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Haiti has a small formal employment sector alongside a large informal economy, with much organised hiring concentrated in banking, telecommunications, manufacturing, and the international and humanitarian organisations. Screening relies on manual, court based processes.
What employers can check
Identity, employment history, and academic qualifications are the standard verifications. Confirming diplomas with the issuing institution matters, and qualifications gained abroad usually need formal recognition before they can be relied on for regulated roles. References carry real weight in a market where the significant employers know one another.
Criminal record checks
The main documents are the certificat de bonne vie et moeurs, a certificate of good conduct issued through local authorities or the police, and the extrait de casier judiciaire issued by the courts. Both are requested by the individual rather than the employer, and each is treated as current only for a limited period. Processing is manual and timelines vary with local conditions. Screening is expected in banking and microfinance, private security, education, healthcare, roles with international organisations, and positions involving cash or children.
Consent and privacy
Haiti does not have a comprehensive data protection statute of the European type, so employer practice sets the standard. Take written consent before screening, explain what is being collected and why, keep the enquiry proportionate to the role, store results securely with restricted access, and dispose of them once they are no longer needed.
Safeguarding checks
Humanitarian and development employers commonly apply sector specific safeguarding screening, including reference checks against misconduct disclosure schemes. These sit alongside the local certificates rather than replacing them.
Practical guidance
Start early and allow flexibility, since access to records can be affected by local circumstances. Apply the same checks consistently across candidates for a role and keep signed consent on file. An employer of record can manage screening and payroll if you have no local entity.
