Rescreening in 2026: Who, How Often, and What Auditors Want to See

Share this article

This ebook is a practical playbook for building a rescreening programme that satisfies auditors and clients without burning budget or goodwill. It explains why rescreening is now table stakes (tightening SOC expectations, client clauses, evolving insider risk) and shows what “good” looks like: a clear policy, risk-proportionate cadence, disciplined evidence, and operations that run year-round.

What you’ll learn

How to tier roles by risk and set defensible cadences (annual, 18-month, 24-month), with event triggers for access or role changes.
Which checks to include per tier, how to stay proportionate by country, and the comms that keep teams onside.
The audit-ready evidence blueprint: identity-first flow, time-stamped results, adjudication notes, exceptions, and deletion proof.
Automation essentials for reminders, approvals, dashboards, expiries and trails, plus a 30-60-90 implementation plan.

Best for HR, Compliance, InfoSec and TA leaders rolling out or upgrading rescreening across multiple markets.
Format Step-by-step frameworks, matrices and checklists you can lift into policy and audit packs.

Continue learning: companion articles

How to write a rescreening policy that holds up in an audit — structure, role cadences, lawful bases and retention that survive scrutiny.
What counts as rescreening evidence for SOC auditors — the exact artefacts auditors expect and how to store them.
How often to rescreen employees without burning budget or goodwill — tiered cadence plus event triggers that balance risk and cost.
How to build a global rescreening programme — designing location-aware workflows and communicating across markets.
How to make your rescreening stand up in a SOC audit — closing the gaps between policy, process and proof.
How to build a business case for rescreening — quantifying risk, audit lift and client requirements to secure budget.

‍

Fill out the form below to get your copy

FAQs

What background check do I need?

This depends on the industry and type of role you are recruiting for. To determine whether you need reference checks, identity checks, bankruptcy checks, civil background checks, credit checks for employment or any of the other background checks we offer, chat to our team of dedicated account managers.

Why should employers check the background of potential employees?

Many industries have compliance-related employment check requirements. And even if your industry doesn’t, remember that your staff have access to assets and data that must be protected. When you employ a new staff member you need to be certain that they have the best interests of your business at heart. Carrying out comprehensive background checking helps mitigate risk and ensures a safer hiring decision.

How long do background checks take?

Again, this depends on the type of checks you need. Simple identity checks can be carried out in as little as a few hours but a worldwide criminal background check for instance might take several weeks. A simple pre-employment check package takes around a week. Our account managers are specialists and can provide detailed information into which checks you need and how long they will take.

Can you do a background check online?

All Veremark checks are carried out online and digitally. This eliminates the need to collect, store and manage paper documents and information making the process faster, more efficient and ensures complete safety of candidate data and documents.

What are the benefits of a background check?

In a competitive marketplace, making the right hiring decisions is key to the success of your company. Employment background checks enables you to understand more about your candidates before making crucial decisions which can have either beneficial or catastrophic effects on your business.

What does a background check show?

Background checks not only provide useful insights into a candidate’s work history, skills and education, but they can also offer richer detail into someone’s personality and character traits. This gives you a huge advantage when considering who to hire. Background checking also ensures that candidates are legally allowed to carry out certain roles, failed criminal and credit checks could prevent them from working with vulnerable people or in a financial function.