6673e – Consent for Certified Criminal Record Checks – Employment Purposes

Jurisdiction: Canada (Federal)

What is a 6673e – Consent for Certified Criminal Record Checks – Employment Purposes?

The 6673e is a consent form you sign to authorize a certified criminal record check for employment. It lets the Royal Canadian Mounted Police (RCMP) search your fingerprints against the National Repository of Criminal Records and release the result for a job-related purpose. “Certified” means the search is fingerprint-based, not name-based, so the result is definitive.

Employers use this form when they need certainty. A name-based result can flag possible matches with other people who share your name or birthdate. A certified check resolves that by matching your unique fingerprints. If you have a criminal record, the certified check confirms the details tied to your fingerprints. If you do not, it confirms that as well.

Who typically uses this form?

• Your prospective or current employer.
• A third-party background screening company engaged by the employer.
• A police service or an RCMP-accredited fingerprinting agency that captures your prints.
• An HR representative managing onboarding or compliance.

You would need this form when your employer requires a definitive, fingerprint-based result. Common sectors include finance, aviation, transportation, cannabis, health care, education administration (non–vulnerable sector roles), private security, critical infrastructure, and federal contractors. Many unionized roles and safety-sensitive positions also require it. If a name-based check returned a “possible match,” you use this consent to proceed with fingerprints and clear the uncertainty.

Typical usage scenarios include

• You are a finalist for a job, and the offer is conditional on a certified check.
• Your employer must meet a regulator’s background screening standard.
• You are moving into a role with greater access to sensitive data or assets.
• A client contract requires all vendor staff to hold recent certified checks.
• You previously changed your name and want a clean, unambiguous result tied to your fingerprints.
• You work in multiple Canadian jurisdictions and need a nationally recognized document.

The 6673e is not the check itself. It is your formal, informed consent to collect your personal information, capture your fingerprints, run the RCMP search, and release the result to you and/or a named recipient for employment purposes. Without your consent, the RCMP will not release your certified result to an employer or a screening company.

When Would You Use a 6673e – Consent for Certified Criminal Record Checks – Employment Purposes?

You use this form when a job, contract, or promotion requires a fingerprint-based criminal record check. Employers often start with a name-based search. If that search flags a possible match, they move to a certified check. Some employers skip the name-based step and ask for a certified check upfront to save time and avoid false matches. The 6673e enables that process.

Consider these practical situations

• You are accepting an offer in a bank’s operations team. The bank’s policy requires certified checks for anyone with systems access. HR sends you instructions to complete fingerprints and sign the 6673e. You authorize the check and direct the RCMP to send the result to the bank’s screening provider.
• You are a commercial driver starting with a national logistics company. The company hires across provinces. It uses a uniform standard: certified checks for all drivers. You schedule fingerprints at an accredited agency, present two IDs, sign the 6673e, and list the company’s address for the result.
• You applied for a position in airport security. The airport authority uses a third-party background screening firm. The firm needs your consent to collect your personal information, submit your fingerprints, and receive the RCMP result. You complete the 6673e, naming the screening firm as authorized recipient.
• You are a contractor bidding on a federal project with on-site access. The prime contractor requires certified checks for all subcontractor staff who will access the site. You submit your fingerprints and sign the 6673e to authorize release to the prime’s compliance team.
• You previously had a name-based check come back as “inconclusive” due to a name match. The employer asks for a certified check. You use the 6673e to authorize fingerprints and resolve the match.
• You are outside Canada but applying to a Canadian employer that requires a certified Canadian check. You work with an accredited service provider that can capture your fingerprints according to RCMP standards. You sign the 6673e and have the result sent back to the employer.
• This form is also useful if you know you have a record and want to present accurate, complete information aligned with the RCMP repository. A certified check ensures the employer receives verified details tied to your prints, not assumptions from a name-only search.

Note: If the role involves working with children or vulnerable persons, you may need a Vulnerable Sector Check. That process is run through your local police service and includes an additional screening step. The 6673e covers a certified criminal record check for employment, not the specialized vulnerable sector process.

