Frequently Asked Questions

The following persons are “eligible applicants” under the SCRC Scheme:

1. prospective employees;
2. contract renewal staff;
3. staff assigned by outsourced service providers to other organisation or enterprises;
4. prospective self-employed persons; and
5. volunteers

undertaking child-related work or work related to mentally incapacitated persons (MIPs) for individual employers^* (e.g. parents or legal guardians who engage private tutors for their children or MIPs), organisations or enterprises (including schools, residential care homes for disabled persons, private tutorial centres and private interest/activity institutions, e.g. swimming clubs, ball games clubs, music centres, etc.).

^* Individual employer is not applicable to “volunteers”.

“Child-related or MIP-related work” is defined as work where the usual duties involve, or are likely to involve, frequent or regular contact with children or MIPs. In general, the usual duties of the relevant work may conform to one of the following criteria:

1. providing services mainly for children or MIPs (such as teachers, tutors working in tutorial centres, tutors of interest classes, social workers looking after children, paediatricians and nursing staff, tutors working in special schools, private tutors, sports coaches and volunteer teachers, etc.);
2. working in premises that provide services for children or MIPs (such as general staff or assistants, librarians and cleaners in schools or tutorial centres, etc.); or
3. involving frequent or regular contact, in particular unmonitored contact, with children or MIPs (such as permanently-hired school bus drivers, assistants of children activities, etc.).

“Work” includes work carried out by an individual:

1. under a contract of employment or apprenticeship;
2. on a voluntary basis;
3. as training undertaken as part of an educational or vocational course; and
4. on a self-employed basis.

Contract renewal staff who undertake child-related or MIP-related work in organisations or enterprises are covered by the scheme. Employers may request those staff to apply for the SCRC before the renewal of the contracts. (For the time being, the scheme does not apply to existing staff without the need for contract renewal.)

Staff assigned by outsourced service providers to work frequently/regularly at an organisation or enterprise for child-related or MIP-related work are covered by the scheme. The organisation or enterprise can request staff of outsourced service providers to be deployed to work at the organisation or enterprise to undergo the check, and request outsourced service providers to pass the check result to the organisation or enterprise in written form. Prior consent of the relevant staff for such arrangement should be obtained.

The organisation or enterprise should include a specific requirement for SCRC for the staff in the tender document and/or contract. To facilitate the Police to verify whether the applicant’s work falls under the scope of the SCRC, outsourced service providers shall issue documentary proof to the relevant staff so that they can apply for the SCRC from the Police voluntarily.

Generally speaking, we encourage the outsourced service providers to, as far as possible, request their relevant staff to conduct the check before they are deployed to provide services for the organisation or enterprise. The outsourced service provider should, in the light of the actual situation, exercise their professional judgment to make the most appropriate arrangement since there may be staff change within the outsourced service providers.

However, if the services provided by outsourced service providers do not involve frequent or regular contact with children or MIPs, and the work of their staff at the organisation or enterprise is monitored properly by the organisation or enterprise, e.g. short-term maintenance workers, delivery assistants, speakers of public lectures, guest performers employed through outsourced contracts, the staff concerned do not need to undergo the SCRC. Also, we do not suggest the organisation or enterprise request these staff to undergo the SCRC.

In any event, the organisation or enterprise has the responsibility to adopt reasonable measures to protect children and MIPs from sexual abuse, e.g. monitoring the work of the above-mentioned staff. The check itself cannot take the place of prudent selection and employment practice, as well as proper supervision.

On 16 December 2024, the scope of the SCRC was expanded to cover “prospective” self-employed persons, including but are not limited to, private tutors, music teachers and sports coaches, undertaking child-related or MIP-related work for individual employers (e.g. parents or legal guardians who engage private tutors for their children or MIPs). Individual employers, such as parents, may request the applicant to undergo the SCRC at the advanced stage of the employment process.

The scheme is voluntary in nature. With their knowledge of the mode and environment of the work/activities concerned, employers should, in the light of the actual situation, exercise their professional judgment as to whether checking is needed after assessing the risks of individual work/activities and making full consideration.

On the other hand, since it is of paramount importance to safeguard the well-being of children and MIPs, we recommend that organisations or enterprises, when engaging persons to undertake child-related or MIP-related work, ascertain through the scheme whether the applicants have any sexual conviction records, so that employers may make decisions relating to staff appointment on a fully informed basis.

We suggest organisations or enterprises engaging persons, regardless of their sex, who undertake child-related or MIP-related work to request such persons to undergo the SCRC in order to protect children and MIPs from sexual abuse.

At present, existing staff are not covered by the scheme. To further enhance the protection of children and MIPs, the Government plans to expand the scope to cover existing employees and self-employed persons. The Government will make the announcement in the fullness of time.

On 16 December 2024, the scope of the SCRC was expanded to cover “prospective” self-employed persons, including but are not limited to, private tutors, music teachers, sports coaches and persons providing door-to-door services, undertaking child-related or MIP-related work. Relevant employers are no longer limited to organisations and enterprises, but also include individuals, such as parents. In this connection, parents may request prospective private tutors to undergo the SCRC at the advanced stage of the employment process.

