Recruit
Peru uses three separate background certificates rather than one, and employers new to the country routinely ask for the wrong one or assume a single document covers everything.
The three certificates
The certificado de antecedentes penales covers criminal convictions and is issued by the judiciary. The certificado de antecedentes judiciales covers judicial proceedings. The certificado de antecedentes policiales covers police records and is issued by the national police. All three are obtained by the candidate, each is issued for a stated purpose, and each is treated as current only for a limited period. Specify which you need rather than leaving candidates to guess.
What employers can check
Identity through the DNI, verifiable through the national registry, employment history, and academic qualifications are all routine. Degrees can be confirmed through the national registry of degrees and diplomas, which is reliable and widely used. Many professions require registration with the relevant colegio profesional as a genuine condition of practice.
Data protection
The personal data protection law is supervised by the national data protection authority, with obligations covering consent, purpose limitation, security, and registration of personal databases. Criminal record data is sensitive and requires a justification tied to the specific role. Collect only what the role needs, be transparent about purpose, and delete unsuccessful applicants’ information once recruitment closes.
Checks to avoid
Pregnancy testing and HIV testing as hiring conditions are prohibited. Health screening is limited to the occupational examination assessing fitness for the specific role.
Practical guidance
Tell candidates clearly which of the three certificates you require and allow time for each, apply the same requirements consistently, and keep evidence of consent. An employer of record can manage screening and compliant onboarding if you have no Peruvian entity.
