In today’s dynamic business environment, ensuring the integrity and reliability of employees is no longer limited to just the hiring stage. As part of our 2025 Background Verification Policy update, we’re introducing a critical enhancement: Re-verification During Employment.

This marks a shift from traditional one-time background checks to a proactive, continuous risk management approach — especially important in sensitive, client-facing, and high-trust roles.

 

✅ Why Re-Verification?

While initial background checks offer a strong foundation, they may not reflect changes in a person’s behavior, circumstances, or legal standing over time. Here’s why re-verification has become essential:

  • Evolving risk profiles of employees post-hiring
  • Compliance requirements from regulators and global clients
  • Increased internal mobility, including transfers across regions or countries
  • Proactive reputation management and risk mitigation
  • In short, what was valid at the time of hiring may not hold true later — and organizations must adapt accordingly.

 

🔍 When Will Re-Verification Occur?

Our updated policy outlines specific instances where re-verification may be triggered:

1. Promotions to Sensitive or Regulated Roles.

Employees moving into senior leadership, finance, legal, cybersecurity, or client-facing roles may be required to undergo updated background screening to ensure their continued eligibility.

2. Internal Transfers (Especially Cross-Border).

Relocating to another country or working with global clients may involve meeting new jurisdictional requirements — often necessitating fresh checks for immigration, criminal history, or credentials.

3. Employee Complaints or Investigations.

In the event of formal complaints, internal investigations, or behavioral red flags, background checks may be re-initiated to assess risk or ensure compliance.

4. Client or Regulatory Demands.

In industries like BFSI, healthcare, ITES, or consulting, clients may mandate periodic re-verification as part of their contract compliance audits or risk assessments.

 

📌 What Does Re-Verification Include?

Depending on the role and trigger, re-verification may cover:

Check Type Description

  • Identity & Address Verification To confirm current residency and legal identity.
  • Employment History Review Especially if the employee has had new experience since the last check.
  • Criminal Record Check Updated national and local database searches (as per law).
  • Education/Certification Validity Reconfirmation, especially for regulated or licensed professions.
  • Credit/Financial Screening Applicable to finance, procurement, or fiduciary roles.
  • Digital Footprint Review Optional review of online reputation, public social media (for red flags).

 

🔐 Confidentiality & Employee Consent

Transparency is key. All re-verification activities will be:

  • Conducted with the employee’s written consent.
  • Aligned with local and global data protection laws (e.g., GDPR, DPDP Bill).
  • Managed through authorized third-party background verification partners bound by confidentiality agreements.
  • Accessed only by authorized HR or compliance staff.

 

🚫 What Happens If Issues Are Found?

The policy is clear: findings that indicate fraud, misrepresentation, criminal activity, or regulatory risk may lead to:

  • Role reassignment.
  • Employment suspension or termination.
  • Reporting to relevant authorities (in extreme cases).
  • Each case is reviewed individually by the HR and legal teams to ensure fairness, due process, and compliance.

 

🕓 Looking Ahead: The Future of Continuous Vetting

Re-verification is not about policing employees — it’s about protecting our people, our clients, and our brand. As risks evolve and compliance requirements tighten globally, background verification can no longer be a one-and-done exercise.

Our 2025 policy empowers the organization to stay agile, transparent, and trustworthy — while reinforcing a culture of accountability.