At present, existing self-employed persons are not covered by the scheme. However, to further enhance the protection of children and MIPs, the Government plans to expand the scope to cover existing employees and self-employed persons. The Government will make the announcement in the fullness of time.

On 15 December 2025, the scope of the SCRC Scheme was expanded to cover volunteers, including but are not limited to volunteer teachers and volunteer sports coaches. The recruiting organisations may decide whether the SCRC is necessary after assessing the risks of individual activities.

If your usual duties involve, or are likely to involve, frequent or regular contact with children or MIPs, you can apply for the check on a voluntary basis on the request of your employer (who may be an individual employer, organisation or enterprise). You shall submit a documentary proof of employment issued by the employer (template), otherwise we are unable to accept your application without a valid documentary proof.

Yes. An applicant under the age of 18 shall obtain the consent of his/her parent or guardian when submitting an application or for any further procedures. The parent or guardian shall sign on all required documents to confirm that such procedures are processed with their consent on a fully informed basis. If the applicants under the age of 18 submit the application online, the parent/ guardian consent form shall be uploaded.

The documentary proof of employment is essential for verifying that an applicant undertakes child-related or MIP-related work and the acknowledgement of the employer’s full understanding of the terms and conditions stipulated in the Notes to Employers. Hence, if the applicant cannot produce a documentary proof of employment from the employer, his/her application will not be accepted. Applicants should communicate with employers beforehand to ascertain whether there is a need to apply for a check.

No. An applicant must make an appointment through the Online Booking System. Walk-in applications will not be entertained.

Starting from 16 December 2024, eligible new applicants and applicants whose accounts are ready for renewal can apply online. Please click here to access the Online Applications Platform. Online application is highly recommended to save waiting and in-person application processing time.

The prescribed fees for SCRC new application and renewal application are HK$130 and HK$76 per person respectively.

For applicants applying in person, payments can be made by Octopus cards, EPS or FPS at the SCRC Office or in cash at the Police Shroff.

For online applicants, payment methods, including credit card, FPS and PPS, are accepted in the Online Applications Platform.

No. If an applicant does not have a conviction record against the specified list of sexual offences, the Police will not issue any written confirmation.

No. The applicant should submit a renewal application within the last three months of the validity period. Fresh application will be required once the validity period has expired.

Employers should neither pass the checking code, the check result or other personal data of an applicant to any persons not directly taking part in the appointment-related procedures, nor use the personal data for any purpose other than the intended selection, recruitment or employment purpose. Any person who uses the sexual conviction record or other personal data obtained for any purpose other than the intended purpose when the data is first collected may be liable under the Personal Data (Privacy) Ordinance (Cap. 486, Laws of Hong Kong).

Employers should read the Notes to Employers before conducting the check to fully understand the terms and conditions of the service including responsibilities contained therein. The applicant should keep a record of the employers to whom he has passed the checking code.

If leakage of checking code beyond his/her control is suspected, the applicant should inform the SCRC Office at 3660 7497 at the earliest convenience. The original checking code will be invalidated and a new one will be provided upon the authentication of the applicant’s identity. For the purpose of personal data privacy protection, an applicant is encouraged to withdraw his/her checking account once he/she no longer requires the check result (the applicant should submit the withdrawal application to the SCRC Office through the Online Applications Platform or in person with no appointment required).

No. At present, the technology for fingerprints verification on smart devices is not up to the standard for criminal record check. In this regard, applicants are required to have their fingerprints taken with professional devices in person at designated locations in order to ensure accuracy of the check result.

Applicants are not required to submit the original copies of the documents to the SCRC Office in person, by post or email if they have submitted the applications online. Nevertheless, applicants shall have their fingerprints taken in person at the SCRC Office or one of the 24-hour designated Police Stations by appointment.

If an applicant has successfully submitted his/her fingerprints, the SCRC result will be uploaded to the Auto-Telephone Answering System within five working days. At the same time, if he/she applied online, he/she can download the letter with the random 14-digit computer generated unique checking code from the Online Applications Platform.

Available personal data will be automatically filled out on the online application form if applicants apply with their “iAM Smart” accounts, saving time.

“iAM Smart +” users can also submit renewal applications, complete application procedures and obtain the letter with the unique checking code after renewal within the last three months of the validity period online, without having to visit the SCRC Office in person.

An applicant who has failed in the submission of the fingerprints (e.g. poor quality of the fingerprints) will receive a link for making an appointment for re-taking the fingerprints by ink at the SCRC Office through the Online Applications Platform. The applicant only needs to attend the Office according to the appointment for the relevant procedure. Please contact the SCRC Office on 3660 7497 for questions.

The scheme is voluntary in nature. Employers may decide whether the SCRC is necessary after assessing the risks of individual work/activities. In any event, employers hold the responsibility to put in place all reasonable measures to safeguard children and MIPs from sexual abuse. We suggest the employers consider the circumstances of individual work/activities and assess the actual need for checking the eligible applicants.

