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A public criminal record check is part of the rigorous background check conducted prior to hiring an applicant. This involves reviewing various publicly available documents to uncover the applicant’s criminal background, if any. A criminal record check involves reviewing court records for civil and criminal cases. This is done using data that has been made publicly available by the courts. This includes data provided by the following legal institutions:

  1. District Civil Courts & Tribunals
  2. High Courts
  3. Supreme Court
  4. Magistrate Court
  5. District Court
  6. State Courts
  7. Criminal Suit – Magistrate Court
  8. Criminal Suit District Court
  9. Criminal Suit State Court

Applicants are screened for criminal offenses with the help of access to publicly available online databases of the District Court, the State High Court and the Supreme Court of India. To ensure an absolutely safe workplace free of criminal intent, a thorough public criminal record check is absolutely necessary. With a criminal background check, you can be sure that you are hiring candidates with a clean record. This also includes checking the Litigate database. A Litigate database search will determine if a candidate’s name appears in a protected or public database, such as a civil litigation database, a criminal database, and/or a law enforcement database.

Both Indian and foreign databases can be searched to determine if the candidate has ties to organized crime or has been named in a court case, and to check a person’s criminal record. If a qualified professional organization does not conduct a criminal background search, such offenses can cause irreparable damage to a company’s image.


Every new employee should undergo a criminal background check to ensure that no criminals enter the workplace. A single discrepancy can negatively impact your job security, motivation, and brand image. A criminal background check is required regardless of hiring level.



In India, there is no law that specifically deals with criminal record checks or background checks. However, the Indian Contract Act, Indian Penal Code, and the Information Technology Acts of 2000 and 2005 are often used as benchmarks for conducting criminal record checks. Companies that fail to keep personal information collected about their employees confidential can be subject to penalties under the Credit Information Companies (Regulation) Act of 2005.



Trial-related information can also be accessed through the National Crime Research Bureau and the CBI’s Most Wanted Lists, in addition to the public records of district court judges, the federal government, and Supreme Court. The list of defaulters can be found in SEBI, RBI, Registrar of Companies and the list of corrupt officials from Central Vigilance Committee.

It’s important to seek advice from a reliable criminal record check company India that has access to indexed criminal record and litigation databases. It is important to advise the applicant that a criminal record check will be conducted and obtain their written consent before proceeding.

The secret to conducting effective and efficient employment screening is to work with a Background Verification Company in India. Employers face the challenge of not only gathering information from all necessary sources, but also complying with various federal and state laws.

Social media scanning is another important source of background checks in India. Potential employers can now map the affiliations, preferences and behaviors of potential job applicants. In simple terms, this means that recruitment agencies and talent scouts can get a better grasp of a potential applicant’s personality without having to spend time with them, and can indirectly check a person’s criminal record. Although the aforementioned measures go a long way in ensuring a foolproof background check process in a populous country like India, screening medical, financial and biometric data requires the candidate’s consent. There are no such regulations controlling social media screening, so it can be done openly.