection framework comparable to the GDPR in active operation, so employer practice sets the standard. Take written consent before screening, explain to the candidate what is being collected and why, restrict the enquiry to what the role genuinely requires, store results securely, and dispose of them once they are no longer needed. Employers with UK or EU links should apply the higher standard by default.
Practical guidance
Allow a couple of weeks for the police certificate. Apply the same checks to every candidate for a given role so the process is consistent and defensible, and keep signed consent on file. An employer of record can manage screening and the work permit process if you have no local entity.
