Requesting a VOG as an employer in the Netherlands: how does it work?

A VOG (Verklaring Omtrent het Gedrag) is, in the words of Justis, a document in which the Dutch Minister of Legal Protection declares that the applicant has not been convicted of any crime relevant to the duties in question. Justis is the only organisation that issues it. That last part of the definition matters: a VOG is not a general clean record. An accountant with a drink-driving conviction can still get one; an accountant convicted of fraud is unlikely to. What Justis checks depends on the screening profile the employer chooses.

Yes, and that is the normal route. Justis describes three ways to start an application, and in all three the employer takes the first step. The digital route looks like this.

Step 1: arrange eHerkenning. According to Justis, your organisation needs eHerkenning at level 2+ with the authorisation "VOG: aanvraag Verklaring Omtrent het Gedrag". You buy eHerkenning from an approved provider, so sort it out before your first offer, not on the day itself.

Step 2: log in to MijnJustis and choose a screening profile. You enter your organisation's details once, then pick the profile that matches the role. The general profile lets you tick the risk areas that apply, such as handling money, sensitive information or vulnerable people. Some sectors have a specific profile, for example education.

Step 3: enter the candidate's details. The candidate then gets an email from Justis with a link and an application code.

Step 4: the candidate completes the application. They check their details and pay online; for that they need DigiD, iDEAL and registration in the Dutch population register (BRP). Justis usually responds within one to four weeks, sometimes up to eight.

Step 5: check the VOG. Justis makes employers responsible for checking that a VOG is correct and genuine. Confirm the screening profile, then validate a digital VOG on validatie.nl.

No eHerkenning or no Chamber of Commerce number? Then you fill in section 2 of the paper form and the candidate hands it in at their municipality.

The candidate, at the time of application. Justis says the fee is for processing, not for the certificate: 33.85 euros when the employer prepared it digitally, and 41.35 euros through the municipality or when applying directly to Justis. There is no VAT and no invoice. You are free to reimburse it, for example by stating in the offer that you will pay it back on the first working day. Free VOGs exist only for volunteers who work with vulnerable groups.

Justis also warns about commercial parties that offer to prepare the application for a fee. They are not part of Justis and are not faster.

Not for a job. Justis states that a person can only apply when an employer, organisation or institution has asked for it. A candidate who arrives with a VOG of their own has one issued for another employer or purpose, and it says nothing about your role.

The exception is people who are not registered in a Dutch municipality, such as a candidate still living abroad. They apply directly to Justis by email, using a form in which you as the employer state the purpose and the screening profile. Justis says a decision then takes four to eight weeks.

So prepare the application as soon as you know you will make an offer. Mention in the vacancy or the first interview that the role requires a VOG, like any other hard requirement; our figures on application forms show why such requirements belong at the front. How reference checks fit in is covered in reference checks and the certificate of conduct.

How long does a VOG take?

For residents, Justis usually issues a VOG or asks for more information within one to four weeks, sometimes up to eight, and the processing time says nothing about the outcome. Plan for it between the offer and the first working day. A candidate who hears nothing for weeks keeps looking, which is one of the known moments when candidates drop out.

May I ask every new hire for a VOG?

Not automatically. Justis points out that screening is only allowed within the GDPR: you need a legitimate interest, the screening has to be necessary, you inform the candidate and you keep the data no longer than needed. For some professions, such as childcare, a VOG is a legal requirement.

Who prepares the VOG when an agency recruits for me?

You do, as the employer, because the screening profile belongs to the role in your organisation. Agree in advance who tells the candidate and when the application goes out. How we split the work is explained in the questions about how we work, and how different forms of outsourcing compare in RPO versus a recruitment agency.

SocialFind wrote this article based on the quarterly figures and the rules published by Justis, checked on 22 October 2026. This is not legal advice. If you would like articles like this in your inbox, sign up for our newsletter.