Employment Verification: Verify Work History & Find Current Employers
Employment verification confirms work history, job titles, and employment dates—essential for hiring decisions, tenant screening, judgment collection, and investigations. Learn how to verify employment, discover unknown employers, and detect resume fraud.
📌 Key Takeaways
- Employment verification confirms employer name, dates of employment, job title, and sometimes salary
- 30-50% of resumes contain misrepresentations—verification protects against hiring mistakes
- Employment discovery can find unknown employers for wage garnishment and skip tracing
- FCRA compliance is required when using verification for credit, employment, or housing decisions
- Many employers use third-party services (The Work Number, etc.) requiring specific processes
- Self-employment and gig work require different verification approaches
📑 Table of Contents
🔍 What Is Employment Verification?
What is employment verification? Employment verification is the process of confirming that an individual worked (or currently works) for a specific employer. Verification typically confirms the employer name, dates of employment, job title held, and in some cases salary information. It’s a standard component of background checks and is used in hiring, tenant screening, lending, and investigations.
According to the Society for Human Resource Management (SHRM), approximately 92% of employers conduct some form of employment verification on job candidates. The Bureau of Labor Statistics reports that American workers change jobs every 4 years on average, making thorough employment history verification increasingly important.
Beyond hiring, employment verification serves critical functions in judgment collection (for wage garnishment), tenant screening (confirming income), lending decisions (ability to repay), and skip tracing (locating people through their workplace).
📋 What Gets Verified
Standard employment verification confirms several key data points:
Core Verification Elements
| Information | Typically Provided | Notes |
|---|---|---|
| Employer Name | ✓ Yes | Confirms the company name and that it’s a real entity |
| Employment Dates | ✓ Yes | Start date, end date (if applicable), total tenure |
| Job Title | ✓ Yes | Official title held; may differ from resume claims |
| Employment Status | ✓ Yes | Full-time, part-time, contractor, intern |
| Salary/Compensation | Sometimes* | Often requires written consent; some states restrict |
| Reason for Leaving | Sometimes* | Many employers decline to provide |
| Rehire Eligibility | Sometimes* | Indicates whether employer would rehire |
| Performance Information | ✗ Rarely | Most employers won’t provide due to liability concerns |
*Availability depends on employer policy, state law, and whether consent has been provided.
💡 Why Employers Limit Information
Many employers have policies restricting verification responses to basic facts (dates, title, rehire eligibility) to minimize defamation liability. Even if former employees were terminated for cause, HR departments often won’t disclose specifics. This creates challenges for thorough verification but reflects legitimate legal concerns.
📊 Common Use Cases
Pre-Employment Screening
Verify candidate claims about work history, job titles, and dates before making hiring decisions. Catches resume fraud and ensures qualifications match claims.
Tenant Screening
Confirm prospective tenants’ employment and income to assess ability to pay rent. Part of comprehensive tenant screening process.
Judgment Collection
Identify current employers for wage garnishment. Essential when debtors haven’t disclosed employment information.
Lending Decisions
Verify income and employment stability for mortgage, auto, and personal loan applications. Confirms ability to repay.
Skip Tracing
Locate people through their workplace. Employment addresses help find people who’ve moved or are avoiding contact.
Due Diligence
Verify executives’ and partners’ professional backgrounds as part of business due diligence investigations.
⚙️ The Verification Process
Employment verification follows a structured process depending on the employer and purpose:
Gather Subject Information
Collect the full legal name, Social Security Number (often required), employer name, dates of employment claimed, and position held. The more information provided, the faster and more accurate verification becomes.
Identify Verification Method
Determine how the employer handles verifications. Large companies often use third-party services like The Work Number (Equifax), while smaller employers may require direct HR contact. Some employers have online verification portals.
Submit Verification Request
Contact the employer’s HR department, submit through the third-party service, or use an automated system. Include authorization if required. Clearly specify what information is needed.
