Insights & News on Screening in Switzerland

Our Blog

Human Risk and Background Checks in Spain: The 2026 Reference Guide

Validato is a global provider of background checks and Human Risk management, with a specific focus on the legal framework, regulators and market practices in Spain. This page answers the most frequently asked questions from HR and Compliance professionals in Spain about what can be verified about a candidate, what the law requires and how to avoid sanctions.

Picture can be AI-generated

Human Risk in Spain: What it is and how companies manage it with Background Checks

Human Risk can affect every organisation through the people it hires and works with. From CV fraud and undisclosed conflicts of interest to financial integrity and reputational risks, background checks help companies in Spain make better-informed decisions. The key is a proportionate, role-based approach that combines effective risk management with compliance with the GDPR, LOPDGDD and AEPD requirements.

Picture can be AI-generated

What is a Background Check and when is it mandatory (or recommended) in Spain?

In Spain, background checks are not generally mandatory, but they can be essential for certain roles and sectors. The key is to verify only what is necessary and proportionate to the risk associated with the role. Identity, education, experience, references or criminal records: we explain what a company may verify, when doing so is recommended and in which cases specific legal requirements apply.

Picture can be AI-generated

Criminal Record Certificates in Spain: What an employer may (and may not) require

In Spain, requesting a criminal record certificate from a candidate is not generally permitted. Even the candidate’s consent is not sufficient on its own: there must be a specific legal authorisation linked to the role. We explain when it may be required, which sectors have a legal basis and what risks a company assumes if it requests criminal-record information without justification.

Picture can be AI-generated

How to obtain a Criminal Record Certificate in Spain: Steps, cost and timelines

Obtaining a criminal record certificate in Spain is a straightforward procedure, but the correct process must be followed. We explain who can request it, how to apply online or in person, how much it costs and what timelines HR should allow for, especially when the candidate has lived or worked in other countries.

Picture can be AI-generated

Certificate of Sexual Offences: LOPIVI and working with minors in Spain

Regularly working with minors in Spain entails a specific legal obligation: proving the absence of certain sexual offences. The LOPIVI establishes when this certificate must be required, which professionals and volunteers it applies to, and how companies and organisations should manage it in order to protect minors and comply correctly with the law.

Picture can be AI-generated

ASNEF, RAI and the Public Insolvency Register: What an employer in Spain May (and May Not) Check

Checking a candidate’s financial integrity in Spain is subject to clear legal limits. ASNEF, RAI and CIRBE are not recruitment tools, while certain public sources, such as the Public Insolvency Register, may be relevant for roles involving financial responsibility. We explain what an employer may check, what it should avoid and where the AEPD draws the line.

Picture can be AI-generated

Social Media in recruitment: What the AEPD says about reviewing a candidate’s profile

Reviewing a candidate’s social media may seem like a natural extension of the recruitment process, but Spain has clear limits. The AEPD requires any search to be related to the role, necessary and proportionate, and to respect the candidate’s privacy. We explain the difference between a professional and a private social network and how to avoid legal risks, discrimination and unconscious bias.

Picture can be AI-generated

Employment References in Spain: Why you need the candidate’s consent

Employment references can provide highly valuable information about a candidate’s actual experience and performance. In Spain, however, contacting former employers requires the candidate’s consent and must be strictly limited to the professional sphere. A properly conducted reference check can validate the CV and clarify possible discrepancies while respecting privacy and the GDPR.

›

Insights into Human Risk Management and Background Checks

Trends, Best Practices, and Regulatory Developments at a Glance

Our Blog

Human Risk and Background Checks in Spain: The 2026 Reference Guide

Human Risk in Spain: What it is and how companies manage it with Background Checks

What is a Background Check and when is it mandatory (or recommended) in Spain?

Criminal Record Certificates in Spain: What an employer may (and may not) require

How to obtain a Criminal Record Certificate in Spain: Steps, cost and timelines

Certificate of Sexual Offences: LOPIVI and working with minors in Spain

ASNEF, RAI and the Public Insolvency Register: What an employer in Spain May (and May Not) Check

Social Media in recruitment: What the AEPD says about reviewing a candidate’s profile

Employment References in Spain: Why you need the candidate’s consent

Select a country

Select Region

Select Language