For smaller teams, or where a vendor like Checkr doesn't cover every country you hire in, an administrator can self-attest to background checks instead of running them through a third-party service.
What self-attestation is
Instead of running every new hire through a third-party background-check vendor, the organization's administrator (HR head or CEO) formally confirms, in writing, that the required checks were completed and reviewed for each employee.
This is a reasonable approach when:
The team is small enough that per-employee vendor checks add cost and delay without much added assurance.
Employees are based in a country the vendor doesn't support — Checkr, for example, covers the US well and offers international verifications, but coverage should be confirmed per country (e.g. India, UK) before relying on it.
The organization already runs its own hiring due-diligence (reference checks, right-to-work verification) and wants a lightweight way to formally document that.
It is not a substitute for the underlying checks themselves — it's a documented declaration that they happened, signed by someone accountable for it.
Who attests, and what the attestation must cover
The attestation is made by one accountable administrator on behalf of the organization — typically the Head of HR or the CEO — not by each employee about themselves. That person confirms the necessary verifications and details for every employee, in one signed statement or a signed record per employee.
A sound attestation record should cover, per employee:
Identity verification — government-issued ID checked and matched to employment records.
Right to work — confirmed for the country of employment.
Criminal record disclosure — employee-declared, with a note on whether independent verification was possible.
Employment history — prior employer(s) and dates confirmed or declared.
Education/qualifications — confirmed where relevant to the role.
Date of attestation and the attesting administrator's name and title.
Signature of the attesting administrator.
Where to keep the record
Upload the signed attestation directly on the employee's record in ComplyJet:
Go to Organisation > People in the left sidebar.
Click the employee's row to open their details panel.
Switch to the Onboarding tab.
In the Background Check card, click Upload File and attach the signed attestation.
Employees who pre-date the audit period
Some current employees may have joined before your background-check policy took effect, or before the current audit period started — for them, there's often nothing to self-attest or upload. ComplyJet supports waiving the requirement per employee instead of forcing a file:
Open that employee's record and go to Onboarding > Background Check.
Click Change Requirement.
Under Background check required, select the option that marks it as not required for this employee.
Optionally add a Reason (e.g. "Hired before background-check policy took effect").
Click OK.
This clears the "Needs File" status without an upload, while keeping a documented reason for why it was waived.
You can use the following template as reference: