How to spot a fake Certificate of Good Conduct
Last updated 22 July 2026
A Certificate of Good Conduct (police clearance from the DCI) is often required for jobs, and that demand is exactly why some are forged or altered. If you are an employer — or you have simply been handed one — here is how to spot the warning signs and, crucially, how to confirm a certificate is real through the issuing authority. This guide is about detection, not creating documents.
Why good-conduct certificates get faked
Because many employers ask for one, a person with something to hide has an incentive to forge or alter a certificate — changing the name, the dates, or the outcome. That makes verifying it, rather than accepting it at face value, part of responsible hiring.
Warning signs to look out for
- Name, ID number or dates on the certificate that do not match the candidate’s other documents.
- Poor print quality, misaligned text, or signs the document has been edited.
- No verifiable reference or QR/verification code from the issuing authority.
- A certificate that looks unusually old or reused for a role that expects a recent one.
- Reluctance to let you verify it with the issuer.
Why you have to verify at the source
A forged certificate can look convincing, so a visual check is not enough. The Certificate of Good Conduct is issued by the Directorate of Criminal Investigations (DCI), and the reliable way to confirm one is genuine is to verify it through the official DCI/eCitizen channel, not by inspecting the paper.
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How to verify a Certificate of Good Conduct, step by step
- 1
Get the certificate and the candidate’s consent
Ask the candidate for the certificate and their consent to verify it as part of your hiring checks.
- 2
Check the details match the person
Confirm the name and ID number on the certificate match the candidate’s verified identity — a mismatch is an immediate red flag.
- 3
Confirm authenticity with the issuer
Use the official DCI/eCitizen verification channel (and any reference or code the certificate carries) to confirm it was genuinely issued. This is the definitive step.
- 4
Combine it with your other checks
Treat good conduct as one signal. Pair it with verified identity (IPRS), references and, where relevant, CRB and academic checks for the full picture.
Why employers should always verify
Accepting a certificate at face value is a real risk — if it is fake, you have hired on a false basis. Verifying it protects your organisation and gives you a defensible, evidence-backed record of your decision.
A Certificate of Good Conduct is one signal
It shows criminal-record status at a point in time — it does not confirm identity, references or credit. Strong hiring combines it with identity verification and the other checks, which is what Verifisha brings together with consent.
This guide is general information, not legal advice. The Certificate of Good Conduct is issued by the DCI, and the exact verification channel and any reference/QR features are set by the DCI/eCitizen and change over time — confirm authenticity through the official channel.
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Frequently asked questions
How do I know if a Certificate of Good Conduct is fake?
Visual signs — mismatched details, poor print quality, no verification reference — can hint at a fake, but they are not proof. Confirm it through the official DCI/eCitizen channel, and check the name and ID match the candidate’s verified identity.
How can an employer verify a good conduct certificate?
Get the candidate’s consent, confirm the certificate’s details match their verified identity, and verify authenticity through the official DCI/eCitizen channel. Verifisha helps you run this alongside identity, references and other checks with a clear audit trail.
Can a Certificate of Good Conduct be forged?
Yes — that is exactly why source verification matters. A forged or altered certificate can look convincing on paper, so confirming it with the issuing authority is the only reliable way to trust it.
What else should I check when hiring?
Alongside a good-conduct certificate, verify the candidate’s identity (IPRS), collect references, and add CRB or academic checks where relevant. Combining signals is far safer than relying on any single document.
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