Receive and Document Response
Document the response—what was confirmed, what was denied, any discrepancies from claimed information. Note who provided the information and when.
Follow Up on Discrepancies
If verification reveals discrepancies (different dates, different title, no record of employment), follow up with additional investigation or give the subject opportunity to explain.
Third-Party Verification Services
Many large employers outsource employment verification to third-party services. The most common is The Work Number (operated by Equifax), which maintains employment records for over 2.5 million employers. Other services include:
- The Work Number (Equifax): Largest database, requires employer code and often SSN
- Experian Verify: Growing database of employer records
- Thomas & Company: Focus on unemployment cost management
- Employer-specific portals: Many large companies have their own systems
⚠️ Third-Party Service Limitations
Third-party verification databases aren’t universal. Many small and medium employers don’t participate, requiring direct verification. Even participating employers may have incomplete records or delays in updating. Always have alternative verification methods ready.
🔎 Finding Unknown Employers
Sometimes you need to discover where someone works rather than verify a known employer. This employment discovery is common in:
- Judgment collection: Finding employers for wage garnishment when debtors disappear
- Skip tracing: Locating people through workplace addresses
- Child support enforcement: Identifying employment for support orders
- Divorce proceedings: Discovering employment when spouses hide income
- Service of process: Finding defendants at their workplace
Methods for Finding Current Employers
Database Searches: Professional investigative databases aggregate employment information from various sources including credit applications, utility records, and commercial databases. This is often the fastest method.
Social Media Investigation: LinkedIn profiles, Facebook posts about work, and other social media often reveal current employment. People frequently share work-related updates publicly.
New Hire Reporting Databases: State agencies maintain new hire reporting databases (required for child support enforcement). Access is limited but may be available through legal channels.
Professional License Searches: For licensed professionals (doctors, lawyers, contractors, etc.), state licensing boards list employer information.
Business Records: If the subject is a business owner or officer, corporate filings, business licenses, and professional registrations reveal their business activities.
💡 Employment Discovery for Garnishment
When collecting on judgments, discovering employment is crucial for wage garnishment. If the debtor won’t disclose their employer, post-judgment discovery allows you to compel disclosure. However, many debtors ignore discovery requests, making investigative employment discovery necessary.
⚡ Verification Challenges
Employer Closures and Acquisitions
When former employers have closed, been acquired, or changed names, verification becomes difficult. Strategies include:
- Search for successor companies that may have retained records
- Contact former supervisors or colleagues directly (with appropriate consent)
- Request W-2s or tax transcripts from the IRS (requires subject’s consent)
- Check state unemployment insurance records (limited access)
- Review professional references who can attest to employment
Self-Employment and Gig Work
Traditional employment verification doesn’t work for self-employed individuals, freelancers, or gig workers. Alternative approaches:
- Tax returns: Schedule C, 1099s, and business tax returns document self-employment income
- Business registration: LLC filings, DBAs, and business licenses
- Client verification: Contact clients who can confirm work performed
- Bank statements: Show business deposits (requires consent)
- Professional portfolio: Work samples, contracts, invoices
International Employment
Verifying employment with foreign employers presents unique challenges:
- Different verification practices and privacy laws
- Language barriers
- Time zone challenges
- Limited database coverage
- May require local investigators or specialized services
Unresponsive Employers
Some employers simply don’t respond to verification requests, especially small businesses without dedicated HR. Options include:
- Persistent follow-up through multiple channels
- Request alternative documentation from the subject (pay stubs, tax forms)
- Contact supervisors or colleagues directly
- Accept partial verification with documented attempts
- Note verification as “unable to complete” with explanation
🚨 Detecting Resume Fraud
Resume fraud is remarkably common. Industry studies consistently find that 30-50% of resumes contain some form of misrepresentation:
📊 Common Types of Resume Misrepresentation
Based on aggregate industry research. Percentages represent frequency among resumes containing misrepresentations.