Legal Characteristics of the 6673e – Consent for Certified Criminal Record Checks – Employment Purposes

This consent is legally binding because it authorizes the collection, use, and disclosure of your personal information, including your fingerprints, for a specific purpose. Without your informed consent, the RCMP cannot release your certified result to an employer or screening firm. The form also instructs who should receive the result and how it can be used.

What ensures enforceability?

First, identity verification. Your identity must be verified against reliable, government-issued IDs before fingerprints are taken. A police service or RCMP-accredited agency records the ID details and confirms that you are the person giving consent. Second, specificity. The form ties your consent to employment purposes and to named recipients. It is not a blanket authorization for unrelated uses. Third, signatures and dates. Your signature and the verifier’s details show that you understood the purpose and timing of the consent.

Your consent allows the RCMP to match your fingerprints with the National Repository of Criminal Records. The RCMP produces the certified result and releases it to you or to the recipient you authorized. Many employers ask that the result be sent to a screening provider rather than directly to the employer. The form allows that, but only if you authorize it.

Privacy law matters here. In the private sector, employers must collect only what is reasonably necessary for employment purposes and must protect it. The consent helps align the process with privacy obligations by limiting use to the job context. Public sector bodies have their own privacy rules, and the consent supports those requirements as well. Your consent is revocable until the check is processed. Once the RCMP issues the result, withdrawal will not pull back information already released.

Employers also face human rights constraints. They should consider how any disclosed record relates to the actual job. Blanket exclusion can raise compliance issues. Your consent does not waive those employment law duties. It only allows the check to proceed and the result to be shared as directed.

The certified result has limits. It reflects what is in the National Repository at the time of the search. It does not list non-conviction local police information. It does not include record suspensions (pardons), except in narrowly defined legal situations. It does not assess your suitability for a job. It is a factual record, not a risk assessment. Many employers set validity windows (often 6 to 12 months), but that is policy, not law. There is no statutory “expiry date” for a certified check.

If you provide false information or misuse the form, there can be consequences. The RCMP can reject the submission. An employer may withdraw an offer. Knowingly providing false information can have legal implications. The identity verification and fingerprint process reduce that risk by tying the result to your biometrics.

Finally, cross-border issues can arise. If a recipient is outside Canada, your consent should clearly name that recipient. The employer should safeguard the result to at least the same standard. Ask about retention and destruction timelines before you consent to international transfer.

How to Fill Out a 6673e – Consent for Certified Criminal Record Checks – Employment Purposes

Follow these steps to complete the form accurately and avoid delays:

1) Confirm the requirement and recipient details.

• Ask your employer or screening provider whether they need a certified check. Verify the exact purpose (employment) and any internal reference numbers.
• Get the correct recipient name and mailing address. If results should go to you first, confirm your own mailing address.

2) Gather valid identification.

• You will need two acceptable IDs. At least one should be government-issued photo ID.
• Ensure your IDs show your full legal name and date of birth. If your name has changed, bring proof (e.g., marriage certificate or legal change of name).

3) Book fingerprinting with a qualified provider.

• Schedule an appointment with a police service or an RCMP-accredited fingerprinting agency.
• Tell them the purpose is a Certified Criminal Record Check for employment. That ensures proper coding of your submission.

4) Complete the applicant information section.

• Enter your full legal name exactly as on your ID.
• List all previous legal names or aliases used. Include maiden names and hyphenations.
• Provide your date of birth, place of birth, and sex as requested on the form.
• Enter your current mailing address, email, and phone. This is critical if results are going to you.

5) State the reason for the request.

• In the “Reason/Purpose,” write “Employment” and add the job title or department.
• If you have an employer letter or reference number, include it. Consistency helps match your result to your file.

6) Identify the type of check.

• Select “Certified Criminal Record Check” (fingerprints required). Do not select name-based options.
• If the form asks how results should be released, choose “release to applicant” or “release to authorized third party,” as instructed by your employer.

7) Designate authorized recipients.

• If the result is going to a screening company or employer, enter the full legal name and mailing address.
• Include a contact person and department if provided. Double-check the postal code. Small address errors cause big delays.

8) Provide previous addresses and name history, if requested.

