Employee Rescreening in 2025: How Often and Why Ongoing Checks Matter for Compliance

It’s autumn 2025, and compliance is no longer judged by what happens at hiring – it’s measured by what happens after.

With record fines for Right to Work failures and increased scrutiny across public sector contracts, regulators are widening their focus to the ongoing validity of workforce checks. This shift follows the Home Office’s tougher enforcement this year — see our detailed overview in ‘Right to Work Checks 2025: Fines, Audits and What Every UK Employer Must Know’.

For employers, that means proving that the people they’ve already cleared still meet the standards they were hired under. Rescreening, whilst once a best-practice extra,- is now a compliance expectation.

At CBS, we enable organisations to embed rescreening into daily operations, making it simple, defensible and efficient. Because when scrutiny rises, confidence in your people shouldn’t slip.

CBS Rescreening Policy: Ongoing Assurance for Every Employee

CBS rescreening applies to all employees and contractors, with particular attention to non-UK and Ireland nationals whose visa or immigration status may change during employment. The purpose of the rescreening is to maintain continuous compliance, confirming that every individual remains legally, ethically and operationally eligible to perform their role.

A Right to Work verification is mandatory at each rescreening stage.It confirms nationality, immigration status and continuing permission to work in the UK – preventing compliance gaps that can lead to penalties, contract breaches or reputational damage.

The BPSS Rescreen Package

For many organisations, the Baseline Personnel Security Standard (BPSS) is the foundation of their screening policy. It’s the UK Government’s minimum requirement for anyone working in or on behalf of Government departments, agencies or public-sector frameworks – and it’s increasingly written into commercial contracts too. You can find the official UK Government BPSS guidance here.

BPSS rescreening is designed to confirm that your workforce still meets those standards.

A compliant BPSS rescreen includes:

Right to Work: Verification of nationality and immigration status, confirming the individual’s ongoing right to perform specified duties.
Identity: Electronic authentication of ID data, including name, address, aliases and linked accounts.
Criminal Record: Review of unspent convictions through a Basic Disclosure (DBS) check.
Credit Check (optional): For roles involving financial responsibility, data access or positions of trust.

Rescreening at BPSS level helps ensure that employees working on public frameworks or government-related projects remain suitable for the role and legally eligible. It also provides a clear, auditable record for clients, regulators and internal assurance teams.

If you’re unsure how BPSS compares to other screening levels, read our guide: ‘BPSS or DBS: What Employers Need to Know About Screening Requirements’.

The BS7858:2019 Rescreen Package

Where BPSS is the baseline, BS7858:2019 is the benchmark for roles of trust – the British Standard for security screening in environments where integrity, reliability and honesty are critical.

Originally developed for the private security industry, BS7858 now underpins screening for roles across facilities management, education, healthcare, aviation, finance and defence.

A BS7858-aligned rescreen should include:

Credit Report and Identity Validation – confirming financial integrity and verifying identity authenticity.
Right to Work Checks – ensuring continued eligibility for employment.
Financial Sanctions Check – identifying any restrictions under applicable sanctions regimes.
Criminal Record Checks – confirming that no new relevant convictions have arisen since the previous screen.

While BS7858 does not prescribe a specific interval, industry best practice recommends rescreening every 1–3 years, or sooner if:

An employee changes roles or moves into a higher-risk position.
There is a break in service of 12 months or more.
Updated risk assessments identify new or emerging threats.

By maintaining BS7858-level checks, organisations demonstrate proactive due diligence and readiness for both customer and regulatory audit. You can explore how the BS7858 standard applies across security-sensitive sectors in our feature BS7858 Screening – What It Is and Why It Matters for Security-Sensitive Roles.

How ISO Standards Shape Modern Rescreening

The principles behind ISO standards, particularly around continuous improvement and risk management, align closely with the purpose of rescreening.