Red Flags for Resume Fraud
Employment gaps covered by vague entries: “Consulting” or “freelance” work that conveniently fills gaps may be fabricated.
Inflated job titles: “Director” or “Manager” titles that don’t match the company size or industry norms.
Date inconsistencies: Dates that don’t align with LinkedIn, other applications, or stated tenure.
Unable to provide references: Claims that supervisors are deceased, company closed, or “confidential” circumstances prevent references.
Vague job descriptions: Can’t articulate specific accomplishments or responsibilities when asked.
Companies that can’t be verified: Employers that don’t appear in business registries or have no online presence.
Verification Catches Fraud
| Resume Claim | Verification Found | Fraud Type |
|---|---|---|
| Senior VP, 2018-2023 | Sales Associate, 2019-2021 | Title inflation, date extension |
| ABC Corporation | No record of employment | Fabricated employer |
| Left to pursue opportunity | Terminated for cause | Reason misrepresentation |
| $150,000 salary | $85,000 salary | Compensation inflation |
⚖️ Legal Considerations
Fair Credit Reporting Act (FCRA)
When employment verification is conducted by a third-party Consumer Reporting Agency (CRA) and used for employment, credit, or housing decisions, the FCRA applies:
- Disclosure and consent: Must inform subject and obtain written authorization
- Pre-adverse action notice: If you plan to take negative action based on the report, must provide copy to subject first
- Adverse action notice: Must notify subject of negative decisions and their rights
- Accuracy requirements: Information must be verified for accuracy
State Laws
Many states have additional laws affecting employment verification:
- Salary history bans: Some states prohibit asking about prior salary
- Reference immunity laws: Protect employers who provide truthful references
- Consent requirements: May require specific consent for certain information
- Access rights: Some states give employees rights to see their personnel files
⚠️ Compliance Is Essential
Non-compliance with FCRA and state laws can result in significant penalties—statutory damages, actual damages, punitive damages, and attorney’s fees. When in doubt, consult with legal counsel familiar with employment and consumer reporting laws.
❓ Frequently Asked Questions
Standard employment verification typically takes 1-3 business days. Delays occur when employers use third-party verification services, when HR departments are slow to respond, or when the employer has closed or been acquired. Some verifications, particularly for government or large corporate employers using automated systems, return within hours.
It depends on the purpose and what information you’re requesting. For basic verification that someone works somewhere, consent isn’t always required. For detailed information like salary, performance, or reason for leaving—or if you’re making a credit, employment, or housing decision—written consent is typically needed under the Fair Credit Reporting Act (FCRA). Always consult legal counsel for your specific situation.
When employers close, verification becomes challenging but isn’t impossible. Options include searching for successor companies that acquired records, checking state unemployment databases, requesting W-2s or tax transcripts from the IRS (with subject consent), contacting former supervisors directly, or using professional investigators who specialize in locating historical employment records.
Yes. Employment discovery services use various databases and investigation techniques to identify current employers. This is common in judgment collection (for wage garnishment), skip tracing, and investigations. Professional investigators can often identify current employment even when the subject doesn’t voluntarily disclose it. See our skip tracing services for more information.
Studies consistently show that 30-50% of resumes contain some form of misrepresentation—from exaggerated job titles to completely fabricated employers. The most common lies involve employment dates (extending tenure), job titles (inflating responsibilities), education credentials, and reasons for leaving previous positions. This is why verification is essential for hiring decisions.
Laws vary by state, but most employers can legally provide dates of employment, job title, and eligibility for rehire. Many companies have policies limiting responses to these basics to avoid defamation liability. Some states have laws protecting employers who provide truthful information in good faith, encouraging more detailed references.
Employment verification is included in our background check services and can also be conducted as a standalone service. Costs depend on the depth of verification needed and whether employer discovery is required. Contact us for specific pricing based on your needs.
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