Why organisations must conduct full vetting and screening processes before recruiting gig workers

The UK gig economy is booming, more than doubling in size over the past five years.

An estimated 22 per cent of the workforce (approximately 7.25 million people) were classified as a gig worker in 2024, and there are 1.7 million individuals who are employed as such full time. While the appeal to hire gig workers often lies in their ability to quickly fill critical skill gaps, many employers may be increasingly facing safety concerns due to a common oversight in the hiring process: thorough background screening and vetting. But why is this process so essential, especially for organisations that depend on gig workers?

The growth of gig work has been paralleled by a sharp rise in employee fraud, when someone knowingly misrepresents their identity or provides false information for their own gain. According to a report from Cifas, the UK fraud prevention service, insider threats and staff fraud surged by 22 per cent in 2023 compared to the previous year. One in five of those cases was committed within the first three months of employment, again highlighting the importance of thorough vetting.

Rolf Bezemer: "The risk of not conducting full vetting and screening can outweigh the benefits."

Why screening makes a difference

Organisations need to feel confident in the people they employ, whether full time, part time or gig. The consequences of failing to screen gig workers often go far beyond regulatory compliance or reputational risk; it becomes a matter of health and safety. Of course, threats also exist with permanent employees, but organisations tend to focus more heavily on vetting these workers than they do with contingent specialists who may be with them for shorter timeframes.

This oversight is most commonly due to the need to save time, particularly for organisations operating in sectors such as retail or healthcare, where staff shortages can have a significant impact on productivity, profit and, most importantly in the latter market, patient safety. Crucially, gig workers also often fill urgent positions, in markets that rely on short-term or more casual labour, as well as in settings where they may work closely with children or other vulnerable populations.

This may heighten potential risks when vetting processes are flawed or contain gaps that individuals can manipulate to their advantage.

Gig workers  often fill urgent positions, in markets that rely on short-term or more casual labour. Photograph: iStock

These challenges are also amplified in the gig economy due to the evolving nature of the world of employment. The pandemic-driven rise of remote work in some markets means that gig workers may never have face-to-face, physical touchpoints with their managers, or may be working in several roles simultaneously. This dynamic increases the risk of potential bad actors slipping through the regulatory net.

Lack of consistency

Of course, gig workers themselves are not an inherent risk, and the vast majority will be honest, hard-working and valuable. But a potential lack of consistency in vetting processes means employers cannot rely on their own assumptions about a gig worker’s skills, competence, qualifications and even identity. And, when roles involve contact with the public, provide access to sensitive information, or require work in people’s homes or care settings, failing to screen is no longer a mere oversight; it can quickly become a health and safety failure.

Part of the issue of employee fraud is driven by the rise in technology, particularly with many parts of hiring and working becoming increasingly digitalised. There has also been a steep rise in so-called ‘deepfakes’ and other threats, where candidates leverage emerging AI-driven tools to create false personas, qualifications and credentials to secure work. A lack of screening and vetting can lead to systemic health and safety issues. A gig worker who has falsified their background and who is operating in a technical role may lack appropriate training, which puts themselves and others at risk.

In the care sector, for example, an individual could provide the wrong medication or neglect safeguarding protocols. The lack of screening in this situation not only may create unnecessary risks to patients but also may put the employer under threat of non-compliance with regulations.

Even in other sectors such retail or logistics, poor screening processes can potentially open the door to criminals, leaving organisations vulnerable to theft, data breaches and more, all of which could have significant ramifications on staff wellbeing and overall operations.

Criminal liabilities

Employers should consider conducting screening and vetting checks for potential recruits to mitigate certain risks and manage their regulatory requirements. Organisations must remember that all employers have legal duties under the Health and Safety at Work Act 1974 to ensure the wellbeing of all employees and others under their management. For example, this includes conducting risk assessments and implementing measures to control ‘foreseeable’ health and safety risks at work. More widely, employers also have a general duty of care to consider the potential risks that could arise from bringing an unverified individual into a potentially sensitive environment.

The UK Government has also reacted to changes in employment models and introduced legislation such as The Economic Crime and Corporate Transparency Act 2023, which adds criminal liability for organisations that fail to prevent fraud by employees. And, as of March 2025, the Home Office is launching a clampdown on illegal working in the gig economy. Together, and combined with existing legislation, these moves signal a clear shift and highlight that the responsibility increasingly lies with the employer to ensure proper checks are carried out.

Technology-backed solutions

Technology offers potential solutions. Digital identity checks may simplify and accelerate the process, without sacrificing quality or the candidate experience. Adopting a collective approach that integrates diverse screening protocols – such as enhanced DBS (Disclosure and Barring Service), right to work, credit and financial checks, as well as verifying references and carrying out ongoing monitoring on all gig workers – will help employers to manage their compliance goals.

Businesses are increasingly trying to fill challenging and timely positions, often at very short notice, and it can be tempting to cut corners to ensure workforces are fully resourced. But the risk of not conducting full vetting and screening can outweigh the benefits. Employers across all markets must act to ensure their screening practices are in line with their applicable requirements with the goal to protect the organisation, their customers and all their stakeholders.

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Rolf Bezemer is Executive VP and general manager international at First Advantage