Recruit
North Macedonia applies a data protection framework aligned with the GDPR as part of its EU accession path, and its criminal record certificates are straightforward for candidates to obtain. The main thing to get right is which certificate the role actually calls for.
Criminal record checks
Candidates request a certificate confirming they have not been convicted from the basic court covering their place of residence, or through the Ministry of Justice. A separate confirmation that no criminal proceedings are pending is issued by the public prosecutor and is sometimes requested alongside it, particularly for public sector and regulated roles. Both are issued to the individual, who provides them to the employer, and each is treated as current only for a limited period. Screening is expected in banking and finance, private security, education, childcare, healthcare, and public administration.
What employers can check
Identity, employment history, and academic qualifications are the standard verifications. Pension and social insurance records give a dependable trace of formal employment. Diplomas can be confirmed with the issuing institution, and foreign qualifications generally need recognition before they can be relied on for regulated professions.
Data protection
The Law on Personal Data Protection follows the GDPR closely and is supervised by the national data protection agency. Criminal conviction data attracts additional protection, and consent is treated as a weak basis in the employment context because of the imbalance between employer and candidate. Rely on a legal obligation or on necessity for the role, collect the minimum, be transparent about purpose, and delete unsuccessful applicants’ data once recruitment closes.
Medical checks
Pre-employment medical examinations are required for specific categories of work and are arranged through occupational health providers. Keep the scope tied to fitness for the particular role.
Practical guidance
Work out which certificate the role requires before asking, document the reasoning, and view rather than retain where possible. An employer of record can manage screening and payroll if you have no local entity.
