When must an employer respond to a verification of employment request, and what information must or can be given? (2024)

FAQs

When must an employer respond to a verification of employment? ›

There are two situations where an employer will be legally required to respond to requests for a verification of employment: When they receive a federally backed request, such as a request from a federal loan institution, to verify an individual's employment.

While responding to employment verification requests isn't always required, doing so can be an excellent way for your business to establish itself as a trustworthy and reputable company.

Stick to the basics like dates of employment and the position your former employee held. Beyond that, remember that the best way to protect your company from related litigation is to make sure the only information you share is truthful and supported by records in the employee's file.

Verify the identity and employment authorization of each person they hire; Complete and retain a Form I-9, Employment Eligibility Verification, for each employee; and. Refrain from discriminating against individuals on the basis of national origin, citizenship or immigration status.

Typical questions included in an employment verification are: Dates of employment. Ending job title. Ending pay rate.

Generally speaking, employers are not required to respond to all candidates who submit a resume or application in response to a job posting.

One of the easiest ways to verify employment history without contacting current employer is to ask the candidate for references from previous employers, co-workers, clients, or mentors.

Common information verified during an employment verification in Canada includes start and end date, reason for leaving, salary, and if the candidate is eligible for rehire. It is standard practice not to verify an applicant's current employment.

What information is required for employment? ›

Along with the proof of identification documents, employees must fill out an I-9 form to verify their employment eligibility. After the employee turns in the I-9 form, you must keep it on file, stored separately from other employee documents.

Some hiring managers do it themselves, reaching out directly (typically via phone) to your current or previous employers to request official verification. Alternatively, employers may use professional background screening firms and/or an employment verification service such as The Work Number® from Equifax.

Employment-Verification Laws: The Basics

Employers who fail to respond to federal employment-verification requests can suffer fines and denial of government contracts for up to one year.

When answering the question of continued employment, anything other than a solid, “yes,” or “very likely,” might alarm the applicant. Remember: The applicant's job performance isn't the focus of this question—the verifier is simply asking about whether the applicant will have a stable income months from now.

When responding to a job interview request it's important to be prompt, thank the hiring manager, provide your availability, and most importantly keep a professional tone. Respond to the email without changing the email subject to ensure your response doesn't go into their spam folder.

E-Verify cases must be created no later than the third business day after the employee starts work for pay.

Which rules must all E-Verify employers and employer agents follow? Answer: Create a case for each newly hired employee no later than the third business day after he or she starts work for pay. Complete Form I-9 for each newly hired employee before creating a case in E Verify.