• Some versions request a five-year address history. Be accurate and chronological.
• Use the same name spellings you used in official records to avoid mismatches.

9) Complete the ID verification section.

• The fingerprint technician or police clerk records your ID types and numbers.
• They confirm that your IDs match the name on the form. They add their name, location, and date as verifier.

10) Submit fingerprints and capture the transaction number.

• Your fingerprints will be captured electronically, if available. Ink-and-roll may be used in limited cases.
• Ask for your transaction control number or document control number. Keep it. You may need it to track status.

11) Confirm how results will be delivered.

• If results should be mailed to you, ensure your address is correct and secure. If you move, advise the provider immediately.
• If results should be mailed to the employer or screening firm, verify that address again. Some providers use a central processing address.

12) Review consent language carefully.

• Read the privacy notice. It explains what data will be collected, why, and how it will be used.
• Confirm that the purpose is limited to employment. If you see broader language, ask your employer to clarify before signing.

13) Sign and date the form.

• Use a legible signature that matches your ID name.
• Sign in the presence of the verifier if required. Do not pre-sign. Some providers will not accept a pre-signed form.

14) Pay the applicable fees.

• The RCMP charges a processing fee for employment-related certified checks.
• The fingerprinting agency or police service may charge separate service fees. Ask for a receipt. Check if your employer covers costs.

15) Submit the package.

• The provider sends your fingerprints and consent electronically to the RCMP. If any paper is required, they will handle it.
• Keep copies of the consent page, your receipt, and the transaction number.

16) Track processing and timelines.

• Processing times vary. Many results issue within days to a few weeks, depending on volume and print quality.
• Poor quality prints can cause delays. If you have known fingerprint capture challenges, tell the technician so they can take extra care.

17) Receive and handle the result.

• If the result comes to you, open it and check that your name and details are correct. Do not alter it.
• Provide it to HR as instructed. Use secure transfer only. Avoid emailing scans unless the employer directs that method.

18) Ask about retention and destruction.

• Confirm how long the employer or screening firm will keep the result.
• Ask how they will safeguard it and when it will be destroyed. Many employers retain for a set period tied to the hiring file.

19) Know what the result means.

• “No criminal record” indicates no record tied to your fingerprints in the national repository.
• If there is a record, the document will reflect convictions associated with your prints. It will not include most non-conviction information and will not show record suspensions, except in limited cases defined by law.

20) If something looks wrong, act quickly.

• If your demographics or address are wrong, tell your employer and the provider at once.
• If you believe the result does not match your history, discuss next steps with the fingerprinting agency or the issuing body. You may need a re-submission or to request a file review.

Practical tips to avoid common mistakes

• Match names exactly. Use the same spacing, hyphens, and order across the form and IDs.
• List all previous names. Omitting a prior legal name can cause processing issues.
• Use a stable mailing address. If you expect to move, ask to have the result sent to the employer or to a PO box you control.
• Bring original IDs, not photocopies. Expired IDs can be rejected.
• Do not leave blanks. If a field does not apply, write “N/A.”
• Use black ink if filling by hand. Write clearly. Avoid strike-throughs.
• Keep your transaction number. It is your best tool for status inquiries.

Scope reminders

• This consent is for employment purposes only. New purposes may require new consent.
• This form is not a security clearance application, an immigration police certificate, or a vulnerable sector check. If you need any of those, follow the specific process for each.
• Employers set their own recency requirements. Even if your check is recent, a new employer may ask for a fresh result tied to their process.

By following these steps, you give clear, lawful consent, reduce rejections, and help your check move through the system without avoidable delays.

