Beyond hire day: how rescreening shields against emerging internal risk

Trust is at the heart of every organisation. But trust is not static. Circumstances change, people change, and the risks organisations face may evolve over time.  

In 2024, more than 421,000 fraud cases were recorded on the UK’s National Fraud Database, a 13 percent rise on the year before. Across England and Wales, there were over 1.3 million convictions for all offences, showing how broad the criminal risk landscape has become. And while smaller in number, Cifas still logged more than 250 insider threat cases, reminding us that risk is not only external,  it can come from within. 

These figures remind us that risks do not stop once someone has joined. A one-time background check cannot anticipate what might change. That is why rescreening is increasingly vital for organisations seeking to protect their people, reputation, and long-term resilience. 

What is rescreening? 

Rescreening is the practice of carrying out background checks on employees at intervals during their tenure. This could be after 12 months, on promotion, or when someone moves into a role with greater responsibility. 

The scope is usually targeted at areas most likely to change, such as criminal records, sanctions, financial history, or regulatory registers. It is not about repeating the full pre-employment process, but about ensuring the trust placed in employees at hire still holds true today. 

Why it matters in regulated sectors 

In highly regulated industries, such as healthcare and financial services, the case for rescreening is even stronger. Employers are accountable not only to their organisation but to regulators, patients, and customers. An undetected issue could compromise compliance, jeopardise safeguarding, or erode public trust. 

For example: 

• Healthcare organisations must maintain confidence that staff remain fit and proper throughout employment, protecting patients and meeting NHS Employment Check Standards. 

• Financial services firms face strict regulatory oversight where any adverse findings, from financial conduct to sanctions breaches, could impact both compliance and reputation. 

Rescreening provides assurance that employees continue to meet the standards expected, reducing exposure to fines, sanctions, and reputational damage. 

Why it should be best practice everywhere 

While regulated sectors face the most scrutiny, rescreening is increasingly viewed as a best practice approach for all employers. Workforces today are fluid, with internal mobility, secondments, and acquisitions reshaping risk profiles. 

By adopting rescreening, organisations: 

• Reaffirm their commitment to safeguarding people and culture. 

• Stay ahead of risks before they escalate into serious issues. 

• Demonstrate accountability to stakeholders, clients, and the wider public. 

Preparing for a rescreening programme 

If your organisation is considering rescreening, it helps to focus on three principles: 

1. Clarity and transparency – Employees should understand why rescreening is happening and how it protects both them and the organisation. 
2. Risk-based scope – Not all checks are necessary each time. Target those that reflect evolving circumstances, such as criminal records, sanctions, or regulatory registers. 
3. Frequency by role sensitivity – Align rescreening cycles to the level of trust or responsibility associated with a role. For example, annual checks for regulated positions and less frequent reviews for others. 

A smarter approach 

At Giant Screening, rescreening is part of a wider strategy to create safer workplaces. Our digital-first platform and managed service allow employers to build rescreening into their compliance programme without unnecessary complexity, becoming a seamless extension of the employee journey. For healthcare and financial services organisations, it strengthens compliance with sector requirements. For all other employers, it sets a standard of best practice that reinforces trust and resilience. 

Rescreening is not about suspicion. It is about reassurance. In a world where risks evolve, organisations that revisit and reaffirm trust are the ones best placed to protect their people, their culture, and their reputation.