Hiring once isn’t enough—because trust should be maintained, not assumed.

When a major freight and logistics company, based in London, discovered that one of its long-serving employees had been part of a theft ring, there was a stunned silence around the boardroom table. This employee had gone through pre-employment checks and had been deemed trustworthy for more than three years. So, how could it all go so horribly wrong? 

The answer: they never checked again. 

Given the rapid pace of change in today’s world, a clean employment record at hiring may not just be sufficient years later. Lives change—individuals may encounter financial hardship, relationship issues, or new vulnerabilities.  

This is where post-employment background verification plays its role. It is not about suggesting a lack of trust; it is about the smart and responsible management of a workforce that adapts as your business needs do. 

What is Post-Employment Background Verification?

It is fundamentally the process of checking someone’s background after they are hired. This could include regularly checking someone’s criminal record, watching for financial issues or warning signs, checking for updated credentials, or validating employment history if a person transitions within the company. 

While onboarding or “pre-hire” employee background screening is a one-time verification process, post-hire background screening is concerned with the continued integrity of the workplace and comes with potential risks that may arise further into an employee’s employment.

Why Is It Necessary? Isn’t Pre-Employment Screening Enough?

Would you check the safety of an aircraft just one time prior to the first flight? Probably not. Continuous assessment ensures the safety, reliability, and performance of the aircraft.

Just because someone was approved three years ago doesn’t mean they haven’t experienced circumstances and situations that could now expose your company to risk.

Here’s why post-hire screening matters:

• Employee Roles Change: A member of your team who previously had limited access to information may now handle sensitive client information, potentially keys to secure sites, or may now have financial duties. 
• Behaviour can evolve over Time: Financial pressures, drug or alcohol dependency, exposure to external threats which affects judgment. 
• Regulatory Compliance: Some sectors (security, finance, etc) need updated, advanced background checks required by law, especially when a license is being renewed. 
• Reputation Management: Ongoing vetting of employees protects your brand against individuals with newly acquired criminal records (negligent hiring is not just limited to a team member with a new record of reckless driving). 

Real-World Examples That Show the Risks

Case #1: The IT Specialist Turned Risk

A cybersecurity firm in Manchester discovered that one of their long-standing technicians had been involved in online fraud—outside working hours. He had no prior record at the time of hiring.  

A routine soft background check done during a scheduled internal audit revealed ongoing investigations linked to his name. Without post-employment checks, the issue may have gone unnoticed until much damage was done. 

Case #2: License Expiry Gone Wrong

In the security industry, valid SIA licenses are critical. A firm in Birmingham once unknowingly sent out guards whose licenses had expired months ago.  

Because there was no system to re-verify documents post-hire, the company ended up facing regulatory penalties. It wasn’t intentional—it was an oversight. But the consequences were real. 

Key Areas for Post-Employment Verification

So, what should employers re-verify?

1. Criminal Record Checks

Run at fixed intervals, especially for roles involving high-value assets, vulnerable people, or access to sensitive data. 

2. License & Certification Validity

Ensure that required certifications (like SIA, First Aid, etc.) remain active and compliant.

3. Employment Role Changes

When employees are promoted or shift to more sensitive positions, re-check their credentials and criminal background.

4. Credit Checks

For financial or data-sensitive roles, credit checks may flag potential risks like fraud susceptibility.

5. Work Eligibility

Regular checking of right-to-work statuses is vital to mitigate legal risks in the international hiring process. 

Is it legal to undertake checks after hiring?

Yes, but conditions apply. 

Employers must ensure that employee consent is obtained up front and that they have the employee’s knowledge of the check, which is relevant when applying it to the job role. Data protection law (UK Data Protection Act and GDPR) suggests that you are transparent and fair when processing personal information. 

The best practice is to set out regular ongoing checks, which might be done in an employment contract/organisation policy. Doing this will alleviate misunderstandings at the outset and create a transparent culture. 

How Can You Undertake Post-Employment Checks?

Introducing post-hire checks should not feel like you are spying on your team. If you follow the following steps, it can be a transformational, well-being based, employee led process. 

• Develop a Policy 

Clearly define the way in which you will check employees, how often, and when they would be checked (e.g., on promotion, if they resultantly apply for a new role, when their license needs renewing). Make sure your policy satisfies legal requirements and is specific to the job role. 

• Use Workforce Management Software

Manual tracking can lead to errors or oversights. Tools like Smart Workforce automate reminders for re-checks, track compliance records, and store documentation securely. 

• Communicate Clearly

Let employees know why post-employment verification exists. When framed as a security and safety initiative, most people support it. 

• Review and Evolve

Assess the effectiveness of your checks. Adjust frequency, scope, or tools based on your business’s risk profile.

Why Smart Companies Are Adopting This Practice

It’s not about micromanaging your employees—it’s about protecting your people, your assets, and your reputation. 

Companies that implement post-employment verification are often seen as: 

• More trustworthy by clients, especially in regulated industries. 
• More responsible to auditors and compliance officers. 
• More secure with employees who value safety and accountability. 

Post-hire screening also boosts your chances of spotting insider threats early, reducing fraud, and creating a more transparent work culture. 

Final Thoughts

As an employer, your responsibility doesn’t cease after you have hired someone. Employees evolve, and your approach to them should evolve. Background verification post-employment isn’t intended to catch people engaging in inappropriate behaviour. It’s to ensure that your workforce individuals continue to live by your values, safety policies, and compliance. 

So, when you think you are done background checking after onboarding, remember, trust is established a little more every day—not just on day one.

Would you like to simplify your post-employment verification?

With Smart Workforce, you can automate the process of renewing BS7858 checks, monitor compliance requirements, and ensure your team members remain vetted and trusted from a single platform. 

Schedule your free demo today and secure your staff integrity.