Continuous Improvement

Routine rescreening supports an organisation’s culture of continuous improvement. It ensures that vetting processes remain current, effective and responsive to new regulations or internal policy changes, strengthening compliance maturity over time. For employers operating under ISO or quality management frameworks, rescreening provides clear, auditable evidence of that impw rovement in practice.

Risk Management

ISO frameworks promote proactive, risk-based decision-making. Regularly reviewing and updating your rescreening policy ensures it reflects your organisation’s risk appetite, contractual obligations and operational environment. It’s a practical safeguard against emerging vulnerabilities, and a simple way to demonstrate good governance in the face of increasing audit scrutiny. You can learn more about the ISO 31000 Risk Management framework, which underpins these principles here.

Why Rescreening Matters More in 2025

The compliance landscape is evolving fast. In 2024 and 2025, enforcement around Right to Work, safeguarding and security tightened significantly – and that momentum is continuing. Sector regulators such as the Financial Conduct Authority (FCA) and NHS England have also stepped up supplier assurance requirements, meaning ongoing employee checks are becoming a standard expectation in regulated environments.

Auditors are now looking not just for proof that a check was done, but evidence that it still applies.That distinction has financial, legal and reputational weight.

For employers, rescreening provides assurance that:

Their people remain eligible to work.
Internal policies align with the latest standards.
Contracts can be defended during audits or inspections.
Reputational risk is controlled through consistency and transparency.

CBS Rescreening Packages: Practical, Defensible, Audit-Ready

CBS delivers both BPSS and BS7858 rescreening packages designed for high-impact, compliance-driven environments.We combine smart digital systems with experienced compliance specialists to make the process efficient, secure and fully traceable.

Our rescreening packages include:

Automated reminders and digital scheduling tools.
Secure online processing and storage of all documentation.
Role-specific screening, including optional credit and sanctions checks.
Expert guidance aligned to UK, ISO and British Standards.
Audit-ready reporting and full chain-of-custody data retention.

Whether you’re managing a handful of employees or a national workforce, CBS helps ensure your rescreening programme is practical, proportionate and always defensible.

Best Practice: Build Rescreening into Everyday Operations

Rescreening is most effective when it becomes part of your operational calendar, not a once-in-a-while admin exercise.

The most resilient employers:

Link rescreening to performance reviews, contract renewals or visa expiry dates.
Use automation to prevent overdue checks.
Keep records digital and easily retrievable.
Assign ownership across HR, compliance and security.

This approach transforms rescreening from a compliance task into a continuous assurance model, one that protects your contracts, your workforce and your reputation.

From Screening to Staying Sure

In 2025, compliance doesn’t end at onboarding. Rescreening is how organisations prove that their people still meet the standards that matter – to clients, regulators and the public.

At CBS, our role is simple, to help employers stay compliant, safe and ready for scrutiny – without slowing operations down. Our compliance specialists can review your current process, highlight risks and guide you on the steps to stay compliant, safe and audit-ready.

Make an enquiry here to speak to one of our screening specialists.

Your Questions Answered: Rescreening and Compliance in 2025

What is employee rescreening? – Rescreening is the process of re-verifying an employee’s background after hiring – confirming their identity, criminal record, Right to Work and, where relevant, financial integrity remain compliant with current regulations.
How often should employees be rescreened? – Typically every 1–3 years, or sooner if a role changes, a 12-month break occurs, or new risk factors are identified.
Who needs rescreening the most? – Any role in a regulated, sensitive or high-trust environment – including government, healthcare, finance, education and security.
What’s the difference between BPSS and BS7858 rescreening? – BPSS sets the baseline for public sector and government-related roles. BS7858 applies to positions of trust, covering deeper checks such as credit and sanctions screening.
Does rescreening include Right to Work checks? – Yes. Employers must reconfirm ongoing Right to Work eligibility, particularly for non-UK and Ireland nationals.
Why is rescreening important in 2025? – Auditors and regulators now expect proof that checks remain valid. Rescreening protects your organisation against legal, financial and reputational risks.