Checking the screening profile on a VOG application

Criminal Law in the Netherlands.

A VOG screening profile should correspond to the actual job or purpose of the application. Ask which duties, powers and risks the employer or organisation has identified.

Compare the profile and function description with the work you will actually do. If something appears incorrect, ask the employer or organisation how it can be corrected accurately.

Do not assume that an offence cannot matter merely because it is absent from an example list. Justis assesses risks in relation to the role and the applicable rules.

Gather a clear job description and relevant safeguards, such as supervision or restricted access. These should describe real arrangements, not promises invented for the application.

Do not choose an inaccurate profile to conceal relevant risks. Discuss uncertainty about the correct application with the organisation and obtain advice if a proposed refusal raises a legal question.

If Justis raises concerns, respond to the identified risks and your current circumstances within the stated time. A general character reference may not explain the specific work or safeguards.

Read the full explanation on the Criminal Law in the Netherlands website.