Conducting a pre-employment background check is now a standard practice for most organizations. But what many employers overlook is that background screening shouldn’t stop once an employee is hired.
In roles that involve financial responsibility, sensitive data access, or public trust, it’s essential to consider ongoing risk. If you're hiring or managing a team in St. Louis, a financial background check for employment shouldn’t be a one-time task—it should be part of a well-structured, periodic screening strategy.
Let’s take a closer look at how often employers should run background checks on existing employees, and why it matters.
Why Ongoing Background Checks Are Important
An employee who passed a background check five years ago may not be in the same situation today. Personal circumstances can shift, and those changes may introduce new risks to your organization.
Periodic background checks help employers:
- Identify updated criminal history records
- Detect financial stress that may impact trust-sensitive roles
- Address potential liability in high-risk industries
- Maintain regulatory compliance in sectors such as finance, healthcare, and transportation
These checks are not about suspicion—they’re about maintaining standards, consistency, and accountability throughout the workforce.
Recommended Frequency of Background Checks
Annual Rechecks (High-Risk Roles)
Employees who manage finances, access confidential data, operate company vehicles, or interact with vulnerable populations should typically be screened every 12 months. In these cases, the cost of not knowing is far greater than the cost of running a recheck.
Every Two to Three Years (General Workforce)
For roles not directly tied to risk or regulatory compliance, screening every 24 to 36 months is a reasonable approach. This ensures your records stay up to date without being overly intrusive.
Trigger-Based Screening
You may also consider re-checking when:
- An employee is promoted into a more sensitive role
- You receive a workplace complaint or observe red flags
- There is a security incident or compliance concern
Random or Rotational Spot Checks
Some companies implement a policy of periodic random background checks across departments. This model works well in regulated industries or large organizations, as it fosters transparency and deters misconduct.
What Should Be Included in a Periodic Background Check?
Rechecks do not always need to be as comprehensive as the initial screening, but key elements should remain in place—especially for positions that involve financial trust or legal responsibility.
Common components include:
- Criminal history updates
- Driving record (for roles involving transportation)
- Financial background check (for finance, accounting, and procurement roles)
- Employment or credential verification
- Drug testing (if required for compliance)
In St. Louis, these checks must comply with Missouri laws and federal standards, including the Fair Credit Reporting Act (FCRA). Working with a professional screening provider like One2Verify can help you stay compliant while customizing reports based on role-specific needs.
Legal and Ethical Considerations
Employers must handle periodic background checks carefully to avoid legal missteps. Here are a few essential practices to follow:
- Obtain Written Consent: Even if you have prior approval, you must provide clear notice and receive written authorization for each new screening.
- Follow Adverse Action Procedures: If a background check reveals information that may affect employment, you are required to follow pre-adverse and adverse action steps under FCRA guidelines.
- Apply Screening Policies Consistently: Having a formal, written policy on rechecks helps demonstrate fairness and reduces the risk of discrimination claims.
Transparency is key. Make sure employees understand why rechecks are conducted, what’s being reviewed, and how the information is used.
Frequently Asked Questions
Do I need to notify employees before running a new check?
Yes. Consent is required each time a background report is drawn up, even for current employees.
Are financial background checks allowed for any role?
Only if the role involves access to funds, financial decisions, or fiduciary responsibility. Unjustified credit checks may violate employment laws.
Can I conduct a background check during a promotion review?
Yes, especially if the promotion involves increased risk, responsibility, or access to sensitive information.
Keep Your Workplace Secure and Compliant
A proactive background screening policy is more than just risk management—it’s a sign of a responsible organization. As roles evolve, so do the risks. Periodic checks give you the tools to respond appropriately.
At One2Verify, we help St. Louis employers build custom screening programs that balance legal compliance, employee privacy, and organizational risk.