Legal Terms You Might Encounter

• Consent means you agree to the collection and release of your information for a specific purpose. With this form, you authorize a certified criminal record check for employment. Your consent should be informed, voluntary, and time-limited. You control who receives the results and for what job.
• Certified criminal record check is a fingerprint-based search confirmed against the national fingerprint repository. It is “certified” because the result ties to your unique fingerprints, not just your name and birth date. This form authorizes that search for employment purposes.
• Identity verification is the process of confirming you are who you say you are. It relies on your fingerprints and your identity documents. The form captures your legal name, date of birth, and other details. These details have to match your ID at the time of fingerprinting.
• Biographic information is your personal data, such as your full legal name, previous names, date of birth, and gender. The form uses this information to link your consent to the fingerprint submission and to ensure proper matching of results.
• Criminal record refers to recordable criminal convictions on file. A certified check will confirm whether recordable convictions are associated with your fingerprints. The form does not ask you to admit to offences; it authorizes an official search and the disclosure of the result.
• Non-conviction information includes charges that did not result in a conviction, discharges, stays, and withdrawn matters. A standard certified check based on this consent does not typically include non-conviction information. The form targets conviction-based confirmation unless the job and legal framework require more.
• Record suspension (often called a pardon) is the formal set-aside of certain eligible convictions. A certified check may indicate that a record exists but has been suspended. The form does not undo a suspension, but it allows the check to report according to applicable rules.
• Vulnerable sector screening is a specialized check for roles involving children or vulnerable persons. It involves extra search steps. This form covers certified criminal record checks for employment but is not, by itself, a vulnerable sector screening. If your role requires that, you may need additional consent.
• Disclosure means sharing your results with the organization named on the form. Your consent limits disclosure to the recipient you identify. If you need to send results to a different employer, you usually need a new consent for that recipient.
• Retention and destruction describe how long your fingerprints, consent form, and results are kept and when they are destroyed. This form records your preferences where allowed and informs the agency that collects your fingerprints. You can also request destruction of fingerprints after completion, subject to policy and law.
• Authorized recipient is the employer or screening provider you name to receive the certified result. The form lets you direct where the result goes. Make sure the recipient’s details are correct to avoid misdelivery or delays.

FAQs

Do you need fingerprints for this consent?

Yes. A certified criminal record check relies on fingerprints to confirm identity. Your consent authorizes the collection of your fingerprints and the release of the certified result to the recipient you name. Fingerprints prevent false matches that can happen with name-based checks.

Do you need to list previous names?

Yes, list all legal names you have used, including maiden names and hyphenated versions. If you used different names, the fingerprint result still confirms your identity, but complete name history helps link your consent to your records and prevents administrative delays.

Do you get a copy of the result?

You can request a personal copy. Indicate this on the form or through the fingerprinting process. If you want your own copy, say so before submission. Some providers send results only to the authorized recipient unless you check the option to receive one yourself.

Do you need a new consent for each employer?

Usually, yes. Your consent is specific to one purpose and one recipient. If a new employer requests a certified check, you will need to sign a new consent naming that employer and purpose. Do not reuse a form that lists a different recipient.

How long is your consent valid?

Your consent is valid for the check tied to this submission. Employers often require a recent check, commonly within the last 6 to 12 months. If too much time passes before submission, you may need to re-sign the form. If you withdraw consent before processing, the check will not proceed.

Do you have to disclose pardoned offences on this form?

No, the form itself does not ask you to self-disclose offences. It authorizes an official search. A certified result may indicate the existence of a record, a suspended record, or no record, according to applicable rules. If your employer asks for disclosure, follow their instructions.

Do you need this form if you already did a check recently?

If you already completed a certified check for a different employer, your new employer may still require a fresh consent and a new result sent directly to them. Ask the employer if they accept a recent certified result in sealed form. Many do not.

What happens if a record is found?

The result will indicate that a criminal record is confirmed by fingerprints. Your employer will review it against the job requirements. If you believe the result is inaccurate, use the dispute process offered by the screening provider. You can also request clarification or a re-check through the same channel.

Checklist: Before, During, and After the 6673e – Consent for Certified Criminal Record Checks – Employment Purposes

Before signing

• Confirm the job requires a certified criminal record check, not a name-based or vulnerable sector check.
• Gather two valid pieces of ID, with at least one photo ID. Ensure names match the form exactly.
• Prepare your full legal name, all previous legal names, and accurate date of birth.
• Confirm the exact employer or screening recipient name, address, and contact email or mail details.
• Verify the job title or role and that the purpose is employment.
• Decide whether you want a personal copy of the result and how you want it delivered.
• Ask how long the employer considers a check “valid” for hiring.
• Check how and where you will give fingerprints (digital or ink), and any fees.
• Review your address information if the form includes current address fields.
• Confirm any deadlines for submission so you can book fingerprinting on time.