With the premise of protecting the well-being of children and MIPs, where the job involves frequent contact with these people, employers engaging persons to undertake child-related or MIP-related work may specify in the recruitment advertisement that job applicants may be requested to undergo the SCRC.

To avoid collecting excessive personal information, employers should request applicants to undergo the SCRC at an advanced stage of the selection process, for example, not until suitable applicants have been shortlisted for interview or the employers have confirmed their intention to employ the applicants.

The scheme is voluntary in nature. Employers may decide whether the SCRC is necessary after assessing the risks of individual work/activities according to actual circumstances. An employer and an applicant should communicate with each other beforehand to ascertain that the usual duties of a post involve, or are likely to involve, frequent or regular contact with children or MIPs. Applications for the check should be submitted by eligible applicants voluntarily.

Hence, employers should state in the items related to the recruitment or employment renewal contracts the consequence applicants may face if they refuse to undergo the check. Therefore, if an applicant refuses to undergo the check, the employer has the right not to employ him/her or make proper arrangements, such as redeploying him/her to other positions with lower risk.

No. The Government has a constitutional duty under the International Covenant on Civil and Political Rights (ICCPR) to protect children from sexual exploitation. Differential treatment between different types of offenders is permissible under the Hong Kong Bill of Rights Ordinance if the criteria for such differentiation are reasonable and objective and if the aim is to achieve a purpose which is legitimate under the ICCPR.

The SCRC Scheme provides employers with a reliable channel through which they can ascertain whether the persons to be appointed have any relevant conviction records at the time of recruitment, and take this into account as one of the factors for appointment. This can help employers assess the suitability of applicants for the child-related or MIP-related positions. It is a reasonable, responsible and necessary measure that minimises the risks of children and MIPs being sexually abused.

If an applicant comes from an area outside Hong Kong, his/her employer can still request him/her to undergo the check. The employer, however, should understand that the SCRC Scheme does not cover overseas sexual conviction record; the check result only covers local conviction record of the applicant.

We suggest the employer request the applicant to provide certificate of no criminal conviction or other equivalent lawful documentary proof issued by the applicant’s place of residence prior to employment, so as to ascertain that the applicant does not have overseas sexual conviction record.

It is of paramount importance to safeguard the well-being of children and MIPs. The check results are important references for employers to assess whether applicants are suitable for the posts. Therefore, an employer should sign the employment contract with an applicant or allow him/her to undertake the relevant duties only after the check result is available wherever possible. Generally speaking, if an applicant does not have a sexual conviction record, the check result will be uploaded onto the Auto-Telephone Answering System within five working days after the successful submission of fingerprints.

To meet pressing operational need, the employer may sign the contract with the applicant or allow him/her to undertake the relevant work before the check result is available. The employers should adopt reasonable and feasible measures in this situation, such as requesting the applicant to declare in writing whether he/she has or does not have a sexual conviction record, and confirm the declaration with the check result when it is available. Later, if the applicant is found, via the check, to have intentionally provided false information or withheld material information, the employer may take disciplinary action according to the terms and conditions stated in the relevant documents (such as application form, employment contract, etc.).

No. An employer should not demand an applicant to apply for the SCRC or provide his/her checking code if his/her duties do not relate to children or MIP.

Upon acceptance of the application for the SCRC, the Police will issue a letter to the applicant stating the applicant’s name and the checking code. Employers can verify the applicant’s name so as to ascertain that the checking code belongs to the applicant based on the information on the letter. In case of doubt, the employer may make an enquiry by calling the SCRC Office at 3660 7497.

Employer can only access the Auto-Telephone Answering System by a telephone with activated caller display function. All access to the check result will be logged by the Auto-Telephone Answering System for audit.

If the Auto-Telephone Answering System still cannot be accessed by a telephone with activated caller display function, the employer is advised to contact the SCRC Office at 3660 7497.

Generally speaking, one of the following messages will be given as the check result in the Auto-Telephone Answering System:

1. The applicant (with no name mentioned) “does not have” a conviction record against the specified list of sexual offences as at a particular date;
2. The applicant (with no name mentioned) “has” a conviction record against the specified list of sexual offences as at a particular date;
3. Result of the check is withdrawn upon the applicant’s request. Please contact the applicant for the details; or
4. In special cases (e.g. the applicant is arrested or charged with any of the offences on the specified list, but is not yet given a verdict or is a wanted person), callers may be directed by a message of the Auto-Telephone Answering System to communicate with an SCRC officer for the status of an applicant.

The first check result above (i.e. the applicant “does not have” a conviction record against the specified list of sexual offences) represents that the applicant does not have any sexual conviction record and is not involved in any outstanding cases.

The message in the Auto-Telephone Answering System will not disclose details of the conviction record of an applicant. If an applicant has a conviction record against the specified list of sexual offences, the Police will provide the applicant with the sexual conviction record in writing. Employers can obtain a copy of such records from the applicant direct when necessary.

A transaction number will be provided for each successful access to the check result. The employer may note down the transaction number for record purpose.