During signing

• Verify your legal name, previous names, and date of birth for accuracy and completeness.
• Check the employment purpose is selected and clearly stated.
• Confirm the authorized recipient’s details are correct and legible.
• If the form includes options for result delivery to you, select your preference and provide accurate contact details.
• Read any consent language about personal information, retention, and destruction. Indicate your choices where allowed.
• Sign and date the form in ink or electronically as instructed. Keep your signature consistent with your ID.
• If the form links to fingerprinting, ensure the transaction or file number is recorded on the form if required.
• Ask the staff member collecting your fingerprints to verify that your form and identity documents match.
• Request a copy of the completed form for your records before leaving.

After signing

• Submit the signed form with your fingerprints through the designated collection point or provider.
• Note the expected turnaround time and set a reminder to follow up if you hear nothing by then.
• Notify your employer that the submission is complete and provide any reference number.
• Store your copy of the signed form in a secure location. Do not share it beyond the named recipient.
• If you requested a personal copy of the result, watch for it and confirm it is complete and unaltered.
• If you notice an error after submission, contact the collection point or provider immediately to correct it.
• Request destruction of your fingerprints after completion if that option is available and you prefer it.
• If the employer needs a renewal later, record the date so you can plan ahead.

Common Mistakes to Avoid 6673e – Consent for Certified Criminal Record Checks – Employment Purposes

• Leaving out previous legal names. Don’t forget to list all former names. Missing names can cause delays because your consent may not match prior records, and the provider may ask you to re-submit details.
• Naming the wrong recipient. Make sure the employer or screening recipient is exact. If you list the wrong organization, your result could be released to the wrong party or rejected, forcing you to re-consent.
• Using nicknames or short forms. Use your legal name exactly as it appears on your ID. Nicknames or initials can create an identity mismatch and hold up fingerprinting or result release.
• Signing without reading retention choices. Review how your data will be stored and for how long. If you skip this, your preferences may not be recorded, and your data could be kept longer than you expect under policy.
• Missing or stale date. Always date your signature. If the form is undated or too old when submitted, the provider may not accept it, and you will have to sign again.

What to Do After Filling Out the Form 6673e – Consent for Certified Criminal Record Checks – Employment Purposes

Submit the form with fingerprints

• Provide the signed consent when you attend your fingerprint appointment. Bring the required ID. Ensure the technician records any transaction number that ties your fingerprints to your consent.
• Confirm the delivery method for results. If results go directly to the employer, confirm the address or electronic delivery channel is correct.

Track progress

• Ask for the estimated processing time before you leave. Set a reminder to follow up after that date if nothing arrives.
• Keep any receipt or confirmation number. Share it with your employer if they request status updates.

Receive and review results

• If you asked for a personal copy, verify your name and date of birth on the result. Check the certification language and that it mentions the fingerprint-based search.
• Do not alter the result. If the employer requires sealed or original documents, follow their instructions.

Handle issues or discrepancies

• If you spot a mistake in your personal details, contact the provider right away and request a correction or re-issuance.
• If you believe the content of the result is inaccurate, ask about the dispute process. You may need to provide identification and supporting information.

Amend or revoke consent (if needed)

• If you change employers before results are released, you will likely need a new consent naming the new recipient.
• If you want to withdraw consent before processing, notify the provider promptly. Processing stops once consent is withdrawn. If processing already occurred, you cannot pull back a released result.

Distribute the result

• Follow the employer’s instructions on how to submit your result. Some accept direct electronic delivery only; others request sealed mail or an original paper copy.
• Keep a copy for your records if allowed. Do not post or email your result to anyone other than the named recipient.

Retention and destruction requests

• Ask how long your fingerprints and consent will be kept. If you prefer destruction after completion, request it if the policy allows. Get written confirmation of destruction when available.

Plan for renewals

• Ask your employer whether the check needs renewal after a set period. Note the renewal date and budget time for fresh fingerprints and